NHS FPX 6008 Assessment 3 Business Case for Change

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NHS FPX 6008 Assessment 3 Business Case for Change

NHS FPX 6008 Assessment 3 Business Case for Change

Name

Capella university

NHS-FPX 6008 Economics and Decision Making in Health Care

Prof. Name

Date

Business Case for Change

Hello, I am ___, and today, I will be presenting on the business case for inadequate nurse staffing. Let’s get started with our discussion.

Issue and Effect of Inadequate Nurse Staffing in Healthcare Economics

In this presentation, we will examine the healthcare economic problem of inadequate nurse staffing and its impact on the analytics work that I do, my colleagues, and the organization for which I work. The US Bureau of Labor Statistics projects an average of 194,500 yearly job opportunities for registered nurses from 2020 to 2030, expecting a 9% increase in employment. In 2020, the unemployment rate among nurses was just 1%, according to a study by ANA, 2020. 17.1% of nurses held a master’s degree in 2018. The state that will be hardest hit by a nursing shortage in 2030 is California. 47% of military nurses are regularly working overtime.

The largest age group of registered nurses in the US, 24.5%, are aged 50 or older. 15.3% of elderly adults at home filed neglect complaints (ANA, 2020). Inadequate nurse staffing is a formidable healthcare economic problem impacting patients, the sparse healthcare workforce, and organizational performance (Haegdorens et al., 2019). The shortfall of adequate nursing staff creates multiple sources of hardship for healthcare organizations, including low quality of care delivery, uneven treatment provision, and increased occurrences of adverse events such as medication errors and patient falls (Yoon et al., 2022).

NHS FPX 6008 Assessment 3 Business Case for Change

The inadequate nurse staffing disrupted my work routine, and affected my colleagues and organization. Inadequate nursing staff significantly increased my workload, and left me with minimal free time and increased work-related stress. Additionally, patient overcrowding led to cases of improper handling by nurses, which also placed patients at risk (Levins, 2023). In addition, I was involved in two near-miss events in which patients could have had adverse outcomes, although they did not, due to my work-related stress and heavy patient workload. This healthcare economic issue greatly affected my colleagues too, for instance, numerous experienced staff members suffered burnout, and a few left their positions due to work-related stress and dissatisfaction.

My organization faced reputation issues. Insufficient nurse staffing in healthcare facilities compromises patient safety and satisfaction, leading to increased risks of medical errors, mortality, and nurse burnout. Addressing this issue requires creating supportive work environments, flexible schedules, and considering recommendations from the American Nurses Association to improve patient outcomes and organizational reputation. (Eastern Michigan University, 2019). In addition, the healthcare economic issue directly affects patients’ health and contributes to higher morbidity and mortality rates, making the community its primary victim (Loyd Miller Law, 2023).

Considering Feasibility and Cost-Benefit Analysis

When resolving the healthcare economic problem of insufficient nurse staffing, the feasibility and cost-benefit analyses must be taken into consideration. To properly address this issue, an organization has to carefully weigh the following cost-benefit and feasibility considerations.

Feasibility Considerations 

Effective nurse staffing requires careful consideration of all relevant factors, including improved patient safety, higher-quality treatment, and favorable health outcomes (Yu et al., 2024). A balanced workload will also be maintained with enough nursing staff, reducing the risk of staff burnout and stress at work. Workload management can reduce nursing turnover rates, increase job satisfaction, and lower turnover-related expenses, all of which contribute to steady and effective organizational performance (Maghsoud et al., 2022).  

Cost-Benefit Considerations

Adequate nurse staffing has potential cost benefits. Research by Griffiths et al., 2023 shows that registered nurse (RN) staffing in acute hospitals is associated with better patient outcomes. In hospitals with low baseline nurse staffing demands, it seems cost-effective to hire additional RNs. Evidence also supports investing in higher RN staffing because a reduced proportion of RNs is associated with poorer outcomes at higher costs. Challenging the argument that increased staffing would impose an unacceptable financial burden, a study by Griffiths et al., 2023 found that actually netted money for hospitals, as reduced hospital stays and readmissions saved more than twice the price of the additional labor required to fulfill required minimums ($923,832 cost for an additional RN at US hospitals for every 1000 surgery patients yielding a benefit of $1,646,190; $982,800/$589,680 cost for an additional RN per 1000 patients in medical and intensive care with benefits of $1,244,061/$1,479,933) (Griffiths et al., 2023). 

Mitigating Risks to Financial Security

The following three practical steps can be taken to solve the shortage of nurses and reduce threats to healthcare organizations’ financial stability:

  • Adequate nurse staffing is essential for delivering higher-quality care to patients and maintaining economic stability. Healthcare sector needs to create a comprehensive plan for recruiting nurses that takes into account the needs of patients, their level of acuity, and the possibility of turnovers. This may require working effectively with nursing schools to hire competent and educated nurses in order to protect the financial stability that is lost as a result of understaffing nurses. (Wolters Kluwer, 2019).
  • Practice practical techniques for keeping nurses on staff, such as flexible schedules, bonuses for meeting goals, competitive pay, and opportunity provision. These tactics offer leadership positions, skill improvement, and career advancement, all of which support nurses’ long-term dedication to healthcare organizations. This would improve the financial security of healthcare by increasing nurse retention and lowering recruitment expenses (Pressley & Garside, 2023).

NHS FPX 6008 Assessment 3 Business Case for Change

  • To maximize nurse staffing efficiency, healthcare organizations should leverage technology, evidence-based staffing models, and workload evaluation tools. By optimizing workflow and staffing efficiency, this can be used to streamline operations and determine the number of nurses needed in a given patient care unit. In addition, it is imperative to cultivate interdisciplinary teamwork to guarantee efficacious communication, which enhances operational efficiency and mitigates workload resulting from misunderstandings and mistakes in patient care (Apaydin et al., 2022) 

These approaches aim to reduce the financial risks for healthcare organizations while tackling insufficient nurse staffing by striking a balance between delivering high-quality care, fostering a manageable work environment for nurses, and safeguarding the hospital’s financial stability and security. 

Evidence-Based Research Strategies

The risk mitigation strategies outlined above for bolstering the financial security of healthcare organizations are rooted in evidence and have been extensively researched. A study aimed to evaluate the attitudes of nurses toward the culture for the safety of patients. A survey conducted for this received responses from 184 nurses, or 45.7% of the total. The results showed that only cooperation secured a score higher than 75%. The percentage score fell short of the Agency for Healthcare Research and Quality’s (AHRQ) criteria, indicating that workable solutions have not yet been put into place (Fuseini et al., 2023).

So, healthcare organizations are encouraged to hire nurses as it enhances outcomes while also reducing the occurrence of adverse and near-miss events. This provides nurses with valuable frontline experience and opportunities for career advancement in nursing practice. Offering additional benefits to nurses may help boost nurse retention and lower turnover rates (ANA, 2023). In addition, optimizing nurse productivity through the use of technology, staffing tactics, and interdisciplinary cooperation can improve job satisfaction, work output, and reduce nurse attrition, a factor that can jeopardize financial stability because of inadequate nurse staffing (Health Carousel, 2023).

Addressing Insufficient Nurse Staffing: Proposed Changes and Solutions

In this section, we will discuss several adjustments that can be made to solve the issue of insufficient nurse staffing in hospitals. In order to guarantee that a sufficient number of nurses are employed in the clinical setting, the authorities within the healthcare organization can put these ideas into action. Workload management, cooperation, recruiting, and retention are the main foci of these solutions.

Healthcare institutions should create focused recruitment initiatives to attract highly skilled, experienced nurses. Additionally, these organizations need to provide competitive salaries and supplementary benefits to promote nurse retention, along with offering training programs to help manage their workload and enhance their nursing expertise across various units (Katarzyna, 2023). Additionally, hospitals should create float pools of highly skilled, cross-trained nurses who can assist and care for patients in a variety of emergency situations across multiple departments. This will improve adaptability and enable effective management of the nursing shortage (PRS Global, 2022). To increase job satisfaction, interprofessional collaboration should be strengthened. Additionally, nurses’ insightful opinions should be sought out during the decision-making process (Anselmann & Disque, 2022). 

Implementation and Potential Benefits of Solutions 

Not only do these solutions present potential benefits for our organization but also for our colleagues and community. Our organization could retain more nursing staff, reducing the financial implications of nursing turnover, as well as the increased hospital readmission rates, longer lengths of stay, and hospital-acquired conditions that come with inadequate nurse staffing. By reducing the workload on nursing staff, these solutions could help to decrease work burden and burnout and boost job satisfaction and retention (Apaydin et al., 2022). With adequate care treatment provided by the appropriate number of nursing staff, we could enhance patient safety, as well as elevate community satisfaction. This demonstrates how putting the suggested solutions into practice can improve organizational performance in terms of providing care, lowering costs, and boosting reputation. 

Approaches to Cultural and Ethical Considerations

The cultural and ethical dimensions of providing care treatment must be taken into account when suggesting solutions to the problem of inadequate nurse staffing. Furthermore, in the healthcare context where it will be implemented, the suggested solution should guarantee the equal care treatment delivery to all community members.

To foster cultural sensitivity, it is necessary to recruit nurses from diverse backgrounds who have a profound understanding of the differences between cultures, and to have the newly joined nurses honor the patients’ values and provide patient-centered care by participating in a program of study that includes a component that addresses intercultural sensitivity (ANA, 2023b). Following recruitment, training programs should include lessons on the ethical principles of nursing care. Upholding the principles of nursing care (such as beneficence, autonomy, non-maleficence, fairness and justice) ensures nurses have the foundation needed to administer more equitable care, i.e., ethical nursing treatments and care distribution with attention to unfair bias (Cheraghi et al., 2023; Handzel, 2023).

Moreover, the recommended approach offers fair access and cost to all community groups as ample nursing will cut down wait timings for consults and treatments; the result is similar care for all patients. Additionally, nurses can work longer hours and provide care when staffing permits, both of which expand the scope of their care services to include all community groups (Alrasheedi et al., 2019). Furthermore, the methodical approach to selecting appropriate nurses will facilitate equitable and economical virtual patient care delivery. For patients who are geographically unable to receive therapy, this will enable remote consultation sessions (PS Net, 2023). Patients receive the appropriate care treatments at the appropriate times when care coordination among qualified nursing staff members is in place. This lowers the frequency of unfavorable events, which raises expenditures for patients and healthcare organizations.

Conclusion

In summary, patients, healthcare professionals, and organizational performance are all impacted by the complex issues surrounding inadequate nurse staffing in the healthcare industry. These issues also have substantial financial implications. Research emphasizes how crucial it is to solve this problem with workable and affordable solutions that take into account both the potential financial rewards and the feasibility of implementation. The idea that funding sufficient nurse staffing, especially for registered nurses (RNs), can enhance patient outcomes and organizational effectiveness and ultimately contribute to financial stability is supported by evidence. Evidence-based research supports practical measures including workload management, retention plans, and recruitment campaigns, which present promising ways to reduce financial security issues without sacrificing patient care. 

References

Alrasheedi, K. F., AL-Mohaithef, M., Edrees, H. H., & Chandramohan, S. (2019). The association between wait times and patient satisfaction: Findings from primary health centers in the kingdom of Saudi Arabia. Health Services Research and Managerial Epidemiology6(1), 233339281986124. https://doi.org/10.1177/2333392819861246 

ANA. (2020). Nurses in the workforce. American Nurses Association. https://www.nursingworld.org/practice-policy/workforce/ 

ANA. (2023a, May 5). Nurse retention strategies: How to combat nurse turnover. ANA. https://www.nursingworld.org/practice-policy/nurse-staffing/nurse-retention-strategies/ 

ANA. (2023b, September 14). Promoting diversity in nursing and the role of leaders. ANA. https://www.nursingworld.org/resources/individual/nurse-managers/promote-diversity-in-nursing/#:~:text=A%20diverse%20nursing%20team%20can 

Anselmann, V., & Disque, H. (2022). Nurses’ perspective on team learning in interprofessional teams. Nursing Open10(4). https://doi.org/10.1002/nop2.1461 

Apaydin, E. A., Anderson, J. A., Rahman, B., & Parr, N. J. (2022). Evidence brief: Staffing models in specialty care. In PubMedDepartment of Veterans Affairs (US). https://www.ncbi.nlm.nih.gov/books/NBK578400/ 

Cheraghi, R., Valizadeh, L., Zamanzadeh, V., Hassankhani, H., & Jafarzadeh, A. (2023). Clarification of ethical principle of the beneficence in nursing care: An integrative review. BMC Nursing22(1), 1–9. https://doi.org/10.1186/s12912-023-01246-4 

Eastern Michigan University. (2019, October 10). Learn how nurse staffing affects patient safety and satisfaction. EMU Online. https://online.emich.edu/degrees/healthcare/rn-to-bsn/nurse-staffing-affects-patient-safety-satisfaction/ 

NHS FPX 6008 Assessment 3 Business Case for Change

Fuseini, A.-K. J., Teixeira da Costa, E. I. M., Matos, F. A. S. de, Merino-Godoy, M.-A., & Nave, F. (2023). Patient-safety culture among emergency and critical care nurses in a maternal and child department. Healthcare (2227-9032)11(20), 2770. https://doi.org/10.3390/healthcare11202770 

Griffiths, P., Saville, C., Ball, J., Dall’Ora, C., Meredith, P., Turner, L., & Jones, J. (2023). Costs and cost-effectiveness of improved nurse staffing levels and skill mix in acute hospitals: A systematic review. International Journal of Nursing Studies147(147), 104601. https://doi.org/10.1016/j.ijnurstu.2023.104601 

Haddad, L. M., Annamaraju, P., & Butler, T. J. T. (2021). Nursing shortage. PubMed; StatPearls Publishing. https://www.ncbi.nlm.nih.gov/books/NBK493175/#:~:text=According%20to%20The%20American%20Nurses 

Haegdorens, F., Van Bogaert, P., De Meester, K., & Monsieurs, K. G. (2019). The impact of nurse staffing levels and nurse’s education on patient mortality in medical and surgical wards: An observational multicentre study. BMC Health Services Research19(1), 1–9. https://bmchealthservres.biomedcentral.com/articles/10.1186/s12913-019-4688-7 

Handzel, S. (2023). 7 ethical principles in nursing. IntelyCare. https://www.intelycare.com/career-advice/7-ethical-principles-in-nursing/ 

Health Carousel. (2023). Boost efficiency and patient care with proper nurse staffing. Www.healthcarousel.com. https://www.healthcarousel.com/post/nurse-staffing 

Katarzyna. (2023, March 15). Nurse recruitment: 5 recruitment strategies to attract best nurses | if you recruit. Ifyou.co.uk. https://ifyou.co.uk/nurse-recruitment-5-recruitment-strategies-to-attract-best-nurses/ 

Levins, H. (2023). 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/ 

NHS FPX 6008 Assessment 3 Business Case for Change

Loyd Miller Law. (2023, April 27). Inadequate nurse staffing increases risks for patients | Lloyd Miller law. Myaccidentlaw.com. https://myaccidentlaw.com/inadequate-nurse-staffing-increases-risks-for-patients/ 

Maghsoud, F., Rezaei, M., Asgarian, F. S., & Rassouli, M. (2022). Workload and quality of nursing care: The mediating role of implicit rationing of nursing care, job satisfaction and emotional exhaustion by using structural equations modeling approach. BMC Nursing21(1). https://doi.org/10.1186/s12912-022-01055-1 

Pressley, C., & Garside, J. (2023). Safeguarding the retention of nurses: A systematic review on determinants of nurse’s intentions to stay. Nursing Open10(5). https://doi.org/10.1002/nop2.1588 

PRS Global. (2022, August 3). Float pool nurses and patient care: Is floating causing you to lose nurses? – PRS global. Prsglobal.com. https://prsglobal.com/float-pool-nurses-and-patient-care-is-floating-causing-you-to-lose-nurses/ 

PS Net. (2023). Virtual nursing: Improving patient care and meeting workforce challenges. Psnet.ahrq.govhttps://psnet.ahrq.gov/perspective/virtual-nursing-improving-patient-care-and-meeting-workforce-challenges 

Wolters Kluwer. (2019, December 6). Ten recruiting strategies to attract nurses | lippincott audience solutions. Www.wolterskluwer.com. https://www.wolterskluwer.com/en/expert-insights/ten-recruiting-strategies-to-attract-nurses 

NHS FPX 6008 Assessment 3 Business Case for Change

Yoon, J. M., Trinkoff, A. M., Galik, E., Storr, C. L., Lerner, N. B., Brandt, N., & Zhu, S. (2022). Nurse staffing and deficiency of care for inappropriate psychotropic medication use in nursing home residents with dementia. Journal of Nursing Scholarship54(6), 728–737. https://doi.org/10.1111/jnu.12776 

Yu, X., Li, M., Du, M., Wang, Y., Liu, Y., & Wang, H. (2024). Exploring factors that affect nurse staffing: A descriptive qualitative study from nurse managers’ perspective. BMC Nursing23(1), 1–8. https://doi.org/10.1186/s12912-024-01766-7 

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