Just Culture Agreement

Moderately positive correlations have been identified between trust and fair culture (P -001). With the growing confidence of nurses, the focus on just cultural principles has also increased. (See Figure 1.) If only culture is rooted in the organization and analysis of safety events, fair treatment is expected to create a sense of trust among employees. This can affect speech to report errors. There was also a positive correlation between trust and voluntary reporting of errors. When confidence increased, employees reported errors that caused patient harm (P -052). More importantly, it was found that there was a positive correlation between errors of trust and reporting errors that may have caused patient harm (P -001). (See Table 2.) The four-hour training session between manager/director/supervisor is for all executives who use Just Culture to assess the behaviour of frontline staff. In order to ensure a global change in philosophy and culture, it is important to introduce and socialize The concepts of Just Culture at the levels of monitoring of the organization. The training thus creates the basis on which the principles of Just Culture are based, which are now supported by the policies of the organizations` staff.

It will include an introduction to human factors and ergonomics, the science of patient safety and the principles of just culture, including the use and application of the Just Culture algorithm. The training is provided by those who have participated in the two-day Train-the-Trainer program, which is taught by BETA-certified trainers. We have distilled five commitments that we believe are essential to a fair culture and the need for a balance between security and the administration of justice. The use of an objective algorithm helps leaders investigate potential and actual incidents with fairness and transparency. This can strengthen the trusted environment and increase the value of an error identifier. When boarding new employees, trainees should be drawn to the importance of defect detection as a systemic information that benefits the organization. The emphasis on partnering between the organization and nurses in creating a culture of safety can support mutual trust. Griffith and Marx argue that accountability is a fundamental element of a just culture that emphasizes human components within the larger organizational system.10 “Just culture” is a culture in which front-line and other operators are not punished for acts, omissions or decisions consistent with their experience and training, but are not tolerated in gross negligence, intentional offenses and destructive acts. A culture organization just examines the system around the employee`s behavioral decision and improves process design if necessary to reduce risk.7 An example of individual responsibility for a systemic event occurred when a patient locked himself in a bathroom. All nurses were trained in the “picking” of five types of door locks. An organization with a fair culture may have changed all the patients bathroom door buttons into a universal type that could be easily opened in an emergency.

Many organizations have guidelines that describe a non-punitive response to errors. However, barriers to speech are negative reactions and the risk of discipline on the part of heads of state and government2. Organizations need to strive to understand whether their culture is confident and fair. An assessment of purely cultural concepts can determine whether there is a difference between the perception of nurses who need to be sure that they are treated fairly when they talk about safety issues, errors and incidents.