Targeted to senior leadership to educate them on the proposed plan for implementation.
Create an executive summary that provides details on the following:
Purpose of the project is to educate the senior management about nursing staffing shortage in general. The project will look at deficit causes, how to curb the shortages and the impacts brought by the shortages. Universally, Magnetic prestige is becoming one of the beleaguered goals in many hospices and attaining this mission; the quality declaration is gaining reputation day by day. In that esteem, administrators are certifying quality care amenity by the staff. Among hospital’s workers, nurses are the front-line caregiver, as they encompass larger professional group within healthcare scenery and have been accepted by the public as the most trusted vocation (Abruzzese 1996, p97). Furthermore, superintendents also believe that nursing staffs are the valuable spring to sustain high eminence of the hospital. However, few adversaries think; quality reassurance can maintain by shorting nursing staff. I differ, to retain hospital excellence and to prevent disadvantageous effects on patient, staff, and infirmaries; sufficient nursing staff is a critical factor. In addition, from many decades, health scientists have reported association between adequate nurse staffing and positive hospital outcome. Therefore, I firmly trust that shortage of nursing staff harmfully impact quality hospital assurance on three major areas which are imperilled of patient's life, the displeasure of nursing staff and ineffective mechanism of hospital cost.
Organized interviews are steered with a well-designed form already reputable. Researchers, in its place of respondents, fill in customs and in which it differs from questionnaires. While this method is more expensive, more complex questions can be asked, and data can be authenticated as it is collected, improving eminence of the data. Interviews tend to start with a variety of data sources over alternative media, such as by phone or in person (Buchan et al. 2013).
Types of data collection measures in the application are the questionnaires and interviews. In dissimilarity with interviews, where an interviewer poses questions unswervingly, questionnaires refer to procedures filled in by respondents unaccompanied. Questionnaires are passed physically or sent by mailing and later collected by a stamped addressed wrapper. This technique can be adopted for the entire populace or sampled segments. In the case of my project, I found the questionnaire to be the most appropriate form of data gathering method as it is not much expensive as compared to interviews schedules where one needs to travel in person to meet the respondents. In an interview, respondents may feel uncomfortable in sincere answering the questions smeared to them because of direct contact with the interviewer, which is not the case in questionnaire method. By, that reason I concluded that questionnaire was the best method of them hence its application.
Questionnaires may be used to gather regular or infrequent tedious data and data for dedicated studies. Some data often gained through questionnaires include the working condition of staffs, the ratio of nurses to patients among other.
The milestone of quality to be set in the project is the facet of the quality measurement voyage in deciding what actions will take place from results of the data examination. According to (Keating, 2014, p562), data deprived of a context for accomplishment can work only to pass judgment or sit in an account on someone’s shelf. Quality upgrading is about taking achievement to make things healthier for those served. Measurement theatres a critical role in this drive, but measurement unaccompanied will not change gears. In nursing staffing shortage discussion, what considered most is the quality of services offered to the clients who visit the infirmaries making sure they are served to their satisfaction.
Information technology can be applied in ensuring workflow management is efficiently catered. These tools help to coordinate the numerous, instantaneous processes of caring for patients with certain tasks to individual work slants, monitoring to safeguard each task is accomplished, and notifying when tasks nosedive. These IT tools sustenance nurses in critical procedures, such as medication administration, admission, patient circumnavigating, and emancipation and transfer functions among others. Communication support tools also provide marvellous support to nurses and hospital at large and for the reason management should ensure Information Technology application in their institutions (Twigg & McCullough 2014, p92).
External benchmarks should always be applied but only from those institutions which are far much ahead than them. External benchmarks help the administration in working out using the same measures employed by substitute organizations to yield high results as when compared to the currently used measures. However, internal benchmarks also are applied in ensuring they improve performance to a high level by gauging their measures from other successful departments within the organization.
The timeframe of evaluation and re-evaluation should be adequate to facilitate effective working by the administration hence analysing the findings appropriate and coming up with measures that will yield better results in future. Nursing staffing shortage is a complex and useful project that should be considered valid in health organizations hence more time is required in deciding on any measure in the application. Less duration in making decision impacts shortcomings, that in turn fails accomplishment of the set goals in most firms and it should be greatly discouraged.
The key players in the project are all the stakeholders in the health organizations. The stakeholders comprise of senior management, the board of governors, staffs, subordinate staffs and the patients seeking services in those health firms. In ensuring efficient running of the research, it is advisable for consulting every stakeholder's unit to hear their say about the topic under consideration. Key players are the people who will give out their say on how to run the organization according to their satisfaction. Nursing staffing shortage aspect tends to put into consideration to ensure every task is carried out appropriately at the right time in the right strategy (Chan et al. 2013).
Abruzzese, R. S. (1996). Nursing staff development: Strategies for success. Mosby Inc.
Buchan, J., Duffield, C., & Jordan, A. (2015). ‘Solving’nursing shortages: do we need a New Agenda?. Journal of nursing management, 23(5), 543-545.
Chan, Z. C., Tam, W. S., Lung, M. K., Wong, W. Y., & Chau, C. W. (2013). A systematic literature review of nurse shortage and the intention to leave. Journal of nursing management, 21(4), 605-613.
Griffiths, P., Dall’Ora, C., Simon, M., Ball, J., Lindqvist, R., Rafferty, A. M., ... & Aiken, L. H. (2014). Nurses’ shift length and overtime working in 12 European countries: the association with perceived quality of care and patient safety. Medical care, 52(11), 975.
Keating, S. B. (Ed.). (2014). Curriculum development and evaluation in nursing. Springer Publishing Company.
Twigg, D., & McCullough, K. (2014). Nurse retention: a review of strategies to create and enhance positive practice environments in clinical settings. International journal of nursing studies, 51(1), 85-92.
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