Write an essay that addresses the following: 1. An in-depth examination of a hospital administration problem. 1. Makes sure to provide a clear description of why this is a problem and how it effects the overall hospital. 2. Provide the most up to date descriptive statistics. (Note: You can select the same health problem as in your case assignment or elect to learn about a new problem). 2. Present a sampling strategy you will use to examine this problem. 3. Provide two hypotheses (null and alternative) focused on your topic. Make sure to use correct symbols in your write up. 4. In a perfect world you would have a normal distribution and have met all the assumptions necessary. In this case, identify and present an analytical plan by outlining a statistical test that you will use to assess your hypotheses. You can select more than one test (which is likely to happen). Provide an overview of the test(s) you plan to use and what variables (and their level of measurement) will be used. Provide justification for the selection of this test. In other words, discuss why you would use the test(s) to assess this problem. 5. Identify at least 2 methods of disseminating your findings using visuals. How would you use the data you have to promote positive health behaviors? What type of visuals/infographics will you be use? 6. Conclude your essay with your perspective on the assignment and the course.

High Employee Turnover in Hospitals Student Name Institutional Affiliation Date High Employee Turnover in Hospitals Introduction Healthcare workers are the most critical asset a healthcare facility has. The staff members are responsible for achieving the objectives of a healthcare facility. Despite their importance, hospitals around the world, including in developed countries continue to experience a high staff turnover. High employee turnover is a pervasive and multifaceted challenge hospitals worldwide face, significantly impacting their organizational capability, financial performance, and patient care quality. As an administrative issue, high employee turnover needs careful examination, considering its importance in hospitals. Gaining a deeper understanding of the complexities of employee turnover in hospitals is instrumental in developing evidence-based strategies to improve retention rates, enhance patient care, and create a more stable and supportive environment for healthcare professionals. This research delves into the issue of high employee turnover in hospitals, examining the current statistics and proposing research on strategies to mitigate the issue. The Problem Employee turnover is the rate at which employees leave an organization within a specified period. In a hospital setting, turnover can occur across various levels and departments, affecting both clinical and non-clinical staff. The clinical staff includes physicians, nurses, and allied healthcare professionals, while non-clinical workers include administrative staff and support personnel who contribute to the smooth flow of hospital operations. The high turnover is a result of a combination of individual, organizational, and external factors. Inadequate compensation and benefits are a major contributor to the high employee turnover in hospitals (Ran et al. 2020). When employees feel that their salaries do not match the workload or the complexity of the care offered, they can leave to consider other industries where their skills will be appreciated. Where employees feel that benefits like health insurance, retirement plans, and part-time off are inadequate, they are more likely to leave their jobs in search of other places with more benefits. Additionally, excessive workload and burnout are a major cause of high turnover in hospitals. Due to the high turnover, the remaining staff are forced to deal with an increasing workload to fill the gap created by the decreasing staff numbers (Rajan, 2021). Moreover, poor management in hospitals, including inadequate staff, poor communication, and the failure to address employee concerns lead to job dissatisfaction. Employees may be forced to leave hospitals to find more supportive work environments. High employee turnover in hospitals has adverse effects. Firstly, it hurts the quality of patient care. Frequent staff changes disrupt the continuity of care as new workers are not familiar with patient histories or the specific procedures in the new workplaces. The discontinuity exposes patients to medical errors, reduces their satisfaction, and potentially compromises patient safety (Mathisen et al., 2021). The loss of experienced staff reduced the ability of hospital staff to mentor newer employees, affecting the transfer of skills and experience. Secondly, high employee turnover leads to operational disruptions. The departure of a large number of employees within a short time requires the commencement of recruitment, hiring, and training processes, which are time-consuming and resource-intensive. Before the new employees settle down and take over key responsibilities, the existing experienced staff have to bear with the increased workload, leading to reduced efficiency of hospital operations. The workload imbalances increase stress among the remaining hospital staff, adversely affecting the way hospitals operate (Mathisen et al., 2021). Thirdly, the high turnover increases operational costs for healthcare facilities. Recruiting and training new staff requires advertising for new positions, undertaking interviews, and setting aside resources for training and orientation. At the same time, when staff members leave, hospitals have to incur costs like overtime pay for the remaining staff, significantly increasing their operational costs. Thirdly, a high turnover reduces the morale of the remaining healthcare staff. The departure of many staff members creates a feeling of instability and uncertainty among the remaining staff, hence decreasing job satisfaction and engagement. Such an environment reduces the morale of the remaining staff and negatively affects their ability to maintain cohesive teams. Statistics A Statista (2023) report indicates that the staff turnover rate in the US was 16.2% in 2016. In 2020, the rate of staff turnover had increased to 19.5% which represents a 1.7% increase. In particular, the increase was accelerated by the COVID-19 pandemic, which overwhelmed hospital staff and facilities, putting a strain on healthcare professionals, and prompting more exodus. Primary care physicians are rated as having the highest rates of burnout among physician specialists, with more than 50% of them in the US indicating high levels of burnout (Reith, 2018). This is because they operate in areas that require them to work more than the other healthcare providers. Primary care providers like nurses are critical since they are directly responsible for the care of patients. Without the primary care providers, healthcare facilities are unable to operate effectively. Data demonstrates regional variations in staff turnover with factors like local economic conditions, availability of healthcare professionals, and regional healthcare policies playing a major role. Rural hospitals show higher turnover rates compared to urban hospitals because of problems in attracting and retaining healthcare professionals (Liu et al., 2019). In the...