Identify and describe at least two competing needs impacting your selected healthcare issue/stressor.
Competing needs arise within any organization as employees seek to meet their targets and leaders seek to meet company goals. As a leader, successful management of these goals requires establishing priorities and allocating resources accordingly.
Within a healthcare setting, the needs of the workforce, resources, and patients are often in conflict. Mandatory overtime, implementation of staffing ratios, use of unlicensed assisting personnel, and employer reductions of education benefits are examples of practices that might lead to conflicting needs in practice.
Leaders can contribute to both the problem and the solution through policies, action, and inaction. In this Assignment, you will further develop the white paper you began work on in Module 1 by addressing competing needs within your organization.
- Review the national healthcare issue/stressor you examined in your Assignment for Module 1, and review the analysis of the healthcare issue/stressor you selected.
- Identify and review two evidence-based scholarly resources that focus on proposed policies/practices to apply to your selected healthcare issue/stressor.
- Reflect on the feedback you received from your colleagues on your Discussion post regarding competing needs.
The Assignment (4-5 pages):
Developing Organizational Policies and Practices
Add a section to the paper you submitted in Module 1. The new section should address the following:
- Identify and describe at least two competing needs impacting your selected healthcare issue/stressor.
- Describe a relevant policy or practice in your organization that may influence your selected healthcare issue/stressor.
- Critique the policy for ethical considerations, and explain the policy’s strengths and challenges in promoting ethics.
- Recommend one or more policy or practice changes designed to balance the competing needs of resources, workers, and patients, while addressing any ethical shortcomings of the existing policies. Be specific and provide examples.
- Cite evidence that informs the healthcare issue/stressor and/or the policies, and provide two scholarly resources in support of your policy or practice recommendations.
Interprofessional Organizational and Systems Leadership
Description of competing needs that Impact the Selected Stressor
One of the competing needs that has contributed to the shortage of nurses is the shortage of educators. When nurse specialists are asked to choose between doing a PhD in nursing or a DND, very few of them prefer PhD, could lead them to become great researchers and educators in nursing (Chavez et al., 2019). The increase in specialists has left the field of educators being few, and this decreases the chances of nurses completing the basic nursing training. Other needs in healthcare that contribute to the shortage of nurses is the irregular client flows in facilities (Haddad & Toney-Butler, 2019). At one given point, a unit may have too many patients but then after some time, the number of members declines sharply, leaving the nurses idle. Lastly, unequal resources distribution in the workforce greatly contributes to the shortage of nurses.
Relevant Practices that Influence the Selected Issue
One of the policies that influence the shortage of nurses is the companies’ overtime policies. In many companies, there is an allowance for the workers to work besides their normal work hours. However, such practices result in increased burnout and the increase in overstaffing, as some health managers introduce forced overtime on their employees. A corrective policy on the shortage of nurses includes the advocacy of efficiency in training of nurses and other related health professionals. The American Nurses Association (ANA) together with the US Bureau of Labor Statistics seeks to add an additional 11 million nurses in order to avoid shortage (Haddad & Toney-Butler, 2019).
Critique of Policy for Ethical Considerations
Overtime policies in health facilities fail to address the need for workers to have reduced burnout during delivery, where the managers often introduce forced overtime. In such cases, the employees may not decline in the fear of job loss, but their rights to rest after work are infringed. Also, there is need for workers to have a maximum period in which they should work at overtime hours (McKechnie, 2016). For instance, it is not right for a nurse to work continuously for 24hrs, as this would render them unable to respond to the job demands that are given to them. A standard work period of 14hours and a maximum of 18 hours should be set in order to address the welfare of the patients completely.
Recommendation of Practice Changes to Balance Competing Resource Needs
One of the practice changes that I recommend in order to balance the competing needs for resources is the introduction of locums for health facilities. While it is necessary that organizations have permanent workers in the facilities, it is unavoidable to have bouts of work periods when the patient inflow in the facility exceeds the demand for workforce, and this should be addressed using smart means such as the introduction of locums (Salsbury & CDMS, 2019). Another practice change that should be implemented include the introduction of employee management practices. Implementation of maximum and minimum overtime hours in facilities should also be done in facilities so as to prevent possible burnout. Lastly, the nurses seeking to pursue higher degrees should be encouraged to become nurse educators through programs such as giving them incentives and subsidies in their study process.
Chavez, F., Kelly, T., Kunisch, J. R., & Kurth, A. (2019). Systems leadership doctor of nursing practice: global relevance. International nursing review, 66(4), 482-489.
Haddad, L. M., & Toney-Butler, T. J. (2019). Nursing shortage. In Stat Pearls [Internet]. Stat Pearls Publishing.
McKechnie, T. (2016). Call for nurses: The multi-dimensional manifestation of nursing shortage on patient care. QIHI Journal of Healthcare Improvement and Patient Safety, (2).
Salsbury, S. L., & CDMS, C. (2019). Safe Patient Handling and Falls Prevention: Reducing Risk through Evidence-Based Interventions.