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Articles & Publications
Articals and publications about Collaborative Governance and it's committees.
Re-designingthe Collaborative Governance Committee Structure
Responding to the needs of our patients, staff and the rapidly changing health care environment Collaborative Governance has been redesigned with new committees and even more opportunities for the voice of the clinician to influence clinical practice and the health care environment.
The SAFER Faire
The Safer Fair allows the Collaborative Governance committees to highlight their work in making MGH a safer place for our patients, families and staff.
A look at the newly re-designed collaborative governance
On May 15, 1997, Jeanette Ives Erickson, RN, senior vice presi- dent for Patient Care, informed the original members of collaborative governance that their work was about to change. She described how their participation in collab- orative governance would give them an opportunity to interact with diverse teams of clini-cians and support staff, with colleagues from different disci-plines, and with professionals who want to create a better place for patients, families and employees.
Collaborative Governance Re-Design
Collaborative governance has been a critical factor in the success of Patient Care Services. Collaborative governance places the decisionmaking authority, responsibility, and accountability for patient care with the practicing clinician. Since launching the collaborative governance committee structure 13 years ago, much has changed in health care, technology, and the evolving needs of our patients and staff. If we are to continue to provide the best care and services to patients and families, our collaborative governance structure must continue to evolve to refl ect those changes.
The Value of Collaborative Governance/Staff Empowerment
Most people in organizations and educational institutions
are interested in the concept of power and
the role it plays in daily life at work. Empowerment
is thought to occur when an organization sincerely
engages people and progressively responds to this
engagement with mutual interest and intention to
promote growth. Empowerment is a state of mind
and occurs over time; it is a process.At the beginning
of the process, the manager recognizes talent and
enables individuals to use their current capability
fully in their work. In the second stage, the manager
coaches people to extend beyond their current capability,
helping to develop their full potential. In the
final stage, a climate of commitment to the organization
occurs through a sense of belonging, excitement,