NHS FPX 6008 Assessment 2 Needs Analysis for Change

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NHS FPX 6008 Assessment 2 Needs Analysis for Change

NHS FPX 6008 Assessment 2 Needs Analysis for Change

Name

Capella university

NHS-FPX 6008 Economics and Decision Making in Health Care

Prof. Name

Date

Needs Analysis for Change

An organization must conduct a change analysis to bring about management changes and improve productivity and outcomes. Similarly, healthcare organizations must periodically oversee and adjust their systems to ensure the delivery of high-quality care. At Valley Hospital, the identified health care economic issue for the ICU wards of hospitals is insufficient staffing, notably a shortage of nursing staff. Therefore, the primary goal of this assessment is to investigate the impact of inadequate nursing staff on the healthcare organization and its operations.

Economic Issues and Low Nurse Staffing

Inadequate nurse staffing in ICU presents a significant challenge for healthcare organizations, with major health and economic implications for patients and system functionality. This transpires when there are not enough nurses to meet the treatment demands and needs of the patients within a healthcare organization, which diminishes the quality of care provided. Consequently, there is an uptick in adverse events, such as medication errors and patient falls, ultimately increasing the length of hospital stays and the likelihood of acquiring hospital-acquired infections (Nantsupawat et al., 2021). These happen because the staff nurses have to work longer, become tired, and feel less engaged and burned out, diminishing quality care delivery in ICU. Patients, the organization, and the workers all fall victim to this issue (News Medical, 2023).

The shortage of nurses directly impacted me as I cared for numerous patients in ICU without breaks and became fatigued. There were also extra costs to the organization as there has been an increase in adverse events and medication errors, especially across different healthcare settings in these conditions. Severe nursing burnout led to nurses on the brink of giving up, with some leaving their jobs due to job dissatisfaction and increased stress, creating even greater nurse turnover rates (Acdis, 2022). The community also suffered, as the few nursing staff were unable to provide sufficient high-quality care. It greatly affected the elderly who needed long-term care for chronic conditions, particularly during periods of exacerbation. Thus, the insufficient nurse staffing negatively affected all stakeholders concerned, including my workplace, organization, colleagues and community members (Levins, 2023).

The aim of addressing the shortage of nurse staffing issue is because nurses are  partners in caring for patients and are the key health professionals for medication administration, patient education, and counseling. Their role in ICU is paramount, due to continuous care provision for patients with critical condition.They are the ones supervising, managing, and monitoring the patient’s conditions. When they are not provided the resources to do this, like carrying out nursing tasks, the patient’s condition deteriorates and both their morbidity and mortality risks increase (Abdullah et al., 2020).

Socioeconomic or Diversity Disparities

The issue of inadequate nurse staffing in ICU, exacerbates socioeconomic and diversity inequities in healthcare. The problems make it difficult for individuals from low-socioeconomic and minority backgrounds to get the basic healthcare services. Thus, those from low-socioeconomic backgrounds are likely to experience difficulty obtaining medical services and are the ones most negatively affected by a lack of nurse staffing. They also suffer disproportionately when they must face longer wait times for care, diagnoses are delayed and health outcomes are worse (Togioka et al., 2023). Furthermore, it sets up potential communication barriers for patients from minority racial and ethnic backgrounds who do not speak English as their first language and who may need a skilled nurse to understand their specific needs (MD Newsline, 2023).

The healthcare economic issue exacerbates disparities in these socioeconomic and diversity areas, highlighting the need for strategic plans that will recruit nurses in healthcare organizations to help address the gap of communication in health care access that has been identified. It is responsibility upon healthcare organizations to give people of all socioeconomic backgrounds with culturally diverse environments the same access to essential healthcare facilities as individuals of non-diverse cultural backgrounds (Zakaria et al., 2021).

Evidence-Based Sources

The global healthcare issue of inadequate nursing staff has been highlighted in various research studies, advocating for the need to address this issue and recommending actions to overcome it. Nurse shortages cost hospitals an estimated $16.7 billion in 2020 in overtime and temporary staff, the American Association of Critical-Care Nurses (AACN) said (Zhavoronkova et al., 2022). One study suggests the development of nurse education infrastructure in clinical settings to improve the supply of nurses and attract and retain registered nurses through opportunities for clinical education, attractive salary scales, and auxiliary benefits (Järvinen et al., 2022).

In order to lessen burnout and increase nurse retention in ICU, another study addresses nurses’ burnout as a result of insufficient staffing. It places a strong emphasis on mindfulness-based programs, emotional regulation skills, resilience, and coping mechanisms (Veigh et al., 2021).

Another study suggests a cultural transformation toolbox to lower nursing turnover and burnout rates, foster a healthy work environment, and encourage shared decision-making to keep nurses in healthcare organizations (Nassif, 2022). It is advised to use competency-based training and enhanced pedagogy as strategies for policy creation and implementation to address the nursing shortage and enhance nurses’ abilities to stay with the organization (Chen et al., 2022).

Predicted Outcomes and Opportunities

Many advantages, such as improved patient care, fewer adverse events, shorter hospital stays, and decreased rates of hospital acquired infections, have been linked to appropriate nursing staffing. Reducing health inequities, it may also improve access to care for patients from a range of socioeconomic backgrounds. Appropriate staffing numbers in ICU can also serve to enhance the wellbeing of nurses, address issues of workload and burnout, boost job satisfaction, lower turnover, and establish a more stable workforce. This has significant potential benefits that extend far beyond safer working conditions, better patient experiences, and more possibilities for women and people of color to pursue professional careers (Bourgault, 2023). 

Greater operational efficiency, increased productivity, greater care coordination, and cost savings from lower attrition and better patient outcomes could all boost organizational performance. Opportunities for healthcare organizations will include the investing in nurse education and training infrastructure; introduce mindfulness-based programs to address nurse burnout; develop cultural change toolkits; prioritize policy development and implementation strategies to combat nursing shortages, and implement diversity and inclusion initiatives targeted at addressing healthcare access and healthcare outcome disparities (Wu et al., 2022). 

Sufficient nurse staffing in ICU also helps alleviate socioeconomic and diversity disparities by improving access to care for marginalized individuals, which would then lower healthcare outcome inequalities (Togioka et al., 2023). By investing in nurse education and training and supporting the well-being and positive work environments of nurses, they can improve nurse retention and have a more stable and efficient workforce for the organization. It prevents high turnover rate and saves cost for training new staff. It impacts the organization through a positive reputation that attracts patients, building trust, hence increasing revenue of the organization. The patient satisfaction increases because of shorter length of stay and reduced readmissions, improving health outcomes in ICU due to adequate staffing levels (Ball & Griffiths, 2021). 

Conclusion

This paper focuses on the comprehensive assessment of the healthcare economic challenge of inadequate nurse staffing. It highlights the various potential solutions to address nurse burnout and job satisfaction and lower nurse turnover. Execution of these remedies ensures the anticipated results and potential for enhanced patient outcomes, lower nurse burnout, and an economically more stable healthcare organization. Additionally, an increased availability of care to patients from all socioeconomic backgrounds and decrease in health disparities as a result of adequate nurse staffing.  

References

Abdullah, M. I., Huang, D., Sarfraz, M., Ivascu, L., & Riaz, A. (2020). Effects of internal service quality on nurses’ job satisfaction, commitment and performance: Mediating role of employee well‐being. Nursing Open8(2). https://doi.org/10.1002/nop2.665 

Acdis. (2022). News: One-third of nurses plan to quit their jobs because of burnout | ACDIS. Acdis.org. https://acdis.org/articles/news-one-third-nurses-plan-quit-their-jobs-because-burnout 

Ball, J. E., & Griffiths, P. (2021). Consensus Development Project (CDP): An overview of staffing for safe and effective nursing care. Nursing Open9(2). https://doi.org/10.1002/nop2.989 

Bourgault, A. M. (2023). Appropriate staffing is necessary for healthy work environments. Critical Care Nurse43(1), 7–9. https://doi.org/10.4037/ccn2023932 

Chen, S., Zhang, C., & Li, W. (2022). The effects of competency-based training model in the training of new nurses: A meta-analysis and systematic review. PLOS ONE17(11), e0277484. https://doi.org/10.1371/journal.pone.0277484 

Järvinen, S., Heikkilä, J., Meyermanova, I., Kuanysh, Z., & Molotov‐Luchanskiy, V. (2022). Improvements in the infrastructure for nursing research in universities in Kazakhstan. International Nursing Reviewhttps://doi.org/10.1111/inr.12791 

NHS FPX 6008 Assessment 2 Needs Analysis for Change

Levins, H. (2023, January 9). How inadequate hospital staffing continues to burn out nurses and threaten patients. Penn LDI. https://ldi.upenn.edu/our-work/research-updates/how-inadequate-hospital-staffing-continues-to-burn-out-nurses-and-threaten-patients/ 

MD Newsline. (2023, June 20). Communication challenges in healthcare for minority communities – MDNewsline. Mdnewsline.com. https://mdnewsline.com/communication-barriers-in-healthcare/ 

Nantsupawat, A., Poghosyan, L., Wichaikhum, O., Kunaviktikul, W., Fang, Y., Kueakomoldej, S., Thienthong, H., & Turale, S. (2021). Nurse staffing, missed care, quality of care and adverse events: A cross‐sectional study. Journal of Nursing Management30(2). https://doi.org/10.1111/jonm.13501 

Nassif, I. (2022). The effect of implementing a cultural change toolkit on burnout among emergency nurses. Sigma.nursingrepository.orghttps://sigma.nursingrepository.org/handle/10755/22753 

News Medical. (2023, May 11). Most nurses claim insufficient staffing as the leading cause of their well-being struggles. News-Medical.net. https://www.news-medical.net/news/20230511/Most-nurses-claim-insufficient-staffing-as-the-leading-cause-of-their-well-being-struggles.aspx 

Togioka, B. M., Duvivier, D., & Young, E. (2023, August 14). Diversity and discrimination in healthcare. PubMed; StatPearls Publishing. https://www.ncbi.nlm.nih.gov/books/NBK568721/ 

NHS FPX 6008 Assessment 2 Needs Analysis for Change

Veigh, C. M., Reid, J., Carswell, C., Ace, L., Walsh, I., Graham-Wisener, L., Rej, S., Potes, A., Atkinson, K., Edginton, T., & Noble, H. (2021). Mindfulness as a well-being initiative for future nurses: a survey with undergraduate nursing students. BMC Nursing20(1). https://doi.org/10.1186/s12912-021-00783-0 

Wu, X. V., Selvam, U. P., Wang, W., Ang, E. N. K., Devi, K. M., Chan, Y. S., Wee, F. C., Zhao, S., Sehgal, V., & Chi, Y. (2022). A web-based clinical pedagogy program to promote professional development for nurse preceptors: A quasi-experimental study. Nurse Education in Practice59, 103288. https://doi.org/10.1016/j.nepr.2022.103288 

Zakaria, M., Karim, R., Rahman, M., Cheng, F., & Xu, J. (2021). Disparity in physician-patient communication by ethnicity: evidence from Bangladesh. International Journal for Equity in Health20(1). https://doi.org/10.1186/s12939-021-01405-6 

Zhavoronkova, M., Custer, B., & Neal, A. (2022, May 23). How to ease the nursing shortage in America. Center for American Progress. https://www.americanprogress.org/article/how-to-ease-the-nursing-shortage-in-america/ 

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