Identified Organization or Community

C1. Identified Organization or Community

 The organization that has expressed concern over the policy issue of nurse burnout is the National Council of State Boards of Nursing. It is an independent and non-profit organization that constitutes boards of nursing of 50 states. It is the agency concerned with public health, safety, and welfare.

C1a. Evidence of Expressed Interest

The National Council of State Boards of Nursing is one of the leading organization which has shown interest over the issue of nurse burnout. According to Waddill-Goad (2016), NCSBN indicates that nurse burnout is a problem that is affecting patients significantly, and there is a need to address it. The agency believes that nurse burnout promotes patient dissatisfaction in health facilities as nurses are not energetic and focused on providing comprehensive care where they meet both medical and personal needs. NCSBN is urging hospitals and nurses to employ strategies like exercising and getting rest to overcome stress. NCSBN elaborates that new nurses are affected the most with exhaustion, with most reporting feel increasingly stressed. Waddill-Goad (2016) illustrates that NCSBN asserts that new nurses are not able to handle stress as experienced ones. It recommends creating a transition to practice program for new nurses to deter burnout, and consequently minimize safety issues, and errors.

C2. Community-Based Participatory Research

I will employ three CBPR principles when working with the organization to address policy change for the policy issue of nurse burnout. The first one is building on the strengths and resources of the community or organization. The second principle is collaborating well, where there is an equal partnership. The third principle I will utilize is recognizing the community as a unity of identity.

C2a. Approach and Collaboration

Working with the NCSBN will foster the success of the policy change to solve this problem of burnout affecting nurses. Thus, I will approach the organization by making a good impression where I show the agency I have a great interest in this issue and my knowledge on the matter. This will be done face to face to appeal to them for support.  I will also collaborate with them throughout the process up to the point of policy implementation. I will come up with convenient ways of interacting. This includes video conferencing, face to face, and emails to communicate with one another.

C2b. Goals Alignment

 My goals and the goals of the organization align when it comes to this policy issue. My primary goal is to promote the safety of nurses and patients. Similarly, one of the primary purposes of NCSBN is to improve the safety of the patients and medical staff. Nurse burnout undermines the safety of nurses and also patients. My other goal is fostering a pleasant working environment where nurses get rest and counseling support. According to Waddill-Goad (2016), the organization has the purpose of promoting the welfare of medical staff, which will constitute ensuring the workplace is fair for nurses. All of our goals are aimed towards addressing issues that cause nurse burnout.

C2c. Action Steps

 The first action to achieve the goals mentioned above is forming a team that includes experts and members from the organization who will help to develop an excellent policy to address the issue. The second step is fostering support from various stakeholders; nurses, hospitals’ managers, ministry of health, and nurse’s union. This is to gain funds, authorization of policy, and collaboration from the people who will implement the policy. The next step is researching the issue to make come up with interventions for the policy. Once the policy has been developed, it will be presented to U.S Senate Committee who will discuss it, and forwards it House of Representatives, and later to the president to be passed as a law

C2d. Roles and Responsibilities

The president of NCSBN, Julia George MSN RN, will be in charge of overseeing the whole of the process to ensure everything is going as planned, and he will address all issues that can cause the collapse of policy development. Her role in capacity building will include sourcing resources and allocating the funds needed. She will also approve the budget or demand changes. Mark Majek, Director of the Texas Board of Nursing, on the other hand, will be responsible for recruiting the staff to be involved in policy change development. He will likewise assign duties by specifying each one’s position and roles based on skills. He will also supervise each individual’s work and address in conflict among the team member.  He will lastly develop a budget and manage the proper use of the resources.

C2e. Key Elements of Evaluation Plan

The three principles of CBRP will be employed to develop a collaborative evaluation plan. The first principle of building on the strengths and resources of the community will be used to strengthen policy change amidst the challenges that may come up. Focusing on strengths also help overcome weaknesses. The second principle of facilitating collaboration through the equal partnership will be used to foster a good relationship with all the stakeholders, and team to work together to develop a great policy. By offering equality, people will be open to work together, and resistance will be averted. As for the principle of acknowledging community is the unity of identity, it will be used to recognize community need in the who this process. It will also aid in including the views of the community since most nurses come from the community. Also, they are the people who understand burnout.

C2f.  Evaluation Organization Plan

 I would examine the success of the organization plan by creating open communication where people are free to bring up issues at any time. I will evaluate the complaints, commendations, and remarks of everybody. Positive remarks will show the success of the plan and vice versa.  Also, evaluation of the process; development of the team to passing into law will reveal the success of the plan, where I will examine the intended purpose of each step. Also, the opinions of stakeholders during the scheduled meeting will show if it is a success.

Evaluate the Effectiveness of the Two Different Approaches

D1. Strengths of Each Approach

Both approaches have strengths. The primary strength of the top-down approach is facilitating quick decision making, which is needed in time-critical problems that require quick responses (Heyden & Ansari, 2017). The second advantage is promoting observance of guidelines. Group and organizations require regulations that guide on the way things are to be done, and top-down  approach ensures instructions are adhered to. As for the strengths of the bottom-up approach, the first one is the generation of good ideas as people are encouraged to explore and give views. The other advantage is the sub-ordinates have trust with their leaders. The additional advantage is there is collaboration among the members of the organization

D2. Challenges of Each Approach

The first challenge of the top-down approach is conflicts within the group. The members feel insignificant to management, and they will have a dispute with them. There is also a lack of trust between the leaders and members on whether they have their best interests. The other challenge is poor communication since the people at the bottom cannt offer feedback or o information. Heyden and Ansari (2017) elaborate that the main challenge of bottom-up is delayed decision making, especially if a timely decision is needed. The second challenge is it is costly since there is processing of a lot of information and conduction of multiple meetings since everybody should be informed and consulted.

D3. Most Effective Approach

 Bottom-up is the most effective approach to be employed with policy change for addressing nurse burnout.  The policy change will require the support of multiple stakeholders for it to move forward, and this approach fosters cooperation since it promotes communication and trust.  This approach will allow  rallying of everybody concerned the importance of this issue, and the need to take initiatives to fight nurse burnout.  Moreover, this approach will foster acceptance of change among medical facilities to improve their facilities to make them  pleasant.