Assignment: Organizational Policies to Support Healthcare

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Assignment: Organizational Policies to Support Healthcare

Assignment: Organizational Policies to Support Healthcare

Discussion: Organizational Policies and Practices to Support Healthcare Issues

Quite often, nurse leaders are faced with ethical dilemmas, such as those associated with choices between competing needs and limited resources. Resources are finite, and competition for those resources occurs daily in all organizations.

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For example, the use of 12-hour shifts has been a strategy to retain nurses. However, evidence suggests that as nurses work more hours in a shift, they commit more errors. How do effective leaders find a balance between the needs of the organization and the needs of ensuring quality, effective, and safe patient care?

In this Discussion, you will reflect on a national healthcare issue and examine how competing needs may impact the development of polices to address that issue.

To Prepare:

· Review the Resources and think about the national healthcare issue/stressor you previously selected for study in Module 1.

· Reflect on the competing needs in healthcare delivery as they pertain to the national healthcare issue/stressor you previously examined.

Post an explanation of how competing needs, such as the needs of the workforce, resources, and patients, may impact the development of policy. Then, describe any specific competing needs that may impact the national healthcare issue/stressor you selected. What are the impacts, and how might policy address these competing needs? Be specific and provide examples.

Assignment: Developing Organizational Policies and Practices

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.

To Prepare:

· 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.

You must proofread your paper. But do not strictly rely on your computer’s spell-checker and grammar-checker; failure to do so indicates a lack of effort on your part and you can expect your grade to suffer accordingly. Papers with numerous misspelled words and grammatical mistakes will be penalized. Read over your paper – in silence and then aloud – before handing it in and make corrections as necessary. Often it is advantageous to have a friend proofread your paper for obvious errors. Handwritten corrections are preferable to uncorrected mistakes.
Use a standard 10 to 12 point (10 to 12 characters per inch) typeface. Smaller or compressed type and papers with small margins or single-spacing are hard to read. It is better to let your essay run over the recommended number of pages than to try to compress it into fewer pages.
Likewise, large type, large margins, large indentations, triple-spacing, increased leading (space between lines), increased kerning (space between letters), and any other such attempts at “padding” to increase the length of a paper are unacceptable, wasteful of trees, and will not fool your professor.
The paper must be neatly formatted, double-spaced with a one-inch margin on the top, bottom, and sides of each page. When submitting hard copy, be sure to use white paper and print out using dark ink. If it is hard to read your essay, it will also be hard to follow your argument

Ethical culture or ethical compromise-Management-Assignment - Docsity

Rubric Detail

Select Grid View or List View to change the rubric’s layout.

Name: NURS_6053_Module02_Week03_Discussion_Rubric
Grid View
List View
Excellent Good Fair Poor
Main Posting
45 (45%) – 50 (50%)
Answers all parts of the discussion question(s) expectations with reflective critical analysis and synthesis of knowledge gained from the course readings for the module and current credible sources.

Supported by at least three current, credible sources.

Written clearly and concisely with no grammatical or spelling errors and fully adheres to current APA manual writing rules and style.
40 (40%) – 44 (44%)
Responds to the discussion question(s) and is reflective with critical analysis and synthesis of knowledge gained from the course readings for the module.

At least 75% of post has exceptional depth and breadth.

Supported by at least three credible sources.

Written clearly and concisely with one or no grammatical or spelling errors and fully adheres to current APA manual writing rules and style.
35 (35%) – 39 (39%)
Responds to some of the discussion question(s).

One or two criteria are not addressed or are superficially addressed.

Is somewhat lacking reflection and critical analysis and synthesis.

Somewhat represents knowledge gained from the course readings for the module.

Post is cited with two credible sources.

Written somewhat concisely; may contain more than two spelling or grammatical errors.

Contains some APA formatting errors.
0 (0%) – 34 (34%)
Does not respond to the discussion question(s) adequately.

Lacks depth or superficially addresses criteria.

Lacks reflection and critical analysis and synthesis.

Does not represent knowledge gained from the course readings for the module.

Contains only one or no credible sources.

Not written clearly or concisely.

Contains more than two spelling or grammatical errors.

Does not adhere to current APA manual writing rules and style.
Main Post: Timeliness
10 (10%) – 10 (10%)
Posts main post by day 3.
0 (0%) – 0 (0%)
0 (0%) – 0 (0%)
0 (0%) – 0 (0%)
Does not post by day 3.
First Response
17 (17%) – 18 (18%)
Response exhibits synthesis, critical thinking, and application to practice settings.

Responds fully to questions posed by faculty.

Provides clear, concise opinions and ideas that are supported by at least two scholarly sources.

Demonstrates synthesis and understanding of learning objectives.

Communication is professional and respectful to colleagues.

Responses to faculty questions are fully answered, if posed.

Response is effectively written in standard, edited English.
15 (15%) – 16 (16%)
Response exhibits critical thinking and application to practice settings.

Communication is professional and respectful to colleagues.

Responses to faculty questions are answered, if posed.

Provides clear, concise opinions and ideas that are supported by two or more credible sources.

Response is effectively written in standard, edited English.
13 (13%) – 14 (14%)
Response is on topic and may have some depth.

Responses posted in the discussion may lack effective professional communication.

Responses to faculty questions are somewhat answered, if posed.

Response may lack clear, concise opinions and ideas, and a few or no credible sources are cited.
0 (0%) – 12 (12%)
Response may not be on topic and lacks depth.

Responses posted in the discussion lack effective professional communication.

Responses to faculty questions are missing.

No credible sources are cited.
Second Response
16 (16%) – 17 (17%)
Response exhibits synthesis, critical thinking, and application to practice settings.

Responds fully to questions posed by faculty.

Provides clear, concise opinions and ideas that are supported by at least two scholarly sources.

Demonstrates synthesis and understanding of learning objectives.

Communication is professional and respectful to colleagues.

Responses to faculty questions are fully answered, if posed.

Response is effectively written in standard, edited English.
14 (14%) – 15 (15%)
Response exhibits critical thinking and application to practice settings.

Communication is professional and respectful to colleagues.

Responses to faculty questions are answered, if posed.

Provides clear, concise opinions and ideas that are supported by two or more credible sources.

Response is effectively written in standard, edited English.
12 (12%) – 13 (13%)
Response is on topic and may have some depth.

Responses posted in the discussion may lack effective professional communication.

Responses to faculty questions are somewhat answered, if posed.

Response may lack clear, concise opinions and ideas, and a few or no credible sources are cited.
0 (0%) – 11 (11%)
Response may not be on topic and lacks depth.

Responses posted in the discussion lack effective professional communication.

Responses to faculty questions are missing.

No credible sources are cited.
Participation
5 (5%) – 5 (5%)
Meets requirements for participation by posting on three different days.
0 (0%) – 0 (0%)
0 (0%) – 0 (0%)
0 (0%) – 0 (0%)
Does not meet requirements for participation by posting on 3 different days.
Total Points: 100
Name: NURS_6053_Module02_Week03_Discussion_Rubric

RE: Discussion – Week 3 (Main Discussion Post)

While a flexible workforce would help with nursing shortages, changes would still need to be made to prevent burnout. Burnout is the result of emotional exhaustion, lack of personal accomplishment, and demoralization (McKechnie, 2016). Increased workloads and high turnover also contribute to burnout. While we need to address the nursing shortage, it is also a great platform to introduce nationalized standardized nursing ratios. High nursing ratios can be linked to increased nosocomial infections, patient length of stay, and patient mortality. A meta-analysis by Shekelle, 2013 found that having one extra nurse per patient day related to a 9% reduction in mortality rates in the intensive care unit and a 16% reduction in surgical patients.

References

McKechnie. ( 2016). Call for nurses: The multi-dimensional manifestation of nursing shortage on patient care. Journal of Healthcare Improvement and Patient Safety. Retrieved from file:///C:/Users/Sarah/Downloads/6295-Article%20Text-13837-1-10-20160504.pdf

Shekelle, P. (2013). Nurse-patient ratios as a patient safety strategy. Annals of Internal Medicine. Retrieved from https://www.acpjournals.org/doi/full/10.7326/0003-4819-158-5-201303051-00007

RE: Discussion – Week 3

Discussion Initial

Healthcare leaders have a huge responsibility of ensuring the safety of patients as well as employees and to ensure the organization is fiscally responsible and lucrative. This is difficult to manage when you have a workforce with a heavy workload. The staff may feel as though the goals of the organization outweigh the needs and goals of the staff. Unless the WHY is explained then there is no way to please the staff. Shortages in staffing is a huge factor in heavy workload. Nursing workload can have an impact of nurse’s anxiety, stress, burnout, and attrition (Ross, Rogers, & King, 2019). One way to combat this is to investigate and implement flexible workforces, which would increase efficiency of the organizations as well as employ and pay enough to meet the labor workload (Nancarrow, 2015). Flexibility can also help to ensure that patients have the proper access to care. Even though staffing may be an issue within an organization we still must meet our deliverables in terms of quality metrics and patient care. It is evident that understaffing and increased workload have been associated with undesirable patient outcomes but as a nursing leader one cannot make staff stay if they aren’t happy nor can they just hire any one off the street (Jansson et al., 2020). Increased healthcare needs of patients as well as an increased number of patients has caused the nursing shortage. Additionally, it is difficult to keep up with the demand of educating future nurses to keep up with the patient demand. Therefore, nursing leaders must investigate employing programs to promote the transition of nursing students into the workforce (Fischer, Walter, & Slade, 2020). This allows the nursing student to work on their skills while also build a passion for the profession under a nurse supervision and in a real-world arena. Which could eventually help with costs of new hire education and training because the candidates would be internal rather than external.

References

Fischer, M., Walter, L., & Slade, J. (2020). A helping hand to promote nursing. Nursing 202050(8), 67-69. doi-10.1097/01.nurse.0000684248.99237.a4

Jansson, M., Ohtonen, P., Syrjӓlӓ, H., & Ala-Kokko, T. (2020, June 02). The proportion of understaffing and increased nursing workload are associated with multiple organ failure: A cross-sectional study. Journal of Advanced Nursing, 76(8), 2113-2124. http://dx.doi.org.ezp.waldenulibrary.org/10.1111/jan.14410

Nancarrow S. A. (2015). Six principles to enhance health workforce flexibility. Human resources for health13, 9. https://doi.org/10.1186/1478-4491-13-9

Ross, C., Rogers, C., & King, C. (2019, February). Safety culture and an invisible nursing workload. Collegian, 26(1), 1-7. https://doi.org/10.1016/j.colegn.2018.02.002

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