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Directions:
The strategic planning process provides the leader with an opportuni
Directions:
The strategic planning process provides the leader with an opportunity to resolve an issue. As you consider the strategic planning process, identify current challenges in nursing practice. Discuss the challenge identified using the format of a SWOT analysis. Who would you involve in the SWOT analysis and what is your recommendation for change?
Suad Mohamed
4/5/24, 8:39 PM
NEW
Hey Class,
I’ll be discussing the nursing staff shortage.
Strengths: One notable strength in addressing the nursing staff shortage is the steadfast dedication and resilience exhibited by existing nursing professionals. Despite facing immense challenges, nurses continue to provide high-quality care to patients. Additionally, there are opportunities to leverage technological advancements within healthcare to streamline processes and enhance efficiency. Integrating innovative technologies can empower nurses to work more effectively, potentially alleviating some of the burdens associated with staff shortages.
Weaknesses: However, there are several weaknesses that exacerbate the nursing staff shortage. One significant weakness is the strain placed on existing nursing staff, leading to burnout and decreased quality of patient care. Additionally, limited resources and budget constraints hinder efforts to recruit new nurses or retain current ones. Without adequate support and resources, addressing the shortage becomes increasingly challenging, perpetuating the cycle of understaffing and overburdened nurses.
Opportunities: Despite the challenges, there are opportunities to address the nursing staff shortage. One opportunity lies in the adoption of innovative staffing models and technologies. Telehealth and remote monitoring, for example, present opportunities to extend the reach of nursing care and optimize resource allocation. Moreover, expanding nursing education programs can help increase the pool of qualified professionals entering the field, thereby addressing long-term staffing needs.
Threats: Several threats pose ongoing challenges to addressing the nursing staff shortage. The continued strain on healthcare systems, exacerbated by factors such as the COVID-19 pandemic, presents a significant threat. Furthermore, competition for skilled nursing professionals from other industries further intensifies the shortage. Without comprehensive and timely interventions, there is a risk of decreased patient satisfaction and compromised safety outcomes, posing significant threats to overall healthcare quality.
To address this challenge effectively, key stakeholders such as nurse managers, educators, healthcare administrators, and policymakers should be involved in the analysis. It is recommended to prioritize investment in nurse recruitment and retention strategies, including competitive salaries, comprehensive support for staff well-being, and advocacy for policy changes to address systemic issues contributing to the shortage. This approach is supported by research emphasizing the importance of organizational support and policy interventions in mitigating nurse shortages (Cho, S. et al., 2021).
References
Cho, S., Kim, Y. S., & Choi, M. (2021). Factors affecting nurse staffing levels and nursing outcomes: A systematic review. Journal of Nursing Management, 29(4), 829-839. https://doi.org/10.1111/jonm.13232
Edited by Suad Mohamed on Apr 5, 2024, 8:41:30 PM
Reply | Show Replies (1) NEW
Jamie
4/3/24, 7:11 PM
NEW
The challenge I chose to further research is burnout. This has been a persistent issue within healthcare, but it has been exasperated by the challenges brought forth by COVID-19. Burnout can lead to high turnover, which ultimately compromises patient safety and quality patient care (Shah, 2021). Burnout can also lead to healthcare workers experiencing depression, chronic fatigue, and leaving the profession altogether. Studies have consistently found the same issues that lead to high rates of burnout- 1. Time pressures 2. Chaotic work environments with little control 3. Unfavorable organizational culture (Linzer, 2017).
Strengths: The first solution to combat burnout is for hospitals to set boundaries between work and home life (Linzer, 2017). This can be done by capping overtime hours and setting a safe patient-nurse ratio. Having safe staffing ratios improves care and lessens stress (Linzer, 2017). Another solution to preventing burnout is to create a supportive workplace and foster a healthy environment. This could include cutting out gossip and having present and supportive leadership (Linzer, 2017).
Weaknesses: In healthcare settings that are in high demand, staffing shortages and burnout may lead to the requirement for overtime hours, which would challenge capping hours. Another weakness is that fostering the culture within a healthcare facility and environment is comprehensive and requires consistent support and initiation from faculty.
Opportunities: Collaborating with community organizations in areas like counseling, mental health support, or mentoring. These resources could help promote well-being, reduce burnout, and foster a supportive work environment (Shah, 2021).
Threats: As previously mentioned, burnout can also lead to healthcare workers experiencing depression and chronic fatigue. The stigma of mental health alone can discourage people from seeking the care they need, ultimately exasperating the problem.
Addressing burnout in healthcare settings requires a multifaceted approach. Involving healthcare administrators, providers, human resources, members from all healthcare fields, and community organizations would be essential to addressing the systemic issues, followed by implementing policies that promote work-life balance, challenging excessive workloads, and offering resources to wellness programs (Shah, 2021).
References:
Linzer, M. (2017). Improving Working Conditions Reduces Physician Burnout. Agency for Healthcare Research and Quality. https://www.ahrq.gov/funding/grantee-profiles/grtprofile-linzer.html
Shah, M. K., Gandrakota, N., Cimiotti, J. P., Ghose, N., Moore, M., & Ali, M. K. (2021). Prevalence of and Factors Associated With Nurse Burnout in the US. JAMA network open, 4(2), e2036469. https://doi.org/10.1001/jamanetworkopen.2020.36469
Sage
4/3/24, 7:01 PM
NEW
There are many current challenges in nursing practice; however, the challenge that I will be providing a SWOT analysis for is workplace violence in nursing. As stated by the American Nurses Association (ANA), “Nurses are at high risk for assaults and violence in the workplace due to their close proximity to patients. According to a Press Ganey Survey Report (2021), two nurses per hour are assaulted in the acute care setting” (ANA, 2022).
S: Strengths- Thus far, one of the only strengths of this challenge is the growing recognition, awareness, and acknowledgment of workplace violence and its high prevalence and incidence among healthcare staff. There are also several bills and acts working towards addressing this issue, including bill H.R 1195, the Workplace Violence Prevention for Health Care and Social Workers Act, which passed in 2021 and requires the Occupational Safety and Health Administration (OSHA) to create enforceable safety standards by 2025 (Jones, 2021).
W: Weaknesses- Unfortunately, despite those strengths, many weaknesses contribute to this challenge. One of the most significant issues is underreporting by nurses/healthcare workers (Only 20-60% of incidents are reported). The American Nurses Association refers to workplace violence as an “under-reported epidemic” with “devastating results on the healthcare industry” (ANA, 2022). Many individuals who experience workplace violence do not report their incidences due to fear of retaliation, lack of support, or a belief that violence “comes with the job.” Additionally, a lack of training in responding to violent situations or de-escalating threats, inadequate/short staffing, and insufficient policies that lack enforcement also contribute to the problem (Jones, 2021).
O: Opportunities- That said, there are many opportunities that healthcare facilities and employers can take to help combat this problem, including the use of technology, legislation and policy change, and education and training. Although facilities should already have these in place, panic/duress buttons, surveillance cameras, weapon screenings, risk assessments, and improved communication systems can enhance nurse safety and allow nurses to call for help before an incident occurs (Sarnese, 2024). As previously mentioned, a lack of training in responding to violent situations or de-escalating threats is a weakness of this challenge. Healthcare facilities, hospital systems, and employers should take this opportunity to improve their education and training programs for nurses and all healthcare staff on violence protection, conflict resolution, and self-defense. Should an incident occur, there should also be better guidelines and procedures for reporting the incident and seeking help.
T: Threats- Unfortunately, this challenge is complicated and multifactorial, in which increasing healthcare demands, inadequate staffing, societal acceptance of aggression towards healthcare workers, and an increase in patients with untreated mental health issues all contribute to the risk of violence. The article Workplace violence against nurses: a narrative review also states, “Other factors that increase the risk of violence in health-care settings include increased workplace stress, novice nurses, shift jobs, and understaffing. These situations can lead to delayed care for patients and they might take these situations as negligence of nurses causing the violence. Similarly, other important components of violence are a patient’s viewpoint regarding the nurse and their role. They have a specific role for a nurse and violence occurs when those roles are not played out as the patient wishes. Being a female dominant profession also puts nurses at risk of workplace violence. We live in a patriarchal society and nurses have been subject to violence since the beginning of time” (Kafle et al., 2022).
Nursing staff, healthcare professionals, hospital/healthcare facility management, human resources, OSHA, policymakers, and the general public (voters) should be informed of and involved in the SWOT analysis to help create positive change.
References
Jones, M. (2021, May 17). Preventing workplace violence in Healthcare. American Association of Critical-Care Nurses (AACN). https://www.aacn.org/blog/preventing-workplace-violence-in-healthcare
Kafle, S., Paudel, S., Thapaliya, A., & Acharya, R. (2022). Workplace Violence Against Nurses: A narrative review. Journal of Clinical and Translational Research. https://doi.org/10.18053/jctres.08.202205.010
Sarnese, P. (2024, March 15). Utilizing Technology to Fuel A workplace violence prevention program. Security Magazine RSS. https://www.securitymagazine.com/articles/100516-utilizing-technology-to-fuel-a-workplace-violence-prevention-program#:~:text=The%20duress%20buttons%20and%20real,tracking%20or%20nurse%20call%20systems.
Workplace violence/end nurse abuse. American Nurses Association (ANA). (2022). https://www.nursingworld.org/practice-policy/work-environment/end-nurse-abuse/
Edited by Sage
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