Final Project Milestone Three: Implementation

Final Project Milestone Three: Implementation

Please do Milestone 3 and refer to milestone 3 but you must address the feedback given in milestone 2 atttached below before answering milestone 3.

Please address Milestone two’s feedback and include these changes when working on your Milestone 3 assignment.  Milestone 2 paper is attached below and the feedback for milestone 2 is also attached below.

For additional details, please refer to the MILESTONE THREE (3) GUIDELINES & RUBRIC for instructions

Running head: RESEARCH & SUPPORT 1

Research and support 2

Nursing Shortage and the Need for More Nurses

Research and Support

Proposal Care Support

Nurses are a very critical part of a health care facility. Nursing shortage is not just a problem experienced in the United States but globally. The shortage is as a result of high turnover, unavailability of potential educators and unfair distribution of the workforce. Healthcare organizations are therefore competing to acquire the scarce nurses in order to improve their delivery of quality care. According to the US Bureau of Labor Statistics, more than 1.1 million additional nurses are required to address the shortage problem (Haddad, 2019). For an organization to effectively compete for the scarce nurses, acquire top talent and reduce employee turnover, it must offer an enticing compensation and benefits package. Organizations that offer great wages and benefits easily attract applicant and maintain the nurses they already have. My proposal to offer a better compensation and benefits package would therefore lead to an increase of the pool of applicants and retain the existing nurses thus addressing the nursing shortage problem that the organization is experiencing. This would ultimately lead to greater quality care.

Value Based Support

Value based reimbursement is a model that pays attention on quality not quantity. The main aim of value based reimbursement to reduce the significantly rising healthcare costs. While at first glance, increasing the wages and benefits of nurses might seem like an expensive affair, the organization will cut down on its costs after a while. This is because with enough nurses in the organization, patients will be effectively cared for therefore reducing cases of readmission and infections such as the Central line-associated bloodstream infections. Offering a greater compensation and benefits package will lead to an increase in the number of nurses therefore leading to shorter patient stays and decreased hospital bills. According to the American Nurses Association, optimal nurse staffing is entirely necessary in order to achieve the objectives of value-based care (Alghamdi, 2016).

Data Evidence

They’re very high rates of readmission in Mary Manning Walsh home and this was the first indicator that there might be a nursing shortage because patients are not receiving quality care. In addition, coordination of activities within the facility is very low. For instance, a patient who is about to get admitted takes hours before being assigned to a ward and a bed. This is because it is only two nurses handling the high number of patients admitted each and every day. While talking to patients in the organization, it was very evident that they are dissatisfied. This is due to the fact that nurses are not spending enough time with a single patient because of the high number of patients who require care.

Strategies

Developing a new compensation and benefits package for an organization is not just a walk in the park and various factors must be considered. In this case, Mary Manning Walsh home’s management needs to first analyze the current wages and benefits that organizations within New York are offering to their nurses. Through this, the organization will be able to determine to what level it should increase its wages and benefits to be competitive with those of other organizations. The organization also needs to analyze the professional and personal needs of nurses in order to determine the benefits it should offer. Finally, the organization should engage nurses’ leaders while developing the package in order to ensure that nurses have a seat at the table in the decision making process. Through this, nurses will have a chance to communicate the professional and personal needs which are very important while developing the package.

Strategy Defense

The recommended strategies are generally aimed at developing a competitive compensation and benefits package. The final package should be able to attract top talent and retain the current nurses. For an organization to determine the wages and salaries it should offer employees, it is always important to evaluate other organizations in the region and engage employees. Engaging nurses in the process is the most effective way for the organization to ensure the final package meets their personal and professional needs. Meeting the professional and personal needs of nurses will improve their employee morale and boost their productivity therefore they will offer greater quality care.

Change Theory

The Lewin’s change theory informed my proposed initiative and could be very helpful with implementation. The theory is based on both driving and resistant forces. In this case, the driving force is nursing shortage and the resistant forces are fear of indicating the dissatisfaction that nurses have to the management, fear that greater benefits and wages will be accompanied by more work and fear of the organization to increase its operating cost. The unfreezing, moving and refreezing stages can be utilized in implementing the initiative (Cummings, 2016).

Change Assessment

The Lewin’s change theory is very applicable to the intended initiative and the entire organization. In the unfreeze stage, the organization will determine the need for change and why the current compensation and benefits package for the nurses is not competitive. In the moving stage, the organization will determine the adjustments that are required to make the package competitive. In the refreezing stage, the organization will now utilize the new package to attract more nurses, reduce turnover, improve morale and productivity.

References

Alghamdi, M. G. (2016). Nursing workload: a concept analysis. Journal of nursing management, 24(4), 449-457.

Cummings, S., Bridgman, T., & Brown, K. G. (2016). Unfreezing change as three steps: Rethinking Kurt Lewin’s legacy for change management. Human relations, 69(1), 33-60.

Haddad, L. M., & Toney-Butler, T. J. (2019). Nursing shortage. In StatPearls [Internet]. StatPearls Publishing.

Feedback for 4 Milestone Two: Research and Support

Please address Milestone two’s feedback and include these changes when working on your Milestone 3 assignment.

1)Proposal Care Support

The data you cite in this section supports that there is a nursing shortage. However, I would have liked to see you add more insight into what research shows on the impact this shortage has on patient safety and quality care. What does the research say about the nursing shortage and its connection with quality care, thus leading you to believe a change was necessary?

2) Value-Based Support

While you discussed financial impacts of your proposal, you did not touch on value based reimbursement. How does short staffing effect patient care and then ultimately reimbursement rates received by your institution?Top of Form

Bottom of Form

3) Data Evidence

You listed an example of a quality indicator that MAY be effected by the nrusing shortage. However, you need to include data that the nursing shortage itself is an issue. How many nurses is your facility short? What is the nurse to patient ratio? How many openings are there? etc.

4) Strategies

While you gave great examples of strategies that could be used to help improve the nursing shortage, are there any interprofessional strategies currently in use that would also be helpful?

5) Strategy Defense

So what nursing indicators will be affected with the implementation of your proposal? See http://ojin.nursingworld.org/MainMenuCategories/ANAMarketplace/ANAPeriodicals/OJIN/TableofContents/Volume122007/No3Sept07/NursingQualityIndicators.html for a list of the Nursing Sensitive Indicators Additionally, while you wrote your own professional insight, I would have liked to see you utilize research to add support to these views and ideas.

6) Articulation of Response

Submission has errors related to citations, grammar, spelling, or syntax

Workplace Environment Assessment