Discussion
To achieve changes in practice, the health care industry has relied on instituting guidelines, regulations, and policies, often with punitive consequences. We call into question this long-standing framework and propose a novel approach to help evolve the field of QI. Studies in human psychology have long demonstrated the demotivation power of a reward system and the negative response to attempts by authority to use incentives to control or coerce. In our QI project, we instituted 3 PDSA cycles and applied elements from SDT to motivate people’s behaviors. We demonstrate how a new culture focused on maintaining intraoperative normothermia was developed and brought about a measurable and significant decrease in the rate of hypothermia. The relevance of SDT, a widely accepted unifying theory that bridges and links social and personality psychology, should not be understated in health care. Authorities wishing to have long-standing influence should consider a person’s right to make their own decisions and, if possible, a unique way of doing things.
Positively reinforcing behavior has been shown to have a paradoxical effect by dampening an individual’s intrinsic motivation or desire to perform certain tasks.18 Deadlines, surveillance, and authoritative commands are also deterrents.19,20 We focused on providing the tools and information to the clinicians and relied on their innate need for autonomy, growth, and self-actualization to bring about change in clinical practice.21 Group meetings served as a construct for exchanging ideas and to encourage participation, but without the implementation of rigid guidelines or policies. Intraoperative active warming devices and temperature probes were made available, but their use was not mandated. The use of these devices was intentionally not audited to avoid any overbearing control. Providers were, however, given monthly temperature data to help individually assess the effectiveness of their interventions. We did not impose any negative or punitive actions for those clinicians who had high rates of hypothermic patients, and we did not reward those who had low rates of hypothermia. We wanted the participants to feel that the inner self was the source of their behavior, and this was in parallel with their own interests and values. If providers could feel their need for competency could be realized, we hoped they would continue to adhere to the measures we provided to maintain a low rate of hypothermia.
The effectiveness of our efforts was demonstrated by a decrease in the prevalence of postoperative hypothermia in our surgical patients. The initial decrease of the median rate of hypothermia from 6.9% to 3.4% occurred shortly into the start of the first PDSA cycle. The second PDSA cycle started in January 2019 with a multimodal approach and included almost all parties involved in the perioperative care of our surgical patients. Not only was this intervention responsible for a continued downward trend in the percentage of hypothermic patients, but it set the stage for the third and final PDSA cycle, which started in July 2019. The architecture was in place to integrate trainees and APPs to reinforce our initiative. Subsequently, the new median percentage of hypothermic patients was further decreased to an all-time low of 1.6% per month, satisfying and surpassing the goal of the QI project of decreasing the rate of hypothermia by only 50%. Our organization thereafter maintained a monthly hypothermia rate below 2%, except for April 2020, when it reached 2.5%. Our lowest median percentage was obtained after July 2020, reaching 1.3%.
To account for seasonal variations in temperatures and types of surgeries performed, we compared the percentage of hypothermic patients before and after the start of intervention, quarter by quarter. The decrease in the proportion of hypothermic patients after the start of intervention was statistically significant (P < .001). In addition, the data failed to prove any statistical difference for temperatures above 38 °C between the 2 periods, indicating that our interventions did not result in significant overwarming of patients. The clinical implications of decreasing the percentage of hypothermic patients from 6.9% to 1.3% is likely clinically important when considering the large number of patients who undergo surgery at large tertiary care pediatric centers. Even if simple interventions reduce hypothermia in only a handful of patients, routine applications of simple measures to keep patients normothermic is likely best clinical practice.
Anesthesiologists who participated in the hypothermia QI project by tracking the incidence of hypothermia in their patients were able to collect MOCA Part 4 credits in July 2019. There was no requirement for the individual anesthesiologist to reduce the rate of hypothermia or apply any of the encouraged strategies to obtain credit. As previously stated, there were also no rewards for obtaining low hypothermia rates for the providers. The temperature data continued to be collected through April 2021, 21 months after the credits were distributed, to demonstrate a continued, meaningful change, at least in the short-term. While the MOCA Part 4 credits likely served as an initial motivating factor to encourage participation in the QI project, they certainly were not responsible for the sustained low hypothermia rate after July 2019. We showed that the low rate of hypothermia was successfully maintained, indicating that the change in providers’ behavior was independent of the external motivator of obtaining the credit hours. Mere participation in the project by reviewing one’s temperature data was all that was required to obtain the credit. The Organismic Integration Theory, a mini-theory within SDT, best explains this phenomenon by describing any motivated behavior on a continuum ranging from controlled to autonomous.22 Do people perform the task resentfully, on their own volition because they believe it is the correct action, or somewhere in between? We explain the sustained low rates of hypothermia after the MOCA credits were distributed due to a shift to the autonomous end of the continuum with the clinician’s active willingness to meet the challenges and apply intrinsically motivated behaviors to lower the rate of hypothermia. The internalization of external motivators is difficult to prove, but the evidence supports that the methods we used to motivate individuals were effective and have resulted in a significant downward trend in our hypothermia rate.