* Choose two issues or challenges that the leaders of today\'s health care organ
ID: 125503 • Letter: #
Question
* Choose two issues or challenges that the leaders of today's health care organizations face. Select from among the following topics:
1) Staff Shortage (Physicians, Nurses, Allied Health Providers, Ancillary Services)
2) Reorganization in Response to Merger or Consolidation of Services
3) Layoffs as a Result of Declining Revenues
4) Influx of Registry, Part-Time, and Temporary Contract Staff
5) Poor Performance Outcomes Leading to a Reduction in Medicare Reimbursement Dollars
6) Poor Job Satisfaction Rates Resulting in Turnover
* You are the manager of an ancillary service department at a large, 500+ bed hospital. Develop a proposal (750-1,200 words) that is directed toward your staff, in which you address the following:
Inform the staff of the two issues (from the topics provided) your organization is facing.
Describe the impact of these issues on your department.
Describe how improved communication, collaboration, and teamwork can improve conditions in your department.
Identify at least two examples from the required or recommended readings of techniques found to foster inclusion and improve communication and collaboration.
A minimum of three academic references from credible sources are required for this assignment.
Explanation / Answer
Developing a Shared Vision:
In the USA many healthcare facilities are affecting by nursing shortage and it is going to severe, because the given nurses are compensating these shortage by working for long hours and this situation going to complicated by the increaseing aging nursing workforce number and low unemployment shortages (Catalano, 2015).
This paper is going to adress poor job satisfaction and shortage of nurses by exploring how these problems can be tackled through the long term and long term incorporate sustained changed measures among the employees of a large 500-bed hospital. As a nursing department manager, I have to take the lead in bringing this to the attention among the staff and suggest solutions to it and this issue can highly impacted my department tremendously.
Nursing Shortage Needs:
The modern facilities in the healthcare are challenges in the meeting of adequate nurses supply and the developing solutions that are addressing critical areas in healthcare delivery systems education, , and policies(Catalano, 2015).
Nowadys the experience of nursing shortage was completely different from the one experienced in the past. The nurses shortage are mainly happens due to the several factors like modern woman career choice pursuing, shortage of support staff, age disparities in professional and and changes in global trend. The patient care environment important changes are to decrease length of stay in hospital, improvement in home care, improvement in ambulatory and acute care, availability of skilled staff, and experts (Catalano, 2015).
Key Areas to Address:
Hywowitz (2000) points at important trends to be considered in managing the nursing shortages that continues to evolve over time. First, remuneration should be given utmost consideration given that employees today balance between the value of personal time and the pay. Second, balancing professional and personal roles requires employees to be allowed to be active both at work and at home, and should not be allowed to choose between the two. Third, there is need to raise high cadre staff who should be provided with conducive working environment, and allowed enough time to participate in informal groups that suites their roles. Fourth, integrating home and work roles offer employees more freedom to handle their professional and personal lives (Couig & Kelley, 2012).
Fifth, provides for accounting for different employees needs based on ages and preferences, which has been found to give nurses autonomy, particularly when dealing with generation X employees who prefer greater autonomy and reduced bureaucracy. In fact, some employees opt for working independently which can be incorporated in temporary healthcare settings. Last, nursing shortages can be addressed through collaborative management, which increases the functions of teams by eliminating hierarchy. The arrangement allows workers autonomy to work in teams that are supervised by the manager (Couig & Kelley, 2012).
Poor Job satisfaction:
Poor job satisfaction affects workers in many ways, and can adversely impair their output and commitment to goals. A study published by the international Achieves of occupational Health found workers who reported low job satisfaction as likely to experience several other issues that affected negatively on their work. Four areas contributing to poor job satisfaction includes job related stress, poor morale, lack of productivity, and high employees turn over (Riggio, 2015).
Job related stress occurs when employees are not happy with their jobs, which may cause them to experience or report stress on the job. Employees who are happy at work are less likely to report feeling stressed out by their jobs. The nature of nursing jobs exposes employees to long working hours which when not balanced may cause burnouts and aggravate the situation (Riggio, 2015).
Second, poor job moral concerns employees who may feel miserable at their work because of sharing experiences with other employees with negative attitudes. The effects of this spread quickly at the work place, which must be remedied quickly to prevent them from affecting the overall morale at the work place (Riggio, 2015).
Third relates to lack of productivity, which often accompanies low job satisfaction and in turn may create high turnover among employees. Employees are not likely to remain in jobs that they do not enjoy doing; hence, managers are challenged to find ways of motivating employees to retain high quality staff (Riggio, 2015).
Fourth relates to low job satisfaction resulting from high employees turn over, which sooner causes employees to quit jobs they earlier enjoyed doing. This presents a challenge to companies, which may want to retain the highly qualified staff, and managers are encouraged to find new ways of increasing job satisfaction.
Solution:
Motivation needs must reconsider valuing workers and should incorporate initiatives at the local level that provides for adequate compensation and conducive working environment (Catalano, 2015). Process theories are applicable in motivating nurses with low morale, and follow endogenous theories that mediate variables such as expectancies and attitudes, which can be modified to suit workers’ needs. Relevant for the manager is to apply the four endogenous theories that promote greater outputs and boost morale.
First concerns the need to concentrate on internal processes to be mediated, which affects workers’ conditions and performances. Second involves meeting people’s expectations, which entail efforts that reward good performance, and value outcomes. This is closely related to equity theory that provides for fair conditions and commensurate inputs from both the employer and the employee (Catalano, 2015). Last, managers should seek to promote intentional goals, and base it on performance when determining employees’ commitment to goals (Catalano, 2015).
Conclusion:
Managers should understand that behaviors in the organizations are learned, and depends on the perception, attitudes and goals. Consequently, this affects emotional reactions and skills that can be reinforced through practice. Last, nursing shortages can be addressed through collaborative management, which increases the functions of teams by eliminating hierarchy. The arrangement allows workers autonomy to work in teams that are supervised by the manager. As a manager, I think this proposal is the road map to resolving the problem of nursing shortage.
References:
Catalano, J. T. (2015). Nursing now!: Today's issues, tomorrow's trends. Philadelphia, PA : F.A. Davis Company
Couig, M. P., & Kelley, P. W. (2012). Annual review of nursing research: Disasters and humanitarian assistance. New York: Springer Publishing Company.
Roussel, L., Swansburg, R. J., & Swansburg, R. C. (2006). Management and leadership for nurse administrators. Sudbury: Jones and Bartlett.
Riggio, R. ( 2015).Introduction to Industrial and Organizational Psychology. New York: Routledge
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