Not Just Penalties in a Just Culture. This article appears in the March/April 2008 Midwestern Edition of Nursing Spectrum. I like the new look and style of Nursing Spectrum by the way.
The article notes that reckless behavior, a conscious disregard of an unreasonable risk should be punished and managed through remedial action and disciplinary action. Human error, i.e. inadvertent actions such as a slip, lapse, or mistake should be managed through changes in processes, design, procedures, environment, and training.
Things like this read well in a journal article and look exceptionally nice especially on paper but I would like to know how this applies in the nursing workplace.
Are errors attributable to "human error" still reported to the State Board of Nursing in mandatory reporting states or are only "reckless actions" reported to the State Board of Nursing in mandatory reporting states?
Again these things sound nice on paper and in journal articles but how does it translate to everday nursing practice for nurses. Does a Just Culture provide nurses with more input into the investigation and disposition of workplace investigations of incidents, mishaps, or occurrences? Is this process driven by the human resource department? How does a Just Culture fit into the at-will employment doctrine? As you know most nurses are at-will employees?
Do you work in a facility with a Just Culture? Is the culture really just or is it purely an academic exercise?
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