Developing Shared Vision

Developing Shared Vision

Introduction

Nursing shortage has been a major problem in the healthcare industry for many years. The problem has been associated with adverse effects, medication errors, poor patient outcomes, and poor nurse performance (Gazza, 2019). Another problem affecting the healthcare industry is poor nurse satisfaction, which is attributed to unfair working conditions. Over many years, shareholders, leaders, administrators, and policymakers have been trying to curb the problem but have not been successful. This paper informs the staff of the two issues affecting the healthcare organization and their impact and the effective strategies that could be implemented to solve them.

Nurse shortage

The health sector is constantly evolving, but people in the community are living longer without real healthy life. For this reason, healthcare professionals have great needs. The biggest problem facing this organization in the context of this need is that there is an inadequate number of nurses. Over time, baby boomer employees will retire, and the shortage of nurses will only worsen if something is not done ahead of time. It is very important to find a solution to this problem. In most cases, the current staff is ix overworked and forced to work for additional hours.  Unfortunately, this creates yet another problem if the nurse is overworked and burned out, which contributes to high turnover and poor patient outcomes (Gazza, 2019). If all personnel are on board to meet the requirements, new protocols established to facilitate joint support and new recruitment programs that may be exponential when signing recent nursing graduates. The process may have a major change in the eradication of these problems. However, the implementation of such projects requires the full participation of the organization to ensure success.

Collaborative care

Collaborative care, as defined by the “Health Insights, 2017,” is a healthcare model that aims to improve patient outcomes through interprofessional collaboration, helps teams work to achieve common goals. The overall goal is to improve patient experience, safety, and outcomes. With the introduction of this model, our department will work more efficiently and effectively, which will benefit patients’ health (Gazza, 2019).

Each employee becomes an integral part of patient care, and in order to make the change in co-care work, the burden on nurses is reduced by cutting the patient-to-nurse ratio by two. The ratio is more than 5: 1. In addition, to provide staff assistance in emergencies and during high workloads, the assigned nurses will not be established if they are not working in the medical and surgical departments. We will continue to report changes based on this new plan. We hope to improve and improve communication and teamwork, learn from mistakes, and improve patient outcomes.

Hiring new nurses

The United States estimates that the aging of baby boomers will increase the shortage of registered nurses and increase the need for health care, so hiring newly qualified staff as soon as possible Training to meet standards is essential (Rosseter, 2019). To recruit new staff, we hold a quarterly job fair at the hospital. Delegates will also exchange information about the new recruitment process, working with local community centers and universities that host the fair. The goal of this is to seduce students who are planning to pursue a nursing career. These students will share information about the new hiring process and learn about recently introduced loan waiver programs. The program takes into account new nurses and covers previous payments for student loans in signing a two-year employment contract. As an additional bonus, all current or new employees who continue their education may also apply for the tuition refund program.

Poor job satisfaction leading to turnover

As a manager, the turnover of nurses tends to be very stressful as it is expensive to replace staff ( Stokowski, 2014). There are many reasons people leave work. For example, retirement, geographical mobility, or the best career changes for that person. This is all good, but there are other reasons, such as job dissatisfaction due to lack of labor leading to burnout and unresolved/immediate conflicts and simply unacceptability. Due to the high staff turnover and low staff levels, fewer staff members are more burdensome, and patients suffer from poor quality of service (Antwi & Bowblis, 2018). These workloads can lead to staff overwork, frustration, fatigue, misery, and impact on productivity. Errors begin to occur, and patient safety and results begin to degrade. This is by no means tolerant. To mitigate this problem of high staff turnover, reduce patient diets to nurses, recruit new staff, and implement both satisfactory quarterly reviews and incentive bonus programs through co-care models (Antwi & Bowblis, 2018). However, there is hope that this will improve the working conditions for all and improve job satisfaction so that changes can be seen immediately.

Quarterly satisfaction review

While many hospitals rely on annual staff ratings to measure job satisfaction, new quarterly satisfactory reviews allow managers to evaluate the effectiveness of new protocols and improve policies Used to provide new ideas submitted by staff too. In essence, these reviews give nursing staff the opportunity to express what they think they work, maintain high job satisfaction compared to what they lack, and prevent them from enjoying their work. The nurses should give the administrators their views; only then can you fully understand how to provide a great work environment where you can continue your career here. A review is mandatory, regardless of whether it’s important or not, because you want to take into account each person’s contribution, but the freedom for employees to have a chance to discuss job satisfaction one-on-one with themselves or the unit. It is done in a fair and secure place (Poghosyan et al., 2017). After completing the survey on the following topics, the manager ought to improve the general working environment, as well as the implementation of protocols and policies, the dynamics of the management team, and personnel (Poghosyan et al., 2017).

Bonus incentive program

The idea of ​​conducting paid modeling training to “test” the new policy compared to the old model and continue to develop strategies to improve the protocol further will be implemented after the first satisfactory review. The incentive for nurses to participate in addition to the hourly wage is a free $ 100 visa gift card issued at the end of the simulation. It also implements a referral bonus if an employee receives a $ 150 bonus after successfully completing a 90-day trial period for a new employee invited by the employee. An annual vacation bonus for all medical staff is also added. We have introduced these incentives to not only acknowledge you for all the wonderful work you are doing but also to strengthen your determination to stay true to this organization, Encourage them to work.

You all played a key role in the hospital’s ability to provide elite care to the community. We know how much effort and labor is needed to do what you are doing, and we are very grateful for it. These new implementations are our way to show this appreciation by providing a solution to the tasks you face every day, as well as adding some additional benefits. Joint support, new staff, satisfying reviews, bonus incentives-this is how to correct the shortage of nurse staff, reduce unsatisfied work, and lead to staff turnover.