Feb 23, 2024 Assignment: Analysis of a Pertinent Healthcare Issues
Assignment: Analysis of a Pertinent Healthcare Issues Assignment Analysis of a Pertinent Healthcare Issues Nurses work in complex healthcare environments with a high workload and an increasing demand for timely, quality care. In such environments, nurses are vulnerable to mental, physical, and emotional exhaustion, which can hamper their ability to offer competent care (Garcia et al., 2019). As a result, organizational leaders are mandated to design and implement practical and sustainable interventions. Such intervention should be problem-centered to achieve the desired outcomes. Nursing burnout is a prevalent healthcare issue in the current setting. The purpose of this paper is to describe its impacts and evaluate evidence-based strategies that leaders can apply to address the problem. Nursing Burnout: Description and Impact on the Organization Nursing burnout is among the most studied healthcare problems. Sun et al. (2022) described nursing burnout as a widespread concern in healthcare settings characterized by exhaustion, low motivation, and a significant reduction in work efficacy. Its leading cause is a nursing shortage since nurses cannot cope with the high workload resulting from a high nurse-patient ratio. Similar and other outcomes are experienced in the current workplace among nurses with burnout. Common signs include constant anxiety, medical errors, lack of job satisfaction, and failure to participate in social activities. Understanding the causes, manifestations, and implications of nurse burnout on patient care is the foundation of effective response. From a patient care dimension, nurse burnout poses a significant risk to patient safety and care Struggling to Meet Your Deadline? Get your assignment on Assignment: Analysis of a Pertinent Healthcare Issues done on time by medical experts. Don’t wait – ORDER NOW! Meet my deadline Assignment Analysis of a Pertinent Healthcare Issues quality. As Garcia et al. (2019) suggested, nurse burnout increases nurses’ vulnerability to medical errors, further exposing them to second victim syndrome. The case is the same in the current workplace since approximately 15% of medical errors are linked to nursing burnout. The other detrimental effect of nurse burnout is nurse turnover. According to Kelly et al. (2021), low motivation, fatigue, and workplace stress force many nurses to leave their current job. The current organization is not immune to such impacts since about 10% of nurse turnover cases stem from nurse burnout. Since these outcomes have severe cost implications due to the constant need for staff replacement, organizational leaders must develop sustainable nurse retention mechanisms. Brief Summary of the Articles Addressing Nurse Burnout The first article relevant to this topic explores the link between nurse burnout and resilience among nurses in two selected hospitals. According to Jamebozorgi et al. (2021), highly resilient nurses are better positioned to cope with work-related psychological problems such as burnout. As a result, they can concentrate on their roles and achieve excellence. The second article explores the association between work engagement and nurse burnout. In this study conducted at a fever and chest hospital, Mohamed et al. (2022) define work engagement as commitment, vitality, and absorption characterized by passion and motivation for work. Since work engagement enhances job satisfaction, promoting it among nurses can help to avert the damaging effects of burnout. The intervention is primarily a psychological intervention that helps nurses to perceive their job positively despite the pressure stemming from a nursing shortage and other causes of nurse burnout. From these studies, it can be deduced that other organizations implement nurse retention programs and empower them to cope with nursing burnout. The interventions are also specific to the organizational needs since they vary across organizations. Strategies Used to Address Nursing Burnout and their Potential Impacts Healthcare facilities need resilient nurses to cope with nurse burnout. To enhance resilience, organizations should implement resilience training programs. Nurses can improve their resilience by practicing mindfulness breathing, meditation, and self-care (Jamebozorgi et al., 2021). Continuous practice of such interventions helps nurses to reduce depression, workplace stress, and anxiety associated with nurse burnout. Positive work engagement is achieved by implementing strategies to improve job satisfaction (Mohamed et al., 2022). Such strategies include leadership support, opportunities for growth and development, and employee motivation. Implementing these strategies in the current organization would have diverse impacts. Broadly, resilience building and work engagement promote employee retention by preventing nurse burnout (Mohamed et al., 2022; Jamebozorgi et al., 2021). As a result, they are sustainable strategies for preventing nurse turnover. However, their success requires substantial financial investment. For instance, effective resilience training programs would require external trainers. Work engagement strategies such as growth and development would require continuous employee training. Employee motivation through rewards and incentives is also costly. Conclusion Healthcare organizations encounter many issues that hamper patient safety and care quality. Nurse burnout is prevalent in the current workplace and has been widely studied in the current and past literature. Consequently, there is sufficient research on how organizations address nurse burnout. As discussed in this paper, implementing resilience programs and promoting work engagement are associated with positive effects as far as nurse burnout reduction is concerned. As a result, organizational leaders should consider such interventions to avert the damaging effects of nurse burnout. References Garcia, C. D. L., Abreu, L. C. D., Ramos, J. L. S., Castro, C. F. D. D., Smiderle, F. R. N., Santos, J. A. D., & Bezerra, I. M. P. (2019). Influence of burnout on patient safety: Systematic review and meta-analysis. Medicina, 55(9), 553. https://doi.org/10.3390%2Fmedicina55090553 Jamebozorgi, M. H., Karamoozian, A., Bardsiri, T. I., & Sheikhbardsiri, H. (2021). Nurses burnout, resilience, and its association with socio-demographic factors during COVID-19 pandemic. Frontiers in Psychiatry, 12. https://doi.org/10.3389/fpsyt.2021.803506 Kelly, L. A., Gee, P. M., & Butler, R. J. (2021). Impact of nurse burnout on organizational and position turnover. Nursing Outlook, 69(1), 96–102. https://doi.org/10.1016/j.outlook.2020.06.008 Mohamed, S. A., Hendy, A., Ezzat Mahmoud, O., & Mohamed Mohamed, S. (2022). Mattering perception, work engagement and its relation to burnout amongst nurses during coronavirus outbreak. Nursing Open, 9(1), 377-384. https://doi.org/10.1002/nop2.1075 Sun, B., Fu, L., Yan, C., Wang, Y., & Fan, L. (2022). Quality of work life and work engagement among nurses with standardised training: the mediating role of burnout and career identity. Nurse Education in Practice, 58, 103276. https://doi.org/10.1016/j.nepr.2021.103276 Healthcare organizations and nurses face increased number of complex issues that must be addressed to enhance care delivery and meet patient needs. These issues range from nursing shortage, rising cost of care, changes in government policies and emerging infectious diseases leading declaration of pandemics like the COVID-19 pandemic. The shortage of nurses in healthcare facilities and the entire health system is a serious health issue that requires interventions at organizational and government level, both state and federal governments (Haddad et al., 2022). The purpose of this paper is to discuss nurse staffing shortage as a pertinent health issue and offer strategies at organizational levels to address it. Nurse Staffing Shortage and Impact on the Organization The American Nurses Association (ANA) asserts that more registered nurse jobs would be available through 2026 than any other profession. The Bureau of Labor Statistics also projects that over 275,000 more nurses will be required within the health care sector to meet the rising needs till 2030 (Haddad et al., 2022). The implication is that nurse staffing shortage is a serious issue that affects nurses and healthcare organizations in different care settings, from inpatient facilities to nursing homes and long-term care facilities. Further, Blouin and Podjasek (2019) assert that the rising demand for care emanates from healthcare reforms that include the positive effects of increased government-sponsored health insurance coverage through the Affordable Care Act 2010 and innovative care models like the value-based purchase (EBP) by the Centers for Medicare and Medicaid Services (CMS). While investment in healthcare has increased, the staffing levels have not increased to meet the need. Furthermore, an aging population is also rising with many qualifying for both Medicare and Medicaid benefits. In my organization, the available data shows that the rise in patient numbers has led to increased stress levels among nurses. The facility has considered using floating nurses in more than one unit. However, the intervention is not sustainable as these nurses are only there for a short while before they leave. Data also shows that while there have been no major patient safety events reported like serious medication errors, this situation is still precarious and requires better interventions. The data also show a number of missing nursing care which can have overall negative effects on patients and their overall outcomes. Summary of Reviewed Articles on Nurse Staffing Shortage Studies show evidence of the prevalence of nurse staffing shortage and its effects on patient care. In their study, Griffiths et al. (2018) explore the association between nurse staffing and adverse patient outcomes, especially mortality in inpatient facilities. The study indicates that nurses missed care and this leads to poor patient outcomes. The study is emphatic that having sufficient nurse levels is key to improving overall staff motivation and morale as well as reducing the nurse turnover rates. Again, a study by Zhang et al. (2018) exposes the level of nursing shortage as well as its forecast and the associated negative effects. The authors forecast the South and the West regions of the country to have the most intense shortage leading to 2030. The study observes that nursing shortage will have significant effects on the nursing workforce, especially registered nurses who are considered the frontline care providers. These effects include increased burnout and stress as highlighted by Shah et al. (2021), high nurse turnover rates, and poor patient safety and quality outcomes. Wrong medication administration, missed care and compromised patient quality levels are also other outcomes of nurse staffing shortage. Nurse Shortage Approach by Other Organizations Existing evidence suggests that organizations are deploying innovative ways to address the nurse staffing shortage. These entities are leveraging technology to improve access to care and reduce possible burnout arising from increased demands. The use of informatics and electronic medical records (EMRs) as well as the deployment of telemedicine and telehealth are considered as effective ways of removing nurses from direct care areas (Haddad et al., 2022). Secondly, organizations are also striving to have better retention rates for their different cadres of nurses while they leverage innovative approaches like better scheduling and shifts for nurses. Strategies to Address the Organizational Impact of Nursing Staff Shortage Addressing the issue of turnover through effective and good leadership enhances retention levels and help organizations deal with nurse staffing shortage. According to Zhang et al. (2018), continuing education and leadership development are significant incentives for organizations and the healthcare sector to retain nurses and encourage others to join nursing schools. Having residency programs can help the organization deal with the nursing shortage as they will have a training initiative that helps them get nurses who are familiar and comfortable with the hospital and its culture. Griffiths et al. (2018) opine that organizational incentives and partnering with nursing schools can help providers deal with nurse staffing shortage. More fundamentally, organizations must motivate their staff and ensure that they can develop innovative ways to retain them by offering an organizational culture which values their efforts and recognizes them through rewards and other incentives. These strategies may impact our organization positively in different ways. These include increased motivation and retention rates, quality patient outcomes for patients and better safety levels. The organization will also enhance its ability to get reimbursement from CMS (Auerbach et al., 2018) However, these strategies require the facility to allocate more resources for staff development and incentives. The organization may have to seek additional sources of revenue to meet the costs associated with implementing the interventions. However, the positive aspects are more than the negative outcomes for the organization. For instance, the number of medication errors will reduce and nurses may be willing to report such errors because they won’t be afraid of victimization and reprimand from nurse leaders and managers. Conclusion Nurse staffing shortage is a serious national health care stressor that affects not just organizations but the entire healthcare system. The issue raises serious concerns because of its negative effects on patient care and quality services as well as outcomes. Organizations must find evidence-based practice strategies to tackle the issue and improve the quality of care as proposed in this paper. References Auerbach, D. I., Buerhaus, P. I., & Staiger, D. O. (2018). Better late than never: Workforce supply implications of later entry into nursing. Health Affairs, 26(1), 178-185. DOI: 10.1177/1062860617738328. Blouin, A. S., & Podjasek, K. (2019). The continuing saga of nurse staffing: Historical and emerging challenges. JONA: The Journal of Nursing Administration, 49(4), 221-227. DOI: 10.1097/NNA.0000000000000741. Griffiths, P., Ball, J., Bloor, K., Böhning, D., Briggs, J., Dall’Ora, C., … & Smith, G. (2018). Nurse staffing levels, missed vital signs and mortality in hospitals: Retrospective longitudinal observational study. Health Services and Delivery Research, 6(38). DOI: 10.1111/jan.13564. Haddad, L. M., Annamaraju, P. & Toney-Butler, T. J. (2022). Nursing shortage. StatPearls [Internet]. Shah, M. K., Gandrakota, N., Cimiotti, J. P., Ghose, N., Moore, M., & Ali, M. K. (2021). Prevalence of and factors associated with nurse burnout in the US. JAMA network open, 4(2), e2036469-e2036469. DOI: 10.1001/jamanetworkopen.2020.36469 Zhang, X., Tai, D., Pforsich, H., & Lin, V. W. (2018). United States registered nurse workforce report card and shortage forecast: A revisit. American Journal of Medical Quality, 33(3), 229-236. DOI: 10.1177/1062860617738328. Assignment: Analysis of a Pertinent Healthcare Issue The Quadruple Aim provides broad categories of goals to pursue to maintain and improve healthcare. Within each goal are many issues that, if addressed successfully, may have a positive impact on outcomes. For example, healthcare leaders are being tasked to shift from an emphasis on disease management often provided in an acute care setting to health promotion and disease prevention delivered in primary care settings. Efforts in this area can have significant positive impacts by reducing the need for primary healthcare and by reducing the stress on the healthcare system. ORDER NOW FOR AN ORIGINAL PAPER ASSIGNMENT: Assignment: Analysis of a Pertinent Healthcare IssueS Changes in the industry only serve to stress what has always been true; namely, that the healthcare field has always faced significant challenges, and that goals to improve healthcare will always involve multiple stakeholders. This should not seem surprising given the circumstances. Indeed, when a growing population needs care, there are factors involved such as the demands of providing that care and the rising costs associated with healthcare. Generally, it is not surprising that the field of healthcare is an industry facing multifaceted issues that evolve over time. In this module’s Discussion, you reviewed some healthcare issues/stressors and selected one for further review. For this Assignment, you will consider in more detail the healthcare issue/stressor you selected. You will also review research that addresses the issue/stressor and write a white paper to your organization’s leadership that addresses the issue/stressor you selected. To Prepare: Review the national healthcare issues/stressors presented in the Resources and reflect on the national healthcare issue/stressor you selected for study. Reflect on the feedback you received from your colleagues on your Discussion post for the national healthcare issue/stressor you selected. Identify and review two additional scholarly resources (not included in the Resources for this module) that focus on change strategies implemented by healthcare organizations to address your selected national healthcare issue/stressor. The Assignment (3-4 Pages): Analysis of a Pertinent Healthcare Issue Develop a 3- to 4-page paper, written to your organization’s leadership team, addressing your selected national healthcare issue/stressor and how it is impacting your work setting. Be sure to address the following: Describe the national healthcare issue/stressor you selected and its impact on your organization. Use organizational data to quantify the impact (if necessary, seek assistance from leadership or appropriate stakeholders in your organization). Provide a brief summary of the two articles you reviewed from outside resources on the national healthcare issue/stressor. Explain how the healthcare issue/stressor is being addressed in other organizations. Summarize the strategies used to address the organizational impact of national healthcare issues/stressors presented in the scholarly resources you selected. Explain how they may impact your organization both positively and negatively. Be specific and provide examples. Looking Ahead The paper you develop in Module 1 will be revisited and revised in Module 2. Review the Assignment instructions for Module 2 to prepare for your revised paper. By Day 7 of Week 2 Submit your paper. Submission and Grading Information To submit your completed Assignment for review and grading, do the following: Please save your Assignment using the naming convention “WK2Assgn+last name+first initial.(extension)” as the name. Click the Week 2 Assignment Rubric to review the Grading Criteria for the Assignment. Click the Week 2 Assignment link. You will also be able to “View Rubric” for grading criteria from this area. Next, from the Attach File area, click on the Browse My Computer button. Find the document you saved as “WK2Assgn+last name+first initial.(extension)” and click Open. If applicable: From the Plagiarism Tools area, click the checkbox for I agree to submit my paper(s) to the Global Reference Database. Click on the Submit button to complete your submission. Grading Criteria To access your rubric: Week 2 Assignment Rubric Check Your Assignment Draft for Authenticity To check your Assignment draft for authenticity: Submit your Week 2 Assignment draft and review the originality report. Submit Your Assignment by Day 7 of Week 2 To submit your Assignment: Week 2 Assignment Learning Resources Note: To access this week’s required library resources, please click on the link to the Course Readings List, found in the Course Materials section of your Syllabus. Required Readings Marshall, E., & Broome, M. (2017). Transformational leadership in nursing: From expert clinician to influential leader (2nd ed.). New York, NY: Springer. Chapter 2, “Understanding Contexts for Transformational Leadership: Complexity, Change, and Strategic Planning” (pp. 37–62) Chapter 3, “Current Challenges in Complex Health Care Organizations: The Triple Aim” (pp. 63–86) Read any TWO of the following (plus TWO additional readings on your selected issue): Auerbach, D. I., Staiger, D. O., & Buerhaus, P. I. (2018). Growing ranks of advanced practice clinicians—Implications for the physician workforce. New England Journal of Medicine, 378(25), 2358–2360. doi:10.1056/NEJMp1801869 Note: You will access this article from the Walden Library databases. Gerardi, T., Farmer, P., & Hoffman, B. (2018). Moving closer to the 2020 BSN-prepared workforce goal. American Journal of Nursing, 118(2), 43–45. doi:10.1097/01.NAJ.0000530244.15217.aa Note: You will access this article from the Walden Library databases. Jacobs, B., McGovern, J., Heinmiller, J., & Drenkard, K. (2018). Engaging employees in well- being: Moving from the Triple Aim to the Quadruple Aim. Nursing Administration Quarterly, 42(3), 231–245. doi:10.1097/NAQ.0000000000000303 Note: You will access this article from the Walden Library databases. Norful, A. A., de Jacq, K., Carlino, R., & Poghosyan, L. (2018). Nurse practitioner–physician comanagement: A theoretical model to alleviate primary care strain. Annals of Family Medicine, 16(3), 250–256. doi:10.1370/afm.2230 Note: You will access this article from the Walden Library databases. Palumbo, M., Rambur, B., & Hart, V. (2017). Is health care payment reform impacting nurses' work settings, roles, and education preparation? Journal of Professional Nursing, 33(6), 400–404. doi:10.1016/j.profnurs.2016.11.005 Note: You will access this article from the Walden Library databases. Park, B., Gold, S. B., Bazemore, A., & Liaw, W. (2018). How evolving United States payment models influence primary care and its impact on the Quadruple Aim. Journal of the American Board of Family Medicine, 31(4), 588–604. doi:10.3122/jabfm.2018.04.170388 Note: You will access this article from the Walden Library databases. Pittman, P., & Scully-Russ, E. (2016). Workforce planning and development in times of delivery system transformation. Human Resources for Health, 14(56), 1–15. doi:10.1186/s12960-016- 0154-3. Retrieved from https://human-resources-health.biomedcentral.com/track/pdf/10.1186/s12960-016-0154-3 Poghosyan, L., Norful, A., & Laugesen, M. (2018). Removing restrictions on nurse practitioners' scope of practice in New York state: Physicians' and nurse practitioners' perspectives. Journal of the American Association of Nurse Practitioners, 30(6), 354–360. doi:10.1097/JXX.0000000000000040 Note: You will access this article from the Walden Library databases. Ricketts, T., & Fraher, E. (2013). Reconfiguring health workforce policy so that education, training, and actual delivery of care are closely connected. Health Affairs, 32(11), 1874–1880. doi:10.1377/hlthaff.2013.0531 Note: You will access this article from the Walden Library databases. Required Media Laureate Education (Producer). (2015). Leading in Healthcare Organizations of the Future [Video file]. Baltimore, MD: Author. RE: Discussion – Week 1 Collapse Week One- Initial discussion board Today, the demands of healthcare have organizations developing new trends to reach the desired Quadruple Aim goal. Health care organizations around the world are experiencing shortages of staffing and other related staffing concerns (Geraldi, Farmer, & Hoffman ,2018). Nurse managers have creatively designed staffing guidelines for their unit. These guidelines are designed to control the nurse to patient ratio and to manage the workload without jeopardizing patient care. Staffing has become a daily stressor for nursing professionals. When a unit is properly staffed there is multiple benefits including: reduce mortality rates, reduced length of patient stays, and a reduction of preventable events, such as falls, medication errors and infections (ANA, n.d.) Impact of Burnout Safe unit staffing provides nurses the ability to provide patient centered care and the patients feel as if the are receiving excellent care. Staffing changes occur when the census of the unit changes and the nursing requirements have either increased or decreased. When the unit needs increase and the staffing does not each employee working will feel the stress and the care of a patient may suffer. When the need of the unit decrease staffing are sent home, transferred to another unit to work, or simply called off and must use their paid time off (PTO) to cover the daily pay. This promotes unpleasant nursing attitudes and the morale of the unit declines. Emplo
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