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The document discusses Ashford General Hospital's proposal to address its nurse staffing shortage problem. It outlines several short-term and long-term strategies. Short-term strategies include utilizing temporary traveling nurses, offering financial benefits like salary increases and bonuses. Long-term strategies focus on nurse education by funding nursing students' education in return for commitments, and improving the work environment through role changes, technology adoption, and unit redesigns. The conclusion emphasizes that while pay increases are important, investing in education and working conditions are key to recruiting and retaining nurses long-term.
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Essay On Nursing Leadership Competency
This document discusses effective approaches to leadership and management in nursing. It notes that nurses have two key roles: as care providers and care coordinators. As care coordinators, nurses take on management responsibilities that involve organizing complex care using thinking skills. The document will explore transformational leadership as an effective style that can motivate staff and improve outcomes. It emphasizes the importance of leaders adapting their style to the situation.
2Planned Improvement in the Observation UnitPlan.docx
2
Planned Improvement in the Observation Unit
Planned Change in the Intensive Care Unit
As humans, we are always looking to improve on what we have, innovations are created by trying new ideas. Problems are solved with changes that are implemented from the current system. Implementation of the change needs to be thoroughly monitored for the smooth transition from the established practice. There are various steps to be followed to execute a change in the established practice. Formulation of the idea, evaluation of the formed idea, through planning, implementation of the planned idea, reviewing the response of the new proactive and validation of the new practice. The purpose of this paper is to point out a growing problem in the unit I am employed in and to suggest a change for the better of the unit which is realistic in nature.
Problem
I work in the Emergency Room, specifically the Observation unit, the patient turnover is extremely high, in turn the stress levels can also be extremely high. Staffing shortage has become a growing problem in our unit thus leading to excess work and decreased quality of care in the unit. Staffing shortage is also taking a toll in the managerial level because the managers are now being forced to hire travel nurses to fill the vacant spots temporarily and this is leading to excess cost for the unit and organization(Bisk,2016). Nursing shortage is created because an increased number of nurses are leaving because of dissatisfaction about the increased workload, and the patient ratio(Marquis,2015). The staff will be asked to float to other floors on a regular basis due to the increased turn over on the unit. It is important for the organization to take steps to try to retain their staff nurses to improve patient satisfaction and employee satisfaction(Marquis,2015).
Realistic Change
A viable innovation or change that will improve satisfaction of nursing staff in the organization would be to allow the nurses to stay in their units and not have to float to other units so much. Scheduling or enough staff during the shift is also an important aspect that will improve patient safety and nurse satisfaction in the unit(Bisk,2016). Implementation of a float pool system will be a good idea to decrease the floating required for the full-time staff nurse. Floating the staff from an observation unit to an IMU unit (Intermediate Care) can lead to unsafe working situations for the nurse and the patient because of lack of experience with the acuity of the patient condition. A feasible solution to this problem is training new nurses on the frequently needy floor so that they will be well equipped to float to a unit that is short of staff, and provide them with incentives to float so that the nurse satisfaction will be on the rise. These incentives will be a good investment for the organization as it will help them retain the staff in the long run reducing costs of hiring temporary staff like travel nurses.
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recruitment.pdf
The document discusses challenges related to employee recruitment and retention in the healthcare industry. It notes issues such as a shortage of primary care physicians, high staff turnover, and difficulties retaining employees. It recommends developing a training program to address these challenges by focusing on organization details, recruitment and retention strategies, stakeholder impacts, and suggested solutions to improve quality of care, access, and costs.
MOBILIZATION PLANLearner’s NameCapella Univers.docx
MOBILIZATION
PLAN
Learner’s Name
Capella University
ORGANIZATIONAL AND SYSTEMS MANAGEMENT
FOR QUALITY OUTCOMES
May, 2017
Copyright © 2017 Capella University. Copy and distribution of this document is prohibited.
1
International Medical Mission for Nursing Professionals
Mobilization plan for the international medical mission.
Plan will consider the following aspects:
Understanding the impact of mobilization on staffing patterns and nursing at a health care organization.
Determining organizational structure and distribution of power in the mission team using case studies.
Examining potential multicultural and power issues the team may encounter during the medical mission to Africa.
Copyright © 2017 Capella University. Copy and distribution of this document is prohibited.
Mobilization of international missions are complex undertakings that require (a) meticulous planning of resources: human, fiscal, and material resources; (b) careful structuring of team member roles and authority; and (c) empowering the team to complete missions goals. The social structures, health care regulations and infrastructure, and needs of the host country also factor in the mobilization plan (Hawkins, 2013). Team members have to be prepared for the individual, professional, and organizational factors of moving temporarily to a new country.
The scenario:
A medical center has committed 20 nursing professionals (NPs) to a four-month-long multinational health mission in Liberia, West Africa, to treat patients affected by a highly contagious virus in a ‘hot zone.’ The team will also include administrative staff and physicians who will work with the NPs to achieve common goals. NPs are the primary care givers in any health setting. They are the ones assisting physicians, administering treatment and monitoring patient status in the clinical setting. Therefore, the majority of the staff on the medical mission will be NPs.
This presentation will detail plans for the mobilization of interprofessional health care workers to Africa. It will focus on the following points:
Identifying major stakeholders in the health care organization who will be affected by the mobilization plan.
Determining the impact of mobilization on staffing patterns and nursing at the organization.
Describing the organizational structure of the international medical mission and how power will be distributed among the team members.
Assessing team member empowerment derived from organizational structure.
Identifying key actions that should be taken by team members to ensure that patients receive quality and safe care. The key actions should also ensure the safety of team members during fieldwork.
Evaluating potential multicultural and diversity issues team members may encounter in the host country.
Evaluating potential power conflicts that may arise when dealing with a multinational contingent.
2
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Major stakeholders affected by the mobili.
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This document proposes implementing hourly rounding at a hospital to improve patient safety and satisfaction. A task force would be established to use research evidence to propose, implement, and evaluate the change. The Johns Hopkins Nursing Evidence-Based Practice model would be used as a guideline, consisting of three phases - identifying the issue, searching for evidence, and translating evidence into practice. Implementing hourly rounding would help meet patients' needs, reduce call lights and falls, and improve HCAHPS scores.
Running head IDENTIFYING A CHANGE PROJECT 1 .docx
Running head: IDENTIFYING A CHANGE PROJECT 1
IDENTIFYING A CHANGE PROJECT 4
Identifying a Change Project
Name
Institution
What is the difference between leadership activities and management activities:
Leadership can be described as the conduct of a person when guiding the activities of a given group towards a common goal. The main concept of roles of leadership is based on impacting group activities and adjusting to change Sullivan, E. J. (2013. There is a challenge when considering leadership in the healthcare context because most theories are not formed within the healthcare framework for they were normally established for business contexts and later applied to the healthcare. Management can simply be defined as the process that managers utilize to realize organizational goals. It’s the process of achieving organizational set goals through the available resources.
How do management and leadership activities contribute to the success of change initiatives:
The activities involved in this process include planning, staffing, organizing, directing, controlling, and making decisions in the operations of the system to attain anticipated result and improve its entire performance. Management involves a combination of steps to follow to achieve the set requirements. Leaders look for suitable ways of doing things for instance they will establish the goals and purposes for the people (American Nurses Association, 2010; Sullivan, 2013). Anyone can be a leader without necessarily being in an authority position.
Transformational leadership is necessary along with good management of staff and resources. This entails committing individuals to action, converting those under you into leaders and converting the leaders themselves into change agents. It has less to do with use of power to pressure and suppress others in order to achieve result. Instead, it involves empowering them to understand and own the vision of the organization and trusting them to work towards the goals that profit not just themselves but the organization in general (Sullivan, 2013). In nursing empowerment would result to enhanced patient care, reduced sick days, and less attrition.
Through this, the staff will have higher job satisfaction and there will be higher retention of staff amongst there nursing functions.
What change projects are needed in your agency at this time?
Among the changes required is to ensure nurses practice to the full capacity of their education and training and programs to be formed to ensure nurses attain higher training to much the growing demands in the sector. These can only be achieved through good leadership and proper management. The Company that I work for currently is an insurance company and as a registered nurse case management, there is always area of change especially in reaching pat.
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Here is a draft essay applying Peplau's nursing theory to the implementation of electronic health records:
Introduction:
Hildegard Peplau developed the interpersonal relations theory, one of the early nursing theories focused on the nurse-patient relationship. Peplau's theory outlines four phases of the nurse-patient relationship: orientation, identification, exploitation, and resolution. This theory provides a useful framework for examining how nurses can support patients through the transition to electronic health records (EHRs).
Orientation Phase:
When EHRs are first implemented, both nurses and patients will be in the orientation phase. Nurses will need training on the new system while patients may feel confused or anxious about the changes in documentation. It
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This document discusses effective approaches to leadership and management in nursing. It notes that nurses have two key roles: as care providers and care coordinators. As care coordinators, nurses take on management responsibilities that involve organizing complex care using thinking skills. The document will explore transformational leadership as an effective style that can motivate staff and improve outcomes. It emphasizes the importance of leaders adapting their style to the situation.
2Planned Improvement in the Observation UnitPlan.docx
2
Planned Improvement in the Observation Unit
Planned Change in the Intensive Care Unit
As humans, we are always looking to improve on what we have, innovations are created by trying new ideas. Problems are solved with changes that are implemented from the current system. Implementation of the change needs to be thoroughly monitored for the smooth transition from the established practice. There are various steps to be followed to execute a change in the established practice. Formulation of the idea, evaluation of the formed idea, through planning, implementation of the planned idea, reviewing the response of the new proactive and validation of the new practice. The purpose of this paper is to point out a growing problem in the unit I am employed in and to suggest a change for the better of the unit which is realistic in nature.
Problem
I work in the Emergency Room, specifically the Observation unit, the patient turnover is extremely high, in turn the stress levels can also be extremely high. Staffing shortage has become a growing problem in our unit thus leading to excess work and decreased quality of care in the unit. Staffing shortage is also taking a toll in the managerial level because the managers are now being forced to hire travel nurses to fill the vacant spots temporarily and this is leading to excess cost for the unit and organization(Bisk,2016). Nursing shortage is created because an increased number of nurses are leaving because of dissatisfaction about the increased workload, and the patient ratio(Marquis,2015). The staff will be asked to float to other floors on a regular basis due to the increased turn over on the unit. It is important for the organization to take steps to try to retain their staff nurses to improve patient satisfaction and employee satisfaction(Marquis,2015).
Realistic Change
A viable innovation or change that will improve satisfaction of nursing staff in the organization would be to allow the nurses to stay in their units and not have to float to other units so much. Scheduling or enough staff during the shift is also an important aspect that will improve patient safety and nurse satisfaction in the unit(Bisk,2016). Implementation of a float pool system will be a good idea to decrease the floating required for the full-time staff nurse. Floating the staff from an observation unit to an IMU unit (Intermediate Care) can lead to unsafe working situations for the nurse and the patient because of lack of experience with the acuity of the patient condition. A feasible solution to this problem is training new nurses on the frequently needy floor so that they will be well equipped to float to a unit that is short of staff, and provide them with incentives to float so that the nurse satisfaction will be on the rise. These incentives will be a good investment for the organization as it will help them retain the staff in the long run reducing costs of hiring temporary staff like travel nurses.
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recruitment.pdf
The document discusses challenges related to employee recruitment and retention in the healthcare industry. It notes issues such as a shortage of primary care physicians, high staff turnover, and difficulties retaining employees. It recommends developing a training program to address these challenges by focusing on organization details, recruitment and retention strategies, stakeholder impacts, and suggested solutions to improve quality of care, access, and costs.
MOBILIZATION PLANLearner’s NameCapella Univers.docx
MOBILIZATION
PLAN
Learner’s Name
Capella University
ORGANIZATIONAL AND SYSTEMS MANAGEMENT
FOR QUALITY OUTCOMES
May, 2017
Copyright © 2017 Capella University. Copy and distribution of this document is prohibited.
1
International Medical Mission for Nursing Professionals
Mobilization plan for the international medical mission.
Plan will consider the following aspects:
Understanding the impact of mobilization on staffing patterns and nursing at a health care organization.
Determining organizational structure and distribution of power in the mission team using case studies.
Examining potential multicultural and power issues the team may encounter during the medical mission to Africa.
Copyright © 2017 Capella University. Copy and distribution of this document is prohibited.
Mobilization of international missions are complex undertakings that require (a) meticulous planning of resources: human, fiscal, and material resources; (b) careful structuring of team member roles and authority; and (c) empowering the team to complete missions goals. The social structures, health care regulations and infrastructure, and needs of the host country also factor in the mobilization plan (Hawkins, 2013). Team members have to be prepared for the individual, professional, and organizational factors of moving temporarily to a new country.
The scenario:
A medical center has committed 20 nursing professionals (NPs) to a four-month-long multinational health mission in Liberia, West Africa, to treat patients affected by a highly contagious virus in a ‘hot zone.’ The team will also include administrative staff and physicians who will work with the NPs to achieve common goals. NPs are the primary care givers in any health setting. They are the ones assisting physicians, administering treatment and monitoring patient status in the clinical setting. Therefore, the majority of the staff on the medical mission will be NPs.
This presentation will detail plans for the mobilization of interprofessional health care workers to Africa. It will focus on the following points:
Identifying major stakeholders in the health care organization who will be affected by the mobilization plan.
Determining the impact of mobilization on staffing patterns and nursing at the organization.
Describing the organizational structure of the international medical mission and how power will be distributed among the team members.
Assessing team member empowerment derived from organizational structure.
Identifying key actions that should be taken by team members to ensure that patients receive quality and safe care. The key actions should also ensure the safety of team members during fieldwork.
Evaluating potential multicultural and diversity issues team members may encounter in the host country.
Evaluating potential power conflicts that may arise when dealing with a multinational contingent.
2
Stakeholders Affected by the Mobilization Plan
Major stakeholders affected by the mobili.
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This document proposes implementing hourly rounding at a hospital to improve patient safety and satisfaction. A task force would be established to use research evidence to propose, implement, and evaluate the change. The Johns Hopkins Nursing Evidence-Based Practice model would be used as a guideline, consisting of three phases - identifying the issue, searching for evidence, and translating evidence into practice. Implementing hourly rounding would help meet patients' needs, reduce call lights and falls, and improve HCAHPS scores.
Running head IDENTIFYING A CHANGE PROJECT 1 .docx
Running head: IDENTIFYING A CHANGE PROJECT 1
IDENTIFYING A CHANGE PROJECT 4
Identifying a Change Project
Name
Institution
What is the difference between leadership activities and management activities:
Leadership can be described as the conduct of a person when guiding the activities of a given group towards a common goal. The main concept of roles of leadership is based on impacting group activities and adjusting to change Sullivan, E. J. (2013. There is a challenge when considering leadership in the healthcare context because most theories are not formed within the healthcare framework for they were normally established for business contexts and later applied to the healthcare. Management can simply be defined as the process that managers utilize to realize organizational goals. It’s the process of achieving organizational set goals through the available resources.
How do management and leadership activities contribute to the success of change initiatives:
The activities involved in this process include planning, staffing, organizing, directing, controlling, and making decisions in the operations of the system to attain anticipated result and improve its entire performance. Management involves a combination of steps to follow to achieve the set requirements. Leaders look for suitable ways of doing things for instance they will establish the goals and purposes for the people (American Nurses Association, 2010; Sullivan, 2013). Anyone can be a leader without necessarily being in an authority position.
Transformational leadership is necessary along with good management of staff and resources. This entails committing individuals to action, converting those under you into leaders and converting the leaders themselves into change agents. It has less to do with use of power to pressure and suppress others in order to achieve result. Instead, it involves empowering them to understand and own the vision of the organization and trusting them to work towards the goals that profit not just themselves but the organization in general (Sullivan, 2013). In nursing empowerment would result to enhanced patient care, reduced sick days, and less attrition.
Through this, the staff will have higher job satisfaction and there will be higher retention of staff amongst there nursing functions.
What change projects are needed in your agency at this time?
Among the changes required is to ensure nurses practice to the full capacity of their education and training and programs to be formed to ensure nurses attain higher training to much the growing demands in the sector. These can only be achieved through good leadership and proper management. The Company that I work for currently is an insurance company and as a registered nurse case management, there is always area of change especially in reaching pat.
EBP Research Essay
Here is a draft essay applying Peplau's nursing theory to the implementation of electronic health records:
Introduction:
Hildegard Peplau developed the interpersonal relations theory, one of the early nursing theories focused on the nurse-patient relationship. Peplau's theory outlines four phases of the nurse-patient relationship: orientation, identification, exploitation, and resolution. This theory provides a useful framework for examining how nurses can support patients through the transition to electronic health records (EHRs).
Orientation Phase:
When EHRs are first implemented, both nurses and patients will be in the orientation phase. Nurses will need training on the new system while patients may feel confused or anxious about the changes in documentation. It
Developing Organizational Policies and Practices HW.pdf
The document discusses organizational policies and practices for addressing nurse shortages. It identifies competing needs around resources, workers, and patients. It describes the organization's existing policy of mandatory overtime and recommends establishing limits on overtime and increasing nurse compensation and engagement to better balance competing stakeholder needs and improve ethics.
Reimplementation of a bedside shift report 7 Errors are .docx
Reimplementation of a bedside shift report 7
* Errors are in red that must be addressed or more points will continue to come off.
· Clarification about the change process is needed; telehealth in ICU is mentioned but not explained as being relevant to BSR. There are many sentence structural issues. See my feedback throughout.
Change Proposal: Reimplementation of a Bedside Shift Report
The identified clinical problem that is relevant to nurses in the workplace is the bedside shift report (BSR). The bedside shift report may be used to help the development of teamwork, ownership, and accountability thus increasing the satisfaction of the nurses. The reason for selecting the reimplementation of a bedside shift report is because; at a targeted facility the implementation of the bedside shift report is becoming poor. This has led to the poor compliance with the standards of practice, and increase costs in the facility. Also, to have a reduced cost by removing overtime pay and scrubbing off legal errors which result in legal fees (Clark et al., 2020). (*Re-phrase this sentence, avoid slang).
The reimplementation of a bedside shift report is important for the nurse practicing in the organization. Bedside shift report assists in improving the experience of the client and improving the handoff care between the nurses through including the family and client in the delivery of care. Bedside shift report is leading to the introduction of a change in the nursing culture i.e. introduction of various methods of communicating patient-specific care at a shift transformation. Shift reports given at the bedside is helping in changing the manner in which nurses are communicating and practicing (Clark et al., 2020).
At the targeted facility, the execution of the bedside shift report is poor and this is associated to the lack of knowledge concerning the role of bedside shift reporting on the patient outcome. The healthcare providers at the facility are not directly engaged in the provision of healthcare. There is poor communication of the goals of the bedside shift reporting and their importance about the positive outcomes and benefits that are involved in the change (Clark et al., 2020).
According to the study by Gregory et al., (2014), the process of assessing the transformation in practice that involves transitioning of the bedside nurse shift handoffs is important. The evaluation process is helpful in the re-implementation plan to help in improving the areas of weaknesses. The evaluation process of the success in the implementation in the practice is assessing the perception of the nurses about the proposed changes i.e. the re-implementation plans. There is evidence showing the positive impacts of the bedside shift report in the safety of the patient, the control of the pain, the satisfaction of the patients, and improvement in the nurse to patient or nurse to nurse communication (Gregory et al., 2014).
A study by Dempsey et al., (2014) reveals t.
Workcopyfinalproprosal
The document proposes developing an occupational therapy outreach service for elderly patients being discharged from medical assessment wards. Research shows elderly patients are often unprepared for discharge and lack communication between health services. The outreach program aims to facilitate smooth transitions, reduce readmissions, and relieve hospital bed pressures through home-based rehabilitation and empowering patients. Outcomes would be measured through tools like the Barthel Index to evaluate the program's effectiveness.
Feedback for 4 Milestone Two Research and SupportPlease addre.docx
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
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 i.
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See how three Care Logistics hospitals are increasing efficiency in care delivery to improve healthcare quality and nurse morale while reducing costs from overtime, agency use, and turnover. By Care Logistics CFO Samantha Platzke. Essay On Wound Care Nurse
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- A needs assessment must also be conducted first to identify the need for change based on metrics or outcomes data. The hospital has a process for new practice implementation that involves several approval steps.
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2Nursing Staff Shortage in HealthcareRuta Arefaine.docx
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Nursing Staff Shortage in Healthcare
Ruta Arefaine
Oak Point University
NUR 4642: Professional Role Transition
Professor Josette Cabatingan-Oribello
Nursing Shortage
The shortage in the nursing profession has been an issue for over several years. Especially following COVID-19 suddenly gotten worse. St. Mary Elizabeth Hospital is no exception to this growing issue. Nurses make up the majority of medical practitioners and are essential to the industry. There remains a demand for more skilled educators in the perioperative environment and less even workforce distribution. Many serious factors cause the lack of nurses. As the age increases, there is a greater necessity for medical coverage. The authenticity is that, instead of taking just one illness, senior adults typically have illnesses and founders that necessitate professional care. Overall, individuals exist lengthier, a growing ultimatum for well-being care. Many chronic illnesses that were previously fatal are now treatable (Mar et al., 2019). The baby boom generation is still at a stage where they might need more medical attention as society ages. Today, more incredible Americans than ever previously time in history are above the age of 65.
According to Haddad et al. (2022, disclosed Nursing employment is anticipated to increase by 6% during the following ten years, according to the Bureau of Labor Statistics Number Of simulations 2021–2031. The number of Nurses working in the profession is expected to rise by 195,400 from 3.1 million in 2021 to 3.3 million in 2031. When nurses retire, they get pension benefits and labor strength leave benefits which are prudently essential in the United States. More than 203,200 positions for Nursing professionals have become vacant in consecutive years. In addition, the nursing staff is shrinking. There are about one million nurse practitioners who are above 50. Thus, it shows that in ten to fifteen years, one in the workforce may be quitting. This figure includes medical faculties, which poses a unique problem since it necessitates training many more nurses with scarce assets. Constraints on admittance and a decline in the nursing practice's number of nurses can generate both results of a nursing faculty shortage.
Fewer students may register, and the curriculum's and the scholar's general superiority of education may worsen due to a condensed and forced facility. Some newly hired nurses find that the profession differs from what they had imagined after starting their jobs. Others might become employed for a while before giving up after getting overworked. The incidence of nurse burnout is tapering off after years of progressively increasing levels. Furthermore, the spectrum of the average income employee turnover, which spans between 8.8% to 37.0%, is determined by nursing discipline and locale (Rosseter, 2014). Enhancing nurses' labor conditions is insufficient. It is also essential to consider the caliber of nursing knowledge prov.
four page resume Mar 3 2015
Sarah Blackwood has over 10 years of experience as a senior operations vice president in clinical settings including hospitals, clinics, and long-term care facilities. She is skilled at managing change, problem solving, and motivating teams. Her experience includes roles at Virginia Mason Medical Center, International Travel Medicine, University of California schools, Kaiser Permanente, Alta Bates Medical Center, and Rose Medical Center where she improved operations, reduced costs, and increased quality of care through process improvements and team building.
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This document describes an innovative nurse manager leadership development program implemented across an integrated healthcare system. The program was designed to strengthen leadership skills and reduce nurse turnover. It consisted of 5 sessions over 2 months, addressing the science of managing people and business, and the art of leading people. Participants self-rated their competencies before and after, showing improved skills in all domains. The program leveraged evidence and system support to enhance nurse manager performance and organizational goals.
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RUNNING HEAD: Progress Report1
Senior Project Progress Report
Melonie Lindsey
HCA 459
Vicki Sowle
June 2, 2014
Topic:
The topic that I selected for my senior project was “challenges of employee recruitment and retention of health care professionals”. I chose this topic because it is a growing problem among the healthcare institutions. The professionals who are capable of delivering best efforts in health care institutions are less in number and the opportunities that they have in this modern world are a lot. The human resources department of health care institutions adapt many modern ways to overcome these challenges. It is very interesting to understand such modern methods of human resources department for employee retention. At the same time, it’s interesting to visualize how the employees react to the actions performed by the human resources department of such healthcare institutions. In case the human resources department is unable to retain their employees irrespective of the hard measures taken by them, the backup plans executed by them in such cases are also worth studying.
Organization Specific Rationale:
New York Presbyterian is the health care organisation that I have selected for my senior project. This health care organisation is one of the top medical service providers in US. They have won several awards for maintaining good quality in delivering the health care services. The latest award that they have won is the “Energy Star Award” from EPA. This health care organisation offers a wide variety of medical services for their patients. The staff of this organisation is highly capable of delivering the best results. (http://nyp.org/, n.d.)
There are several challenges and opportunities that impact the balance between the health care costs for this organisation. Although NYP (New York Presbyterian) is a known name in medical field, it has to enforce several strict measures to control the cost and maintain steady income. The services offered by NYP are high class services so it’s not necessary that all the insurance plans cover it. Therefore only a specific category of patients can afford to have a treatment from this hospital. The running cost of the medical equipment installed in this hospital is also very high therefore the government aides are often necessary for this hospital. The salaries of the staff (including doctors) is also a major expense for the organisation.
NYP does not compromise with the quality of the health care services. Although the cost is directly proportional to the quality, the organisation manages its cost in such a way that the reputation of the hospital is never at stake. The multiple awards that are received by NYP is a result of the consistent reputation of the hospital is never at stake. The multiple awards that are received by NYP is a result of the consistent quality delivery. (http://nyp.org/services/index.html, n.d.)
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The intended audience for this training can include t.
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The document discusses several cases involving health organizations and issues they are facing:
1) A rural hospital in Wisconsin is seeing more COVID cases than in previous months, overwhelming resources. They are implementing surge plans and strict PPE protocols.
2) A rural Alaskan clinic faces employee morale issues like disengagement and lack of training that impacts patient care. Shared leadership models are discussed as a solution.
3) A public health department is investigating a rise in perinatal hepatitis B cases, focusing on education and screening to prevent transmission.
North Tyneside NHS Tripartite primary care strategy v1 7
North Tyneside developed a Primary Care Strategy which represents the future of community and GP-led healthcare in the area, covering 215,000 population.
Our objective is to enhance the health and happiness of our population, which we'll do by improving appropriate access to Primary Care (GPs etc); expanding the range of clinics and services you can receive in primary care, improving specialist support, and maximising Prevention and Self-Management.
This document is endorsed by the three main organisations - the GP Federation (TyneHealth - for General Practitioners/ Family physicians); Clinical Commissioning Group CCG, and Local Medical Committee LMC
Scheduling Of Nursing Staff in Hospitals - A Case Study
This document summarizes a study that developed a goal programming algorithm to schedule 11 nurses across a two-week period at a hospital. The goals were to satisfy each nurse's contracted time, ensure minimum nurse requirements by role each day, give full-time nurses a weekend off while avoiding more than two consecutive days off, and honor nurses' weekend preference when possible. The algorithm solved the 154-variable, 120-constraint scheduling problem in under 30 seconds. The results showed schedules that met goals for minimum nurse levels each day and individual nurses' two-week schedules.
Chapter 23 ASSIGNMENT Nursing care delivery models.pdf
The document summarizes a study that evaluated a new nursing care delivery model of shared accountability on medical-surgical units. Key points:
- The model used RN-led teams with shared accountability between RNs, LPNs, and UAPs. All staff were trained to practice at the full scope of their licenses.
- The model was piloted on 3 units across 3 hospitals. It aimed to improve quality, nurse satisfaction, and reduce costs through more efficient staffing.
- Results found improved clinical outcomes, patient experience, and nurse satisfaction, with decreased length of stay and salary costs per patient day.
Project Progress.docx
Jennifer Hopes has chosen to focus her senior project on challenges with recruiting and retaining healthcare professionals. She discusses the increasing demand for primary care physicians due to factors like healthcare reforms and an aging population. However, rural areas struggle with recruitment due to low populations and incentives. Her proposed training program will address retention issues like lack of appreciation, poor feedback, and unsupportive cultures. It will teach leadership effective communication and talent management strategies. The program aims to benefit the organization by improving quality of care, patient satisfaction, costs, and access to services by sustaining an engaged healthcare workforce.
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The paper suggests a staffing tool to improve efficiency at a nursing department of a local hospital. The managers consider they are understaffed and try to overwhelm the staffing deficit problem through overtime, rather than hiring additional nurses. The estimates indicate that the shortage at the hospital level corresponds to 300 full time equivalent (FTE) nurses. However, the huge amount of allocated budget for overtime becomes a concern since the deficit is not accurately estimated. Indeed, the suggested staffing tool shows that some nursing units are unnecessarily overstaffed. Moreover, the current study reveals that the real deficit is of only 215 FTE resulting in a potential saving of 28%.
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Running head EMPLOYEE RECRUITMENT AND RETENTION1EMPLOYE.docx
Running head: EMPLOYEE RECRUITMENT AND RETENTION
1
EMPLOYEE RECRUITMENT AND RETENTION
4
Employee Recruitment and Retention
Name:
Institution:
Date:
The contemporary healthcare sector faces many dynamics that present challenges and opportunities. Advancement in technology, globalization, and competition in the industry are among the components that have significantly altered the manner providers engage in their daily activities. Again, the calls for better and quality services provision have led to innovation-led approaches. Another important challenge facing the sector is the shortage of clinical staff. The report looks into the recruitment and retention challenges in the health sector. In particular, the discussion will evaluate the situation at Chatuge Regional Hospital in North Georgia. The facility is over 54 years old – currently offering emergency, trauma, and heart services. There is a great need for regular training and motivation of clinical staff to foster efficiency and productivity in the provision of health services.
Chatuge Hospital, like other facilities, experience challenges in recruitment and retention of experienced health professionals. Hospital administrators should continuously work on initiatives such as talent development and motivation to ensure the retention of staff and the provision of quality services. Recruitment and retention of health professionals remain a significant concern in the quest to ensure patient satisfaction and access to quality services. The trend has seen most hospitals experience high staff turnover and operational costs. Leadership strategies in an organization impact the productivity, motivation, and retention of staff (Kroezen et al., 2015). Hospital administrators need to work on elaborate human resources initiatives that capture needs and interests. The issues highlighted are essential in not only improving service provision but also enhance the satisfaction and retention of clinical staff.
Several challenges hamper the process of the improvement of the health facilities and professionals. Inadequate remuneration of the nurses erodes the image of the nursing profession. In the years gone, most people respected the nursing field due to the professionalism exuded by the personnel. However, the remuneration factor erodes the image of the profession in that the nurses earn low wages while they invest significantly in training and performance of their respective jobs (Kroezen et al., 2015). The nurses get de-motivated when working in a less conducive environment. Also, the challenges highlighted above have effects on patient safety and satisfaction. The issue undermines the reputation of a health facility; thereby, leading to low-level sustainability of the business. Healthcare care providers need to take steps that will lead to the formulation of strategies that appreciates diversity and universality in the healthcare sector.
The facility needs to train the clinical staff on the basic ...
The material for this moduleweek has led us from Europe, through fi.docx
The material for this module/week has led us from Europe, through first contacts, to the establishment of a solid English presence in the Americas. After reading and thinking about the Reading & Study materials for this module/week, what strikes you most about the founding of the American colonies? Did anything surprise you? Did your reading challenge your ideas or visions about colonial America?
.
The media informs many viewers of deviance and crime, victims of cri.docx
The media informs many viewers of deviance and crime, victims of crime, and justice in society. Consider and describe the following:
Where do you get your information about:
Deviant behavior
Crime
Victims of crime
Justice for victims
Describe your perception of
Deviant behavior
What behavior is deviant according to your values?
Crime
What do you believe is the root or cause of crime?
What types of crimes do you believe happen most?
Who do you believe commits crime?
Victims of crime
Who do you believe is likely to be a victim?
Have you ever been fearful of a crime occurring to you or your family?
What do you believe about victims that you hear about?
Justice for victims
How do you see justice handled in our society?
What form of punishment do you see as being effective or ineffective?
Did you learn anything specific from the textbook that has changed your perception? What did you learn and which perception did it change?
Write a 500 or more word paper that addresses the above questions.
.
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Reimplementation of a bedside shift report 7 Errors are .docx
Reimplementation of a bedside shift report 7
* Errors are in red that must be addressed or more points will continue to come off.
· Clarification about the change process is needed; telehealth in ICU is mentioned but not explained as being relevant to BSR. There are many sentence structural issues. See my feedback throughout.
Change Proposal: Reimplementation of a Bedside Shift Report
The identified clinical problem that is relevant to nurses in the workplace is the bedside shift report (BSR). The bedside shift report may be used to help the development of teamwork, ownership, and accountability thus increasing the satisfaction of the nurses. The reason for selecting the reimplementation of a bedside shift report is because; at a targeted facility the implementation of the bedside shift report is becoming poor. This has led to the poor compliance with the standards of practice, and increase costs in the facility. Also, to have a reduced cost by removing overtime pay and scrubbing off legal errors which result in legal fees (Clark et al., 2020). (*Re-phrase this sentence, avoid slang).
The reimplementation of a bedside shift report is important for the nurse practicing in the organization. Bedside shift report assists in improving the experience of the client and improving the handoff care between the nurses through including the family and client in the delivery of care. Bedside shift report is leading to the introduction of a change in the nursing culture i.e. introduction of various methods of communicating patient-specific care at a shift transformation. Shift reports given at the bedside is helping in changing the manner in which nurses are communicating and practicing (Clark et al., 2020).
At the targeted facility, the execution of the bedside shift report is poor and this is associated to the lack of knowledge concerning the role of bedside shift reporting on the patient outcome. The healthcare providers at the facility are not directly engaged in the provision of healthcare. There is poor communication of the goals of the bedside shift reporting and their importance about the positive outcomes and benefits that are involved in the change (Clark et al., 2020).
According to the study by Gregory et al., (2014), the process of assessing the transformation in practice that involves transitioning of the bedside nurse shift handoffs is important. The evaluation process is helpful in the re-implementation plan to help in improving the areas of weaknesses. The evaluation process of the success in the implementation in the practice is assessing the perception of the nurses about the proposed changes i.e. the re-implementation plans. There is evidence showing the positive impacts of the bedside shift report in the safety of the patient, the control of the pain, the satisfaction of the patients, and improvement in the nurse to patient or nurse to nurse communication (Gregory et al., 2014).
A study by Dempsey et al., (2014) reveals t.
Workcopyfinalproprosal
The document proposes developing an occupational therapy outreach service for elderly patients being discharged from medical assessment wards. Research shows elderly patients are often unprepared for discharge and lack communication between health services. The outreach program aims to facilitate smooth transitions, reduce readmissions, and relieve hospital bed pressures through home-based rehabilitation and empowering patients. Outcomes would be measured through tools like the Barthel Index to evaluate the program's effectiveness.
Feedback for 4 Milestone Two Research and SupportPlease addre.docx
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
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 i.
HFMA Article: 5 Signs That You Can Reduce Staffing Costs and Boost Nurse Sati...
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See how three Care Logistics hospitals are increasing efficiency in care delivery to improve healthcare quality and nurse morale while reducing costs from overtime, agency use, and turnover. By Care Logistics CFO Samantha Platzke. Essay On Wound Care Nurse
- The document discusses implementing a new best practice of using betadine nasal swabs for pre-operative patients at a hospital where the author works. Currently, the hospital tests patients but does not use nasal swabs.
- The author describes the steps needed to implement a new practice according to research, including forming an implementation team, researching evidence on the practice, grading the evidence, and getting approval from the hospital administration through presenting findings to a research or governing body.
- A needs assessment must also be conducted first to identify the need for change based on metrics or outcomes data. The hospital has a process for new practice implementation that involves several approval steps.
A Nurse Residency Program For New Nursing
This document summarizes a study that examined nurses' use, knowledge, and attitudes toward evidence-based practice (EBP) at a large Magnet hospital. The study used a questionnaire divided into three subscales to assess EBP use, knowledge, and attitudes. The results found that higher levels of education and years of experience were associated with more positive EBP attitudes and knowledge. Additionally, specialty certification was linked to greater EBP use and knowledge. The study provides insights into factors that can increase nurses' adoption of EBP.
2Nursing Staff Shortage in HealthcareRuta Arefaine.docx
2
Nursing Staff Shortage in Healthcare
Ruta Arefaine
Oak Point University
NUR 4642: Professional Role Transition
Professor Josette Cabatingan-Oribello
Nursing Shortage
The shortage in the nursing profession has been an issue for over several years. Especially following COVID-19 suddenly gotten worse. St. Mary Elizabeth Hospital is no exception to this growing issue. Nurses make up the majority of medical practitioners and are essential to the industry. There remains a demand for more skilled educators in the perioperative environment and less even workforce distribution. Many serious factors cause the lack of nurses. As the age increases, there is a greater necessity for medical coverage. The authenticity is that, instead of taking just one illness, senior adults typically have illnesses and founders that necessitate professional care. Overall, individuals exist lengthier, a growing ultimatum for well-being care. Many chronic illnesses that were previously fatal are now treatable (Mar et al., 2019). The baby boom generation is still at a stage where they might need more medical attention as society ages. Today, more incredible Americans than ever previously time in history are above the age of 65.
According to Haddad et al. (2022, disclosed Nursing employment is anticipated to increase by 6% during the following ten years, according to the Bureau of Labor Statistics Number Of simulations 2021–2031. The number of Nurses working in the profession is expected to rise by 195,400 from 3.1 million in 2021 to 3.3 million in 2031. When nurses retire, they get pension benefits and labor strength leave benefits which are prudently essential in the United States. More than 203,200 positions for Nursing professionals have become vacant in consecutive years. In addition, the nursing staff is shrinking. There are about one million nurse practitioners who are above 50. Thus, it shows that in ten to fifteen years, one in the workforce may be quitting. This figure includes medical faculties, which poses a unique problem since it necessitates training many more nurses with scarce assets. Constraints on admittance and a decline in the nursing practice's number of nurses can generate both results of a nursing faculty shortage.
Fewer students may register, and the curriculum's and the scholar's general superiority of education may worsen due to a condensed and forced facility. Some newly hired nurses find that the profession differs from what they had imagined after starting their jobs. Others might become employed for a while before giving up after getting overworked. The incidence of nurse burnout is tapering off after years of progressively increasing levels. Furthermore, the spectrum of the average income employee turnover, which spans between 8.8% to 37.0%, is determined by nursing discipline and locale (Rosseter, 2014). Enhancing nurses' labor conditions is insufficient. It is also essential to consider the caliber of nursing knowledge prov.
four page resume Mar 3 2015
Sarah Blackwood has over 10 years of experience as a senior operations vice president in clinical settings including hospitals, clinics, and long-term care facilities. She is skilled at managing change, problem solving, and motivating teams. Her experience includes roles at Virginia Mason Medical Center, International Travel Medicine, University of California schools, Kaiser Permanente, Alta Bates Medical Center, and Rose Medical Center where she improved operations, reduced costs, and increased quality of care through process improvements and team building.
JONAVolume 41, Number 5, pp 204-210Copyright B 2011 Wolter
This document describes an innovative nurse manager leadership development program implemented across an integrated healthcare system. The program was designed to strengthen leadership skills and reduce nurse turnover. It consisted of 5 sessions over 2 months, addressing the science of managing people and business, and the art of leading people. Participants self-rated their competencies before and after, showing improved skills in all domains. The program leveraged evidence and system support to enhance nurse manager performance and organizational goals.
RUNNING HEAD Progress Report1Senior Project P.docx
RUNNING HEAD: Progress Report1
Senior Project Progress Report
Melonie Lindsey
HCA 459
Vicki Sowle
June 2, 2014
Topic:
The topic that I selected for my senior project was “challenges of employee recruitment and retention of health care professionals”. I chose this topic because it is a growing problem among the healthcare institutions. The professionals who are capable of delivering best efforts in health care institutions are less in number and the opportunities that they have in this modern world are a lot. The human resources department of health care institutions adapt many modern ways to overcome these challenges. It is very interesting to understand such modern methods of human resources department for employee retention. At the same time, it’s interesting to visualize how the employees react to the actions performed by the human resources department of such healthcare institutions. In case the human resources department is unable to retain their employees irrespective of the hard measures taken by them, the backup plans executed by them in such cases are also worth studying.
Organization Specific Rationale:
New York Presbyterian is the health care organisation that I have selected for my senior project. This health care organisation is one of the top medical service providers in US. They have won several awards for maintaining good quality in delivering the health care services. The latest award that they have won is the “Energy Star Award” from EPA. This health care organisation offers a wide variety of medical services for their patients. The staff of this organisation is highly capable of delivering the best results. (http://nyp.org/, n.d.)
There are several challenges and opportunities that impact the balance between the health care costs for this organisation. Although NYP (New York Presbyterian) is a known name in medical field, it has to enforce several strict measures to control the cost and maintain steady income. The services offered by NYP are high class services so it’s not necessary that all the insurance plans cover it. Therefore only a specific category of patients can afford to have a treatment from this hospital. The running cost of the medical equipment installed in this hospital is also very high therefore the government aides are often necessary for this hospital. The salaries of the staff (including doctors) is also a major expense for the organisation.
NYP does not compromise with the quality of the health care services. Although the cost is directly proportional to the quality, the organisation manages its cost in such a way that the reputation of the hospital is never at stake. The multiple awards that are received by NYP is a result of the consistent reputation of the hospital is never at stake. The multiple awards that are received by NYP is a result of the consistent quality delivery. (http://nyp.org/services/index.html, n.d.)
Training:
The intended audience for this training can include t.
Medical workforce strategy engagement event feedback - Cardiff
This document summarizes feedback from a medical workforce strategy engagement event. It identifies 7 common themes that emerged from the feedback: career promotion, cultural change, integration/collaboration, leadership, recruitment, training & development, and use of the multi-disciplinary team. Under each theme, it outlines specific feedback and considerations related to improving Wales' medical workforce strategy. It also provides examples of good practices that were highlighted from different organizations.
North Tyneside NHS Tripartite primary care strategy
This document proposes a new primary care strategy for North Tyneside that is clinician-led and collaborative. It involves redesigning access to primary care through virtual hubs and extended teams, integrating specialist support into the community, and focusing on prevention and self-management. The strategy aims to improve access, care coordination, and financial sustainability of the local healthcare system while maintaining the strengths of general practice.
Cases and Health Organizations Involved.docx
The document discusses several cases involving health organizations and issues they are facing:
1) A rural hospital in Wisconsin is seeing more COVID cases than in previous months, overwhelming resources. They are implementing surge plans and strict PPE protocols.
2) A rural Alaskan clinic faces employee morale issues like disengagement and lack of training that impacts patient care. Shared leadership models are discussed as a solution.
3) A public health department is investigating a rise in perinatal hepatitis B cases, focusing on education and screening to prevent transmission.
North Tyneside NHS Tripartite primary care strategy v1 7
North Tyneside developed a Primary Care Strategy which represents the future of community and GP-led healthcare in the area, covering 215,000 population.
Our objective is to enhance the health and happiness of our population, which we'll do by improving appropriate access to Primary Care (GPs etc); expanding the range of clinics and services you can receive in primary care, improving specialist support, and maximising Prevention and Self-Management.
This document is endorsed by the three main organisations - the GP Federation (TyneHealth - for General Practitioners/ Family physicians); Clinical Commissioning Group CCG, and Local Medical Committee LMC
Scheduling Of Nursing Staff in Hospitals - A Case Study
This document summarizes a study that developed a goal programming algorithm to schedule 11 nurses across a two-week period at a hospital. The goals were to satisfy each nurse's contracted time, ensure minimum nurse requirements by role each day, give full-time nurses a weekend off while avoiding more than two consecutive days off, and honor nurses' weekend preference when possible. The algorithm solved the 154-variable, 120-constraint scheduling problem in under 30 seconds. The results showed schedules that met goals for minimum nurse levels each day and individual nurses' two-week schedules.
Chapter 23 ASSIGNMENT Nursing care delivery models.pdf
The document summarizes a study that evaluated a new nursing care delivery model of shared accountability on medical-surgical units. Key points:
- The model used RN-led teams with shared accountability between RNs, LPNs, and UAPs. All staff were trained to practice at the full scope of their licenses.
- The model was piloted on 3 units across 3 hospitals. It aimed to improve quality, nurse satisfaction, and reduce costs through more efficient staffing.
- Results found improved clinical outcomes, patient experience, and nurse satisfaction, with decreased length of stay and salary costs per patient day.
Project Progress.docx
Jennifer Hopes has chosen to focus her senior project on challenges with recruiting and retaining healthcare professionals. She discusses the increasing demand for primary care physicians due to factors like healthcare reforms and an aging population. However, rural areas struggle with recruitment due to low populations and incentives. Her proposed training program will address retention issues like lack of appreciation, poor feedback, and unsupportive cultures. It will teach leadership effective communication and talent management strategies. The program aims to benefit the organization by improving quality of care, patient satisfaction, costs, and access to services by sustaining an engaged healthcare workforce.
A Staffing Tool to Improve Efficiency at a Nursing Department
The paper suggests a staffing tool to improve efficiency at a nursing department of a local hospital. The managers consider they are understaffed and try to overwhelm the staffing deficit problem through overtime, rather than hiring additional nurses. The estimates indicate that the shortage at the hospital level corresponds to 300 full time equivalent (FTE) nurses. However, the huge amount of allocated budget for overtime becomes a concern since the deficit is not accurately estimated. Indeed, the suggested staffing tool shows that some nursing units are unnecessarily overstaffed. Moreover, the current study reveals that the real deficit is of only 215 FTE resulting in a potential saving of 28%.
Care Redesign Article and Answer the following questions.pdf
The document summarizes a study that redesigned nursing care delivery models on medical-surgical units to be more efficient and lower cost while maintaining or improving quality. The study trained nursing staff to work in RN-led teams and utilize each member's full scope of practice. Results showed improved clinical outcomes, patient experience, and nurse satisfaction, along with reduced costs from lower salaries and shorter lengths of stay. The redesigned model supported transitioning to a value-based healthcare system through innovative changes to nursing care delivery.
Running head EMPLOYEE RECRUITMENT AND RETENTION1EMPLOYE.docx
Running head: EMPLOYEE RECRUITMENT AND RETENTION
1
EMPLOYEE RECRUITMENT AND RETENTION
4
Employee Recruitment and Retention
Name:
Institution:
Date:
The contemporary healthcare sector faces many dynamics that present challenges and opportunities. Advancement in technology, globalization, and competition in the industry are among the components that have significantly altered the manner providers engage in their daily activities. Again, the calls for better and quality services provision have led to innovation-led approaches. Another important challenge facing the sector is the shortage of clinical staff. The report looks into the recruitment and retention challenges in the health sector. In particular, the discussion will evaluate the situation at Chatuge Regional Hospital in North Georgia. The facility is over 54 years old – currently offering emergency, trauma, and heart services. There is a great need for regular training and motivation of clinical staff to foster efficiency and productivity in the provision of health services.
Chatuge Hospital, like other facilities, experience challenges in recruitment and retention of experienced health professionals. Hospital administrators should continuously work on initiatives such as talent development and motivation to ensure the retention of staff and the provision of quality services. Recruitment and retention of health professionals remain a significant concern in the quest to ensure patient satisfaction and access to quality services. The trend has seen most hospitals experience high staff turnover and operational costs. Leadership strategies in an organization impact the productivity, motivation, and retention of staff (Kroezen et al., 2015). Hospital administrators need to work on elaborate human resources initiatives that capture needs and interests. The issues highlighted are essential in not only improving service provision but also enhance the satisfaction and retention of clinical staff.
Several challenges hamper the process of the improvement of the health facilities and professionals. Inadequate remuneration of the nurses erodes the image of the nursing profession. In the years gone, most people respected the nursing field due to the professionalism exuded by the personnel. However, the remuneration factor erodes the image of the profession in that the nurses earn low wages while they invest significantly in training and performance of their respective jobs (Kroezen et al., 2015). The nurses get de-motivated when working in a less conducive environment. Also, the challenges highlighted above have effects on patient safety and satisfaction. The issue undermines the reputation of a health facility; thereby, leading to low-level sustainability of the business. Healthcare care providers need to take steps that will lead to the formulation of strategies that appreciates diversity and universality in the healthcare sector.
The facility needs to train the clinical staff on the basic ...
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What types of crimes do you believe happen most?
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•How are they similar?
How are they different?
The initial post should be 75 to 150 words, but may go longer depending on the topic. If you use any source outside of your own thoughts, you should reference that source. Include solid grammar, punctuation, sentence structure, and spelling.
.
The minimum length for this assignment is 2,000 wordsDiscoveries.docx
The minimum length for this assignment is 2,000 words
Discoveries in DNA, cell biology, evolution, biotechnology have been among the major achievements in biology over the past 200 years with accelerated discoveries and insights over the last 50 years. Consider the progress we have made in these areas of human knowledge. Present at least three of the discoveries you find to be most important and describe their significance to society, health, and the culture of modern life.
.
The Mini Project Task Instructions Read about validity and reliab.docx
The Mini Project Task
Instructions: Read about validity and reliability starting on page 324 of the textbook.
Your assignment is to create a 5-page paper addressing the following questions:
a. What is the difference between reliability and validity? Which is more important? Why?
b. What are the different ways of assessing reliability?
c. What are the different ways of assessing validity?
d. What are the different ways of obtaining validity evidence?
The analysis requires the additional components:
APA formatted paper including:
o Font: Times New Roman, 12 point, and double spaced.
o Margins: One inch margins, all around.
o Indents: One-half inch indent as to begin a paragraph.
o Proper APA citations and references.
o Proper use of Level 1 headings as to label the
introduction, main body,
and
conclusions
segments.
o Proper use of Level 2 headings as to label the sections within the
main body
and
conclusions
.
o A proper title page.
o A reference page utilizing hanging indents and alphabetized by the last name of the first author.
Free of spelling errors and minimal use of passive voice.
Page 324
In general, reliabilities less than 0.60 are considered to be poor, those in the 0.70 range, acceptable, and those over 0.80 good. Thus, the internal consistency reliability of the measures used in this study can be considered to be acceptable for the job enrichment measure and good for the other measures.
It is important to note that all the negatively worded items in the questionnaire should first be reversed before the items are submitted for reliability tests. Unless all the items measuring a variable are in the same direction, the reliabilities obtained will be incorrect.
A sample of the result obtained for the Cronbach’s alpha test for job enrichment, together with instructions on how it is obtained, is shown in Output 11.3.
The reliability of the job enrichment measure is presented in the first table in Output 11.3. The second table provides an overview of the alphas if we take one of the items out of the measure. For instance, it is shown that if the first item (Jobchar1) is taken out, Cronbach’s alpha of the new three-item measure will be 0.577. This means that the alpha will go down if we take item 1 out of our measure. On the other hand, if we take out item 3, our alpha will go up and become 0.851. Note that, in this case, we would not take out item 3 for two reasons. First, our alpha is above 0.7 so we do not have to take any remedial actions. Second, if we took item 3 out, the validity of our measure would probably decrease. We did not include item 3 for nothing in the original measure!
If, however, our Cronbach’s alpha was too low (under 0.60) then we could use this table to find out which of the items would have to be removed from our measure to increase the interitem consistency. Note that, usually, taking out an item, although improving the reliability of our measure, affects the validity of our measure .
The Mexican ceramics folk-art firm signs a contract for the Mexican .docx
The Mexican ceramics folk-art firm signs a contract for the Mexican firm to deliver 1500 pieces of artwork to an Italian firm within the next 120 days. The contract is denominated in pesos. During this time the Mexican peso strengthens against the euro. What is the net profitability effect on the Mexican firm? What international market concept is demonstrated in this example? Discuss the risks associated with changing exchange rates and international commerce and provide a scenario demonstrating these risks.
.
The maximum size of the Layer 2 frame has become a source of ineffic.docx
The maximum size of the Layer 2 frame has become a source of inefficiency in terms of modern wide area network (WAN) speeds, which have increased some 400 times over those prevailing when Transmission Control Protocol/Internet Protocol (TCP/IP) was first introduced as a protocol. One solution to this problem is known as
WAN acceleration
, which uses oversized frames at Layer 2 to increase network throughput.
Discuss available WAN acceleration solutions, and provide a short description of how such solutions are implemented through alteration of the Layer 2 frame format.
.
The menu structure for Holiday Travel Vehicles existing character-b.docx
The menu structure for Holiday Travel Vehicle"s existing character-based system is shown here....
Interface x 904
Function x 9541
user interface x 297
Functions x 1487
The menu structure for Holiday Travel Vehicle’s existing character-based system is shown here. Develop and prototype a new interface design for the system’s functions, using a graphical user interface. Assume that the new system will need to include the same functions as those shown in the menus provided. Include any messages that will be produced as a user interacts with your interface (error, confirmation, status, etc.). Also, prepare a written summary that describes how your interface implements the principles of good interface design as presented in the textbook.
.
The marks are the actual grades which I got in the exam. So, if .docx
The marks are the actual grades which I got in the exam.
So, if any body wants me to do this work for him, kindly message me. Thanks
Question 1
10 out of 10 points
A business that selects a differentiation strategy would ________.
Question 2
10 out of 10 points
________ information is information that directly pertains both to the context and to the subject.
Question 3
10 out of 10 points
In a database, a table, which is a group of similar rows, is also called a ________.
Question 4
10 out of 10 points
The ________ group's purpose is to protect information assets by establishing standards and management practices and policies.
Question 5
10 out of 10 points
________ is a suite of software applications that consolidates existing systems by providing layers of software that connect applications together.
Question 6
10 out of 10 points
Normal processing procedures for system users are ________.
Question 7
10 out of 10 points
Which of the following is an open-source operating system?
Question 8
10 out of 10 points
Which of the following uses an individual's personal physical characteristics such as fingerprints, facial features, and retinal scans for verification purposes?
Question 9
10 out of 10 points
________ is the dynamic social media process of employing users to participate in product design or product redesign.
Question 10
10 out of 10 points
Each stage of the value chain not only adds value to the product but also ________.
Question 11
10 out of 10 points
One of the important functions of a DBMS is to provide the necessary tools for ________.
Question 12
10 out of 10 points
Which of the following is true of a VPN (virtual private network)?
Question 13
10 out of 10 points
Which of the following departments in an organization is supported by information systems applications such as recruitment and compensation?
Question 14
10 out of 10 points
Which of the following statements is true about cloud services?
Question 15
10 out of 10 points
The first phase in the customer life cycle involves ________.
Question 16
10 out of 10 points
Which of the following is a technical safeguard against security threats?
Question 17
10 out of 10 points
An internal information system built using Web services ________.
Question 18
10 out of 10 points
The two strength factors that relate to all three competitive forces are ________ and customer loyalty.
Question 19
10 out of 10 points
Which of the following is true of Web services?
Question 20
10 out of 10 points
With HTTPS, data are encrypted using a protocol called the ________.
Question 21
10 out of 10 points
Why is it important for business professionals to take an active role in developing and managing information systems?
Question 22
0 out of 10 points
Which of the following is a major problem posed by multi-user processing of a database?
Question 23
10 out of 10 points
Which of the following elements of a datab.
the main discussion will be Schwarzenegger and fitness，talk about ho.docx
the main discussion will be Schwarzenegger and fitness，talk about how does he affect the fitness area. Why is he so famous, add some person views and create you own title. Mainly discuss about fitness
topic
the main discussion will be Schwarzenegger and fitness，talk about how does he affect the fitness area. Why is he so famous, add some person views and create you own title. Mainly discuss about fitness
Formal Essay #3: Reporting Information/The Expository Essay
Expository writing is a staple of academic writing. Throughout your academic and professional career, you will be called on to write hundreds of expository articles, reports and essays. A thorough knowledge of this writing form will hold you in good stead all through your career.
What is Expository Writing?
‘Expository’ is a synonym of ‘explanatory’. An expository essay is a piece of writing that explains or informs. It should be based on fact and free of the writer’s prejudices. Opinion is often expressed, but only if it is backed by fact. For example, if someone asked you to write an essay on the causes of World War II, you would write about Germany’s losses in World War I, the Treaty of Versailles, the fall of the Weimar Republic, and the rise of Hitler led Nazism. In other words, everything would be based on verifiable fact.
The expository writing process centers on four activities:
Generate a rough idea or hypothesis.
Find evidence to back up this idea.
Expound on the idea.
Present an argument to back up the idea.
Thus, if you were to say that the Treaty of Versailles was the chief cause of World War II, you would first talk about the conditions of the Treaty of Versailles, the financial condition of Germany after WWI, the ineffectiveness of the Weimar Republic, and how they all led to the rise of Nazism.
Structurally, a piece of expository writing has the following components:
An
introduction
that introduces the central idea you will discuss in the essay.
The
main body
that presents evidence to back up the idea. This is the meat of the essay.
A
conclusion
that presents your idea again in the light of the evidence.
Thus, the central thrust of expository writing should be to build towards proving an argument, fact by fact, piece of evidence by piece of evidence. You will use expository writing a lot throughout your academic life. Most essays that you write in college will be expository in nature. Most writing that you will do in your professional life will involve a lot of expository content as well. In other words, sharpening up this skill will serve you well throughout your life.
Required Essay Format:
All response papers must be typed, double-spaced, and stapled. Font size should be 12 point Times New Roman font.
***AT MINIMUM, YOUR WORKS CITED PAGE WILL CONTAIN 3-4 SOURCES!!!!
Essays should demonstrate the following kinds of understanding. Essays should meet assignment requirements of page length and number of sources, quotes, and summaries/paraphrases. The w.
The minimum length for this assignment is 1,500 words. Cellular .docx
The minimum length for this assignment is 1,500 words.
Cellular respiration and photosynthesis form a critical cycle of energy and matter that supports the continued existence of life on earth. Describe the stages of cellular respiration and photosynthesis and their interaction and interdependence including raw materials, products, and amount of ATP or glucose produced during each phase. How is each linked to specific organelles within the eukaryotic cell. What has been the importance and significance of these processes and their cyclic interaction to the evolution and diversity of life?
.
The Main Post needs to be 3-5 Paragraphs At a minimum, each stud.docx
The Main Post needs to be 3-5 Paragraphs
At a minimum, each student will be expected to post an original and thoughtful response to the DB question and contribute to the weekly dialogue by responding to at least two other posts from students. The first contribution must be posted before midnight (Central Time) on Wednesday of each week. Two additional responses are required after Wednesday of each week. Students are highly encouraged to engage on the Discussion Board early and often, as that is the primary way the university tracks class attendance and participation.
The purpose of the Discussion Board is to allow students to learn through sharing ideas and experiences as they relate to course content and the DB question. Because it is not possible to engage in two-way dialogue after a conversation has ended, no posts to the DB will be accepted after the end of each unit.
Many organizations have established policies to remedy discrimination when hiring women and minorities. Discuss whether you feel that affirmative action programs, reverse discrimination, and criteria of comparable worth are appropriate forms of remedy.
You should conduct research on this topic before making your posts.
Using the textbook, course materials, and Web resources, research affirmative action, reverse discrimination, and comparable worth and answer the following questions:
Do you feel that these concepts are appropriate forms of remedy in the workplace? Explain.
What else do you think could be done to eliminate discrimination in the workplace?
You must use at least one credible source from either the Library's full-text database or the Web. Include your reference(s) that you used in APA format with your Discussion Board post. Post a new topic to the Discussion Board that contains your answers to the questions, and respond to 2 other students' posts on the Discussion Board. Be sure to explain to them why you agree or disagree with their arguments.
Your submitted assignment (
60 points
) should include the following:
40 Points Your Discussion Board topic containing your responses to the questions and your listed reference(s) in APA format
20 Points Your responses to two other students' Discussion Board posts
In your own words, please post a response to the Discussion Board and comment on other postings. You will be graded on the quality of your postings.
Response to Classmates posts:
Classmate #1 post:
Attempt at Eliminating Discrimination
After the civil war, the African American, Hispanics and minorities suffered great discrimination in the workplace in particular and life generally. Precisely during the 1960s these groups went through denial of employment or appropriate wages irrespective of their standard of education being higher than that of their majority counterparts. There was a great debate about discrimination on the basis of color, race, gender or religion. Over the years, some programs have been developed in order to handle or to try and e.
The main characters in Tay Garnetts film The Postman Always Rings.docx
The main characters in Tay Garnett's film
The Postman Always Rings Twice
and the Coen Brothers'
The Man Who
Wasn't There
follow a pattern of behavior that is inane and ultimately self-destructive, as can be seen in how they end up -- either dead, wrongly accused and imprisoned for a crime they didn't commit, or ironically not convicted for a crime they did commit. What do you think these films are saying about the pattern of behavior they followed to get them where they wound up in the end, as well as why they followed these patterns of behavior in the first place? In other words, what is the way of thinking or belief system that lead to these characters' behaviors, and what does the film tell us about this way of thinking or belief system? And finally, does the film propose an alternative way of thinking or life narrative that might have proven more salutory for these characters in the end?
.
The minimum length for this assignment is 2,000 words and MUST inclu.docx
The minimum length for this assignment is 2,000 words and MUST include in-text citation and references.
Discoveries in DNA, cell biology, evolution, biotechnology have been among the major achievements in biology over the past 200 years with accelerated discoveries and insights over the last 50 years. Consider the progress we have made in these areas of human knowledge. Present at least three of the discoveries you find to be most important and describe their significance to society, health, and the culture of modern life.
.
The mafia is a well organized enterprise that deals with drugs, pros.docx
The mafia is a well-organized criminal enterprise that deals in illegal activities like drugs, prostitution, and loan sharking. They also operate legal cash businesses to launder money from illegal operations. Ponzi schemes are another type of organized criminal racket. Members caught participating in these activities can be charged under the RICO Act.
The minimum length for this assignment is 1,500 words. Be sure to ch.docx
The minimum length for this assignment is 1,500 words. Be sure to check your Turnitin report for your post and to make corrections before the deadline of 11:59 pm Mountain Time of the due date to avoid lack of originality problems in your work.
Describe the historical pattern of growth of the worldwide human population since our origin. Include in this historic overview the changes that have happened technologically, medically, culturally and nutritionally to result in major population changes over time. Relate the growth of the human population to our ecological footprint and explain the idea of limits to population growth known as the carrying capacity. Relative to carrying capacity, what may result from unbridled continued growth of our population? How does the size of the human population contribute to environmental degradation? Why must we take the human population size into account when we attempt to develop environmental restoration projects?
Assignment 2 Grading Criteria
Maximum Points
Quality of initial posting:
Initial posting should reveal a solid understanding of all aspects of the task; use factual and relevant information;
and
demonstratefull development of concepts.
80
Connections and higher order thinking:
Multiple connections should be demonstrated showing a clear understanding of the material with clear and correct examples.
40
Reference to supporting readings:
Refer to and properly cite (i.e., APA) either course and/or outside readings.
40
Language and Grammar:
There should be no spelling, structure, or grammatical errors in any posting. Writing should be clear and organized.
40
Total:
200
.
The madrigal was a very popular musical genre in the Renaissance. Ex.docx
The madrigal was a very popular musical genre in the Renaissance. Explain in detail the madrigal, and include the instrumentation, (the number and type of voices used), and the musical elements that the composers used to make the text in the pieces come alive. Choose one of the musical examples of the madrigal in this unit: Arcadelt�s
II bianco e dolce cigno
, or John Farmer�s
Fair Phyllis
, and explain how the composer unites the poetry and music.
Your response should be at least 200 words in length. All sources used, including the textbook, must be referenced; paraphrased and quoted material must have accompanying citations.
.
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- 3. satisfaction. II. SOLUTIONS A. Short-Term Strategies 1. Utilizing Temporary Staff i.) The hospital should continue with the use of traveling and per diem nurses. Though this approach is expensive to the organization, these nurses help to fill the gaps arising from medical leaves and vacations of employees (Conway & ASHFORD GENERAL HOSPITAL PROPOSAL 3 McMillan, 2007). We can rely on this strategy especially when the shortage is very severe. ii.) We can also employ the use of float pools or internal staffing agencies as a short-term strategy to curb this shortage (Bish, Kenney & Nay, 2012). Though the internal agency nurses are paid a package bigger than the staff
- 4. nurses, the amount is less than that given to external agency nurses. Therefore, this approach is cost effective. 2. Financial Benefits and Salary Increment i.) The Hospital can also shift on offering competitive salaries to aid in recruiting and retaining nurses in a high-demand environment. The strategy not only targets new recruits but also wage increase for all the nursing staff across the board. It is also a critical approach when targeting long-term solutions since more people will be attracted to the nursing profession, and most especially to this organization. ii.) Ashford General Hospital can also implement the use of retention, referral, or sign-on bonuses or even some combination of the rewards. It helps to encourage the staff to join or remain in the organization. iii.) We can also begin using self and flexible scheduling programs. Money alone cannot make employees or nurses comfortable and happy. Their
- 5. demands keep changing now and then, and one of the new demands is to balance between home and work life. Their programs should be made flexible in such a way that a nurse can freely and easily balance these two lives. B. Long-Term Strategies ASHFORD GENERAL HOSPITAL PROPOSAL 4 1. Nurse Education i.) Ashford General Hospital should start a training initiative for current nurses and nursing students. These efforts allow hospital can "grow its" nurses, by running nursing schools and paying fees for nursing students' on condition that the hospital gets work commitment in return. The firm can also offer training and flexible hours to current subordinate staff so that they can acquire nursing degrees (Mhlanga, 2013).
- 6. ii.) We can also give new nurses long and redesigned orientation programs. The approach increases patient care, and also promotes retention and satisfaction among nurses. During this orientation period, the recruit may be rotated through various hospital units for them to find their best fit (Potempa et al 2012). We can also pair, one on one during orientation, with the experienced nurses. 2. Nurses’ Work Environment i.) We can realize improvement in retaining and also recruiting nurses by changing the working environment in this hospital. If the hospital obtains a status of a good working place, then this can have an immediate effect. But if a long-term impact is to be felt, then investment and commitment in the workplace are paramount. ii.) Changes to the nurses’ responsibilities and roles that could lead to improved
- 7. nurse satisfaction and care delivery can also be effective strategies. Examples of these approaches include hiring aging nurses to handle administrative chores and paperwork, and organizing teams of support staff attend to the ASHFORD GENERAL HOSPITAL PROPOSAL 5 patients’ personal care needs. A team of clinicians can also be organized to attend to the patients that are in critical conditions. iii.) The hospital administration can also make some alterations to hospital units, like decentralizing pharmacies or redesigning workstations for nurses (Zerwekh, 2014). The changes should also include the adoption of new technologies, like increasing automation or incorporating electronic medical records. III. CONCLUSION Shortage in the number of nurses in hospitals is not only an
- 8. Ashford General Hospital's problem, but also a national problem. As the federal government plays its role, Ashford General Hospital should implement new strategies to compete with other organizations. It is clear that money alone is not enough to tie employees to an organization. Increasing nurses’ salaries alone will not tie these nurses to this hospital. Therefore, other factors such as investing in nurse education and improving the general working conditions are key strategies in recruiting and retaining nurses. ASHFORD GENERAL HOSPITAL PROPOSAL 6 References Bish, M., Kenny, A., & Nay, R., (2012). A scoping review identifying contemporary issues in
- 9. rural nursing leadership. Journal of Nursing Scholarship, 44(4), 411-7. Retrieved from ProQuest Database. Conway, J., & McMillan, M. (2007). Staying in nursing: Sustainability of contemporary nursing. Contemporary Nurse: A Journal for the Australian Nursing Profession, 24(2), 200-2. Retrieved from ProQuest Database. Mhlanga, F. (2013). Contexts of contemporary nursing. Nurse Education in Practice, 13(6). Retrieved from ProQuest Database. Potempa, K., Auerbach, D., Buerhaus, P., & Staiger, D., (2012). A future nursing shortage? The future nursing workforce: The authors reply. Health Affairs, 31(3), 652. Retrieved from ProQuest Database. Zerwekh, J. V. (2014). Commentary: Going to the people public health nursing today and tomorrow. American Journal of Public Health, 83(12), 1676-8. Retrieved from ProQuest Database.