[SOLVED] Driving Change

The Shortage of Nurses and its Impact

The health care, in general, is facing a shortage of human resource and it is becoming a burden to both the patients and the organization itself. There is an increase in the demand for health care services in hospitals which in turn requires more health care | PLACE YOUR ORDER NOW AT writtask.com | care for the patients and also provide education but the organization under exploration has reported an inadequate supply of necessary personnel | PLACE YOUR ORDER NOW AT writtask.com | nurses in the facility has been as a result of either low salaries or a stressful working environment. Inadequate nurse recruitment has contributed to an increased risk of adverse patient outcomes, higher labor costs and a further decrease in the effectiveness of the care | PLACE YOUR ORDER NOW AT writtask.com | are forced to work for long hours in a stressful environment due | PLACE YOUR ORDER NOW AT writtask.com | injuries, medical errors as well as increased mortality rates.  The incapacity of nursing schools to increase enrollment of students is another factor that has led to the shortage of nurses. There is a need for change in order to improve the quality of care in the hospital. Teamwork becomes more difficult to attain and maintain due to this shortage (Rosseter, 2015).

Evidence-Based Interventions for the Shortage of Nurses

A range of interventions can be used to solve | PLACE YOUR ORDER NOW AT writtask.com | improving the recruitment process; giving incentives to enhance the retention of nurses; improving the deployment of the caregivers; and enhancing how the nurses are utilized | PLACE YOUR ORDER NOW AT writtask.com | the nurses should aim at reaching out to potential candidates. The hospital should ensure the nurses experience what they had promised them | PLACE YOUR ORDER NOW AT writtask.com | of the nurses should be done depending on the level of service required by the hospital. The departments with a high demand should be deployed with | PLACE YOUR ORDER NOW AT writtask.com | management may consider hiring retired nurses to avoid | PLACE YOUR ORDER NOW AT writtask.com | hospital should reduce non-deployable nurses in those deployable positions. In order to retain nurses for a longer period, the hospital may consider reducing overtime working and provide a | PLACE YOUR ORDER NOW AT writtask.com | may consider establishing a program to help in professional development both for the nurses and the interprofessional teams (Daw & Terhaar, 2017).

Barriers and Resistance to Change

Addressing the shortage of nurses is likely to face challenges (Monahan, 2015). These barriers may paralyze health care and hence | PLACE YOUR ORDER NOW AT writtask.com | of nurses that graduate each year is not sufficient to fully cover the required demand. Secondly, low salaries for the nurses is a huge obstacle to a successful implementation of the recommended patient-to-nurse | PLACE YOUR ORDER NOW AT writtask.com | to work in unsuitable hours and shifts at low pay which is quite demotivating. Thirdly, better opportunities in other hospitals attract nurses and therefore contributes to high labor | PLACE YOUR ORDER NOW AT writtask.com | management lacks the ability to develop and implement strategies required to help nurses in working environments. Additionally, some patients are hostile to the nurses which may contribute to high labor turnover (Salvucci & Lawless, 2016).

Strategies to Overcome the Barriers and Resistance to Change

First and foremost, the hospital management should monitor the nurses and provide a suitable working environment. Secondly, the government, in conjunction with the hospital leadership, should increase wages | PLACE YOUR ORDER NOW AT writtask.com | should be paid proportionally to the service they offer. Thirdly, more incentives for the nurses should be put in place to | PLACE YOUR ORDER NOW AT writtask.com | nurses for a longer period. Fourthly, the existing nursing schools should be funded in order to be able to offer education and accommodate a larger number of students. This will increase the number of graduates to counter | PLACE YOUR ORDER NOW AT writtask.com | should treat nurses with respect when they are being taken care of and this will in return bring positive outcomes (Steege, & Rainbow, 2017)

Implementation Plan for Evidence-Based Interventions

The hospital management and the government should work together to ensure the intervention are implemented. The facility requires a strategic plan which will guide them to achieve | PLACE YOUR ORDER NOW AT writtask.com | be monitored by the nursing management to ensure all the steps involved are genuine and | PLACE YOUR ORDER NOW AT writtask.com | should make sure that the working environment is conducive for the nurses to ensure that caregivers who have achieved the required | PLACE YOUR ORDER NOW AT writtask.com | can consider recruiting retired nurses to aid in managing the | PLACE YOUR ORDER NOW AT writtask.com | the recruitment process should be adequate in order to carry it out successfully. Other funds are required to motivate and reward nurses for putting on extra | PLACE YOUR ORDER NOW AT writtask.com | should be measured after the exercise to ensure the recruitment is successful.

The team that will help drive change comprises of the government health directors, hospital management, nurse managers and fellow nurses.

References

Daw, P., &Terhaar, M. (2017). Program evaluation of a nursing workforce intervention: The Maryland Nurse Support Program II. Nursing Economics, 35(1), 14.

Halter, M., Pelone, F., Boiko, O., Beighton, C., Harris, R., Gale, J., … & Drennan, V. (2017). Interventions to reduce adult nursing turnover: a systematic review of systematic reviews. The Open Nursing Journal, 11, 108.

Melnyk, B. M., Gallagher‐Ford, L., Thomas, B. K., Troseth, M., Wyngarden, K., &Szalacha, L. (2016). A study of chief nurse executives indicates low prioritization of evidence‐based practice and shortcomings in hospital performance metrics across the United States. Worldviews on Evidence‐Based Nursing, 13(1), 6-14.

Monahan, J. C. (2015). A student nurse experience of an intervention that addresses the perioperative nursing shortage. Journal of Perioperative Practice, 25(11), 230-234.

Rosseter, R. (2015). Nursing faculty shortage fact sheet. American Association of Colleges of Nursing.

Salvucci, C., & Lawless, C. A. (2016). NURSING FACULTY DIVERSITY: BARRIERS AND PERCEPTIONS ON RECRUITMENT, HIRING AND RETENTION. Journal of Cultural Diversity, 23(2).

Steege, L. M., & Rainbow, J. G. (2017). Fatigue in hospital nurses—‘Supernurse’culture is a barrier to addressing problems: A qualitative interview study. International Journal of Nursing Studies, 67, 20-28.