Improve recruitment and retention
please look at the attachments for instructions on how to write the paper. Also, I will attaching an article that HAS to be used to select a theory for my paper. A total of 4 sources, including the article I will be attaching. please use peer review nursing journal articles for all the sources.
Leadership Paper – Change Agent
As innovators, all registered nurses (RNs) act as agents of change to drive processes and policy and leverage technology to prove better, more affordable care for individuals and the community.
Evidence-based practice (EBP) seeks to integrate the expertise of individual practitioners with the best available evidence within the context of the values and expectations of clients. Prior to implementing EBP, it is important to understand the significance that organizational change and organizational culture play.
Within the nursing realm, the ANA Scope and Standards of Practice (ANA, 2015) helps frame the perspective from which nursing innovation takes place:
Nursing is the protection, promotion, and optimization of health and abilities, prevention of illness and injury, facilitation of healing, alleviation of suffering through the diagnosis and treatment of human response, and advocacy in the care of individuals, families, groups, communities, and populations. (p. 1)
The updated ANA scope and standards of practice document calls for all RNs to be leaders within the profession, working to influence policies and encourage innovation (ANA, 2015).
You are a nurse manager on Unit X in Organization Y. You have had some ideas about how to make things better on your unit or within nursing at your organization. You will be leading an innovative change project for your unit/organization.
Below are several change ideas. Choose one of them to implement on your unit/in your organization and then create a plan for the change based on the following guidelines. You will then write a 4-6 page paper.
Be sure that your change is SMART:
CATEGORIES/IDEAS
Please plan to choose your change project/innovation plan from the following main topic areas:
1) Recruitment and retention
2) Innovative technology
3) Culturally aware patient care
4) Employee engagement
5) Promoting self-care
6) Multi-generational workforce
7) The business of health care
8) Workplace violence and/or bullying
Some other ideas/topics that would be appropriate:
Decrease patient waiting times, improved patient throughput |
Hand off tools to increase communication/improve quality |
Monthly nurse recognition program |
Decreasing work related injuries |
Improving pre-procedure documentation and consent process |
Improving communication in a culturally diverse environment |
Group practice model implementation |
Improving call light response time |
Improve recruitment and retention |
Effectiveness of 8 hour vs 12 hour shifts |
Improving communication in a culturally diverse environment |
Improvements to professional training for nursing staff |
Effective patient education |
Conflict resolution |
Promoting autonomy |
Improvements to bedside shift reporting |
Nurses worldwide are engaged in innovative practice on a daily basis. In most health systems across the world, nurses provide up to 80% of primary health care and are therefore well positioned to provide critically needed innovative solutions to many global health challenges.
The aim of this paper is to increase awareness of the importance and value of innovations in nursing; provide an improved understanding of the contribution nurses make to innovation in health care; and increase understanding of the importance of creating environments that inspire innovation and help shape practice in new and improved ways.
This paper explores the concept of innovation, the inherent set of characteristics that need to be present in order for innovations to succeed, and the barriers that impede innovation from occurring.
Assignment Guidelines:
- Observe your healthcare environment focusing on areas of nursing process that are inefficient, unsafe, or problematic in nature.
- Diagnose the problem and choose a nursing change theory that suits the change you want to discuss. Choose the theory from the following assigned reading you did:
- Mitchell, G. (2013). Selecting the best theory to implement planned change. Nursing Management, 20(1), 32-37. Retrieved December 19, 2018, from http://home.nwciowa.edu/publicdownload/Nursing%20Department%5CNUR310%5CSelecting%20the%20Best%20Theory%20to%20Implement%20Planned%20Change.pdf
- Propose a detailed plan based on your chosen change theory explaining how to implement change.
- Develop criteria to evaluate the effectiveness of the plan and include a timeline for your change proposal.
- Finally, reflect on how your change affects the nursing profession.
General Guidelines
- The paper should include the Mitchell (2013) article and your textbook as primary sources and include at least three additional peer reviewed nursing journal articles.
- Citations should be in your own words and not direct quotes. Direct quotes are meant to provide evidence and reinforcement to the points you are making, not to be the main content of your paper.
- Include a title page, running head, appropriate headings, and reference page; no abstract is needed.
Step 1: Choose your innovative change. Submit the following to the instructor for approval to the appropriate Dropbox by 11:59 pm on July 28, 2019.
- Problem: What is the key issue/problem you are addressing?
- Intervention: What is your innovative change stated as a SMART goal?
- Outcome: What results will you expect if your innovative change is successfully implemented?
Step 2: Submit your Leadership Paper for submission to the appropriate Dropbox by 11:59pm on Sunday, August 18, 2019 using the template paper and saving your paper as:
Last name_First name_Leadership Change Paper
General Outline - See the templated paper
References
American Nurses Association. (ANA). (2015a). Nursing: Scope and standards of practice (3rd ed.). Silver Spring, MD: Author.
Hughes, F. (2006). Nurses at the forefront of innovation. International Nursing Review, 53(d), 94-101. https://doi.org/10.1111/j.1466-7657.2006.00463.x
Improve Recruitment and Retention
Name
Institution
Due Date
Improve Recruitment and Retention
For a majority of hospitals, the goal is to always enhance patient outcomes. However, this goal can be hampered if issues at the recruitment stage are not handled well. The recruitment stage gifts a hospital the chance to ensure that both its short and long-term vision and goal are achieved. Additionally, recruitment offers hospitals a chance to deal with the problem of nursing shortage. Nursing shortage is one of the chief issues that impact patient outcomes. When a hospital cannot fill the available positions within the nursing department, it becomes incredibly difficult to enhance healthcare outcomes. Two other issues that compound the above problem is the inability of an organization to attract top talent as well as retain this top talent. When an organization has not built a conducive home for its employees, it becomes incredibly difficult to attract more talent. Aside from the above, there is also a likelihood that turnover rates may also increase as employees look for better organizations. So, in this article, the focus will be on how the recruitment process can be enhanced with a keen interest in also how turnover rates can be curtailed. With its five phases, Rogers planned change theory fits best with the issue under study.
Assessment and Diagnosis of the Problem
With patients’ wellbeing at stake, attracting and maintaining top-notch nurses is indeed crucial. However, as many hospitals come to discover, there is intense competition for quality talent. Additionally, in-house problems can also lead to more problems with regard to the retention of this top talent. After attracting the top talent, it is crucial that organizations be able to build environments that encourage their employees to stay. Rising turnover can be costly to the organization. According to the National Healthcare Retention & RN Staffing Report (2016), the turnover cost a hospital incurs after losing a bedside RN is between $37,700 and $58,400. These are huge numbers that hospital should be wary of, and thus institute plans to help alleviate the problem. Every negative change in the percentage of RN turnover leads to an additional cost for the hospital. The National Healthcare Retention & RN Staffing Report (2016) indicates that in 2015, there was an increase in turnover rates for bedside RNs from 16.4% in 2014 to 17.2% in 2015. These are alarming rates considering the estimated cost for the loss of even a single RN.
But, why is the above a problem? Why are hospitals unable to retain top talent and are even losing on some of their most loyal employees? Well, a few factors come to mind but in this article special attention will be given to the problem of work/life balance and career progression. Often, organizations tend to put a lot of focus on the attainment of their goals. However, this can also lead to the neglect of their employees who are their most crucial assets. The consequential effect is that attracting top talent continues to become a problem and retention rates continue to reduce. In their study which focused on nurses on Japan hospitals, Makabe and Rakagai (2015) note that an organization will start losing its workers when a majority feel like a greater proportion of their life is made up of their working life. The above, of course, create a work-life imbalance and this can eventually lead to more resignation letters and reduced job satisfaction. All employees yearn for growth in their private life as much as they yearn for growth in their working life. However, when an organization appears to infringe on their private life, then the resulting effect is that many will choose to resign.
Aside from work-life imbalance, there is also the issue of career progression which many employers are in the habit of neglecting. Not all employees want to be in the same position, working for the same department for the rest of their lives. Some employees are mindful of how their careers are progressing and any instance of support from their management goes a long way in keeping them happy and satisfied in their current positions. In their article, Price and Reichert (2017) note that continual training of nurses, as well as education, are directly linked to job satisfaction. The two also discovered that nurses consider hospital working environments as healthy when they are invested in the professional development of their employees. People do not want to remain stagnant in their positions. Many wish to grow but never seem to find growth opportunities in their current workplaces. So, the only option left is usually leaving. Management has to be mindful of their employees’ wishes and institute measures to help ensure that all employees feel appreciated. Their career goals must also be fitted within the plans of the management.
Solution Description
One of the solutions for the two issues under study is the introduction of 8-hour shifts for nurses who are still under the 12-hour shifts. With 8-hour shifts, nurses will have more time to spend with their families or their private lives. Differences between 8 and 12-hour shifts are quite evident when it comes to aspects such as sleep, physical wellbeing, and social wellbeing. In her article, Banakhar (2017) notes that for nurses with families, more time with their loved ones is a factor that enhances their job satisfaction. So, managers as the main chang...
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