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Capella 4010 Assessment 4

Capella 4010 Assessment 4 Stakeholders Presentation

Student Name

Capella University

NURS-FPX 4010 Leading in Intrprof Practice

Prof. Name

Date

Presentation for Stakeholders

Good morning everyone! My name is Diljit and today I am here to present the interdisciplinary proposal that was submitted in assessment 3 on the issue of shortage of staffing. The objectives of the presentation are: 

  1. I will discuss the organizational issue.
  2. I will explain the importance of an interdisciplinary team and why is it important to resolve this problem.
  3. An evidenced-based plan proposal will be presented with the strategies. 
  4. Implementation and evaluation strategies will be discussed for the stakeholders can effectively implement and evaluate the success of the plan. 

Organizational or Patient Issues

The shortage of nurses is a dominant issue that is faced by hospitals worldwide. Nurses are the frontline employees of any healthcare system as they are the only responsible group of people encountering patients most of the time hence any organization needs to keep the frontline forces strong. The reasons behind the shortage of nurses are high turnover rates, low salaries, increased workload, and future career development (Haddad et al., 2022). These reasons result in nurses leaving bedside jobs which increases the workload of remaining nurses leading to stress, burnout, and job dissatisfaction.

Moreover, the shortage of nurses impacts negatively patients’ safety by increasing the risks of medical errors. Overburdened nurses are more likely to perform unintentional errors consequently leading to poor quality of care and patient dissatisfaction. In a nutshell, the shortage of nurses in hospitals is a crucial problem that affects both healthcare providers and patients and hence requires immediate interventions at the organizational level (Ghafoor et al., 2021).

Capella 4010 Assessment 4

Maple Grove Hospital is experiencing the same issue of nursing shortages thus this presentation is directive guidelines for the administration to address the issue and intervene immediately. This interdisciplinary plan proposal is based on a holistic approach that will help in addressing the nursing shortage by promoting collaboration among the stakeholders to result in better outcomes. In a nutshell, to improve the quality of care, ensure patients’ safety, and enhance job satisfaction among nurses, leadership must address the issue of shortage of nurses in the hospitals as it impacts the overall patient care as well as hospitals’ reputation (Ghafoor et al., 2021).

Additionally, the hospital may bear some of the potential consequences if these issues aren’t addressed immediately and appropriately. These consequences are further deterioration of health care, care quality and patients’ safety compromised, and job dissatisfaction among present nurses which results in an enhanced turnover rate and ultimately leads to a negative reputation of the hospital (Ghafoor et al., 2021). 

Interdisciplinary Team Approach

To address this organizational issue, all the stakeholders need to work as an interdisciplinary team so that effective solutions can be implemented through the exchange of expertise of every individual team member. This interdisciplinary team will consist of: 

  • Bedside nurses: Nurses currently employed in Maple Grove Hospital will make sure that they work together and create a sociable environment with a shared aim- to improve patient outcomes. 
  • Nurse managers/leaders: They are responsible to establish effective communication methods for example active conversation with the nursing staff. This method can result in augmented employee commitment to the profession and improved satisfaction levels (Walker & Hirsch, 2020). 
  • Chief nursing officer (CNO): They need to identify the causes of nurses leaving Maple Grove Hospital and advocate with higher administration to implement specific plans. 
  • Human Resources/Finance: HR of Maple Grove Hospital is responsible for hiring new nurses based on the data provided by the CNO and admin to predict the number of new hires required. This is done by actively collaborating with the finance department related to the budget. 
  • Nursing school registrar: They are responsible to establish a service agreement with nursing students so that after graduation they are bonded to work for the organization for the years they have signed for.

Working together as a team will help in supporting individuals with the necessary knowledge that can be shared among various departments and collaborative communication can be built so that shared outcomes of improving quality of care and enhancing job satisfaction among nurses can be achieved (Kalogiannidis, 2020). 

Evidenced-based interdisciplinary plan 

Successful implementation of the plan proposal requires all stakeholders to work together and support each other to achieve common goals. The inclusion of patients, nurses, administrators, human resources, nursing school, and finance experts will help in achieving the successful results of the plan (Mansfield et al., 2021).  The strategies that I recommend today are the initiation of a service agreement with nursing students before they are enrolled in the program, increasing nurses’ salaries and benefits, and creating a positive working environment. Authors have illustrated that the benefits such as bonuses/salary increments, paid leaves, and medical benefits can be provided to nurses to increase their job satisfaction and reduce the risk of burnout (Al‐Faouri et al., 2020).

Further studies have identified that nurses who are supported by their managers and are engaged positively are more likely to be loyal to their organization thus improving patient care outcomes (Opinion et al., 2021). Another strategy is hiring new nurses which is essential to immediately address the shortage and to avoid compromising patient care (Maresova et al., 2020). This plan will not only benefit nurses and the organization but it will also help in improving patient outcomes to enhance their quality of life, boosting their satisfaction levels, and improving health behaviors (Lukewich et al., 2022). 

To successfully implement the evidenced-based strategies presented, it is significant for an interdisciplinary team to use the collaborative approach of Deming’s cycle also called the PDSA cycle. The PDSA stands for plan, do, study, and act. The purpose of this cycle is to pilot an intervention on a specific group of people and after evaluating the results of the study it can be applied on a larger level (Ogrinc et al., 2021). 

Implementation of the plan

Planning stage: 

This stage mainly requires the interdisciplinary team to sit together and divide the tasks so that work can be done productively, individual capabilities are utilized and outcomes are achieved effectively (Wahn & Kingstone, 2020). Every member of the team will present their work according to the areas of expertise for example while CNO identifies the number of hires required, the HR department will conduct interviews and finance personnel will share a budget for salaries and other benefits.

Another important aspect of the planning stage is to identify the most vulnerable area of the hospital where the shortage of nurses is crucial for example intensive care unit or emergency department. This is important so that the implementation of the strategies can take place in specific areas to further evaluate their effectiveness. This also requires the elaboration of WHs questions like who, where, when, and how so that a basic idea is gathered related to the strategies mentioned. 

Doing stage: 

The doing stage includes the implementation of the plan. Here every team member will work in their capacity to make sure that the shortage of nurses is prevented and the issue is combatted. For example, all the budgeting that is decided will help in increasing salaries, adding other benefits, and hiring new nurses. While this organizational plan is implemented, nurse leaders will be encouraged to promote a positive working environment so that these strategies can effectively manage the human resources already available at the hospital. 

Study stage:

This stage is crucial because it includes the evaluation of a small-scale plan to implement it on a larger level. All stakeholders again come together and evaluate the effectiveness. The evaluation methods for this stage will be discussed later on in the presentation. The parameters that will be evaluated are: 

  1. Improved job satisfaction
  2. Number of nurses retained in the hospital
  3. Number of new candidates applying for the positions
  4. Quality improvement and patients satisfaction

Act stage: 

This is the final stage of the cycle where all the data gathered from the evaluation will be assessed and with minor or major amendments in the plan, it will be implemented throughout the hospital. 

Management of human and financial resources: 

This interdisciplinary plan will help in the management of human and financial resources available within the hospital. Human resources (doctors, nurses, and paramedics) working at the bedside will have the incentives of getting extra salaries, and added benefits which will probe them to commit to their jobs. Moreover, the culture of teamwork and a positive environment will support nurses to trust their colleagues and managers resulting in increased motivation towards the work.

A study concluded that hospital management must plan to promote collaborative practices and create a positive working environment so that human resources are effectively managed and nurses are motivated toward their job to decrease the trend of job dissatisfaction and loss of human resources (Pakpour et al., 2019). Additionally, hiring new nurses will decrease their workload eventually reducing stress and preventing medical errors as well as loss of nurses. 

Although, hiring new nurses and increasing salaries/benefits will require a hospital to invest an amount of budget but the eradication of the shortage of nurses will prevent the avoidable use of monetary resources. For example, the costs of medical errors can be alleviated because of hiring/ retaining nurses thus the financial burden on the hospital can be eased. Moreover, collaborative practices and a positive working environment will also aid in reducing the costs on hospitals and well as patients related to clinical adverse events. The finances used in the strategies will be effectively managed by the budgeting department of the hospital to equitably distribute the resources. Monthly finance audits will help in keeping a record of all the resources used. 

Evaluation

To measure the effectiveness of the plan it is important to utilize tools that are evidence-based so that the success of the plan can be determined. The methods that I am proposing today are qualitative and quantitative. According to the research, qualitative methods like direct observation, focus groups, case studies, and interviews are helpful to interpret the statistics received from quantitative studies (Davis et al., 2019). Quantitative studies include surveys, statistics of nurses leaving and retaining in the hospital, and clinical performance levels of nurses.

The use of quantitative methods is significant to analyze the degree of change that is introduced by the implementation strategies so that more focused interventions can be produced in the future (Smith & Hasan, 2020). There are several variables evaluated using these methodologies including nurse retention, job satisfaction, turnover rates, hospital fulfilling obligations, improved patients’ outcomes, burnout levels among nurses, and a supportive work environment. Moreover, the authors suggest that the involvement of stakeholders in taking regular updates can help keep everyone informed about the progress and challenges of the plan (Ritchey et al., 2020).

Conclusion

The shortage of nurses is a crucial problem in Maple Grove Hospital and hence requires immediate interventions. Collaboration among stakeholders and utilization of approaches like the PDSA model can help overcome this challenge. More importantly, it is essential to create a conducive and supportive environment for employees so that they work without any frustration and stress and eventually show commitment toward their jobs. 

References:

Al‐Faouri, I., Obaidat, D. M., & AbuAlRub, R. F. (2021). Missed nursing care, staffing levels, job satisfaction, and intent to leave among Jordanian nurses. In Nursing Forum (Vol. 56, No. 2, pp. 273-283). https://doi.org/10.1111/nuf.12537 

Davis, K., Minckas, N., Bond, V., Clark, C. J., Colbourn, T., Drabble, S. J., Hesketh, T., Hill, Z., Morrison, J., Mweemba, O., Osrin, D., Prost, A., Seeley, J., Shahmanesh, M., Spindler, E. J., Stern, E., Turner, K. M., & Mannell, J. (2019). Beyond interviews and focus groups: A Framework for integrating innovative qualitative methods into randomized controlled trials of complex public health interventions. Trials20(1). https://doi.org/10.1186/s13063-019-3439-8 

Ghafoor, Y., Yaqoob, A., Bilal, A., & Ghafoor, M. S. (2021). Impact of nurse shortage on patient care. Saudi Journal of Nursing and Health Care4(4), 114-119. https://doi.org/10.36348/sjnhc.2021.v04i04.003 

Haddad, L. M., Annamaraju, P., & Toney-Butler, T. J. (2022). Nursing shortage. In StatPearls [Internet]. StatPearls Publishing. https://www.ncbi.nlm.nih.gov/books/NBK493175/

Kalogiannidis, S. (2020). Impact of effective business communication on employee performance. European Journal of Business and Management Research5(6). https://doi.org/10.24018/ejbmr.2020.5.6.631 

Lukewich, J., Martin-Misener, R., Norful, A. A., Poitras, M.-E., Bryant-Lukosius, D., Asghari, S., Marshall, E. G., Mathews, M., Swab, M., Ryan, D., & Tranmer, J. (2022). Effectiveness of registered nurses on patient outcomes in primary care: A systematic review. BMC Health Services Research22(1). https://doi.org/10.1186/s12913-022-07866-x 

Capella 4010 Assessment 4

Mansfield, E., Sandercock, J., Dowedoff, P., Martel, S., Marcinow, M., Shulman, R., & Zenlea, I. (2021). Implementing integrated care pilot projects in hospital settings–an exploration of disruptive practices. Journal of Integrated Care29(2), 126-140.  https://doi.org/10.1108/jica-12-2019-0051 

Maresova, P., Prochazka, M., Barakovic, S., Baraković Husić, J., & Kuca, K. (2020, June). A shortage in the number of nurses—A case study from a selected region in the Czech Republic and international context. In Healthcare (Vol. 8, No. 2, p. 152). MDPI. https://doi.org/10.3390%2Fhealthcare8020152 

Opinion, F. B., Alhourani, F., Mihdawi, M., & Afaneh, T. (2021). Exploring the relationship between work engagement and turnover intention among nurses in the Kingdom of Bahrain: A cross-sectional study. Open Journal of Nursing11(12), 1098–1109. https://doi.org/10.4236/ojn.2021.1112087  

Ogrinc, G., Dolansky, M., Berman, A. J., Chambers, D. A., & Davies, L. (2021). Different approaches to making and testing change in healthcare. BMJ. https://doi.org/10.1136/bmj.n1010 

Pakpour, V., Ghafourifard, M., & Salimi, S. (2019). Iranian nurses’ attitudes toward nurse-physician collaboration and its relationship with job satisfaction. Journal of Caring Sciences8(2), 111. https://doi.org/10.15171%2Fjcs.2019.016

Ritchey, K. C., Foy, A., McArdel, E., & Gruenewald, D. A. (2020). Reinventing palliative care delivery in the era of COVID-19: how telemedicine can support end of life care. American Journal of Hospice and Palliative Medicine®37(11), 992-997.  https://doi.org/10.1177/1049909120948235 

Smith, J. D., & Hasan, M. (2020). Quantitative approaches for the evaluation of Implementation Research Studies. Psychiatry Research283, 112521. https://doi.org/10.1016/j.psychres.2019.112521  

Wahn, B., & Kingstone, A. (2020). Labor division in joint tasks: Humans maximize use of their individual attentional capacities. Attention, Perception, & Psychophysics82(6), 3085–3095. https://doi.org/10.3758/s13414-020-02012-3 

Walker, J., & Hirsch, B. (2020). Promoting Interdisciplinary Communication as a Vital Function of Effective Teamwork to Positively Impact Patient Outcomes, Satisfaction, and Employee Engagement. Journal of Medical Imaging and Radiation Sciences, 51(4), S107-S111. https://doi.org/10.1016/j.jmir.2020.07.002 

Capella 4010 Assessment 4