Organizational Policies and Practices Responses
Organizational Policies and Practices Responses
I sent the attach with the instruction about responding to 2 students Follow the rubric as professor want to grade this 2 responses 1 page to 1 1/2 paper long, APA style tutor must be good in nursing topic. Master Acute APRN.
Module 2: Professionalism (Week 3)
Learning Objectives
Students will:
- Analyze the impact of competing needs of workforce, resources, and patients on policy development
- Analyze the impact of competing needs on healthcare issues/stressors
- Analyze policies and practices for healthcare issues/stressors
- Critique organizational policies and practices for ethical considerations
- Recommend policy or practice changes to balance competing needs and ethical considerations
Respond paper: Organizational Policies and Practices to Support Healthcare Issues
Quite often, nurse leaders are faced with ethical dilemmas, such as those associated with choices between competing needs and limited resources. Resources are finite, and competition for those resources occurs daily in all organizations.
For example, the use of 12-hour shifts has been a strategy to retain nurses. However, evidence suggests that as nurses work more hours in a shift, they commit more errors. How do effective leaders find a balance between the needs of the organization and the needs of ensuring quality, effective, and safe patient care?
In this Discussion, you will reflect on a national healthcare issue and examine how competing needs may impact the development of polices to address that issue.
To Prepare: Organizational Policies and Practices Responses
- Review the Resources and think about the national healthcare issue/stressor you previously selected for study in Module 1.
- Reflect on the competing needs in healthcare delivery as they pertain to the national healthcare issue/stressor you previously examined.
By Day 3 of Week 3
Discussion Post an explanation of how competing needs, such as the needs of the workforce, resources, and patients, may impact the development of policy. Then, describe any specific competing needs that may impact the national healthcare issue/stressor you selected. What are the impacts, and how might policy address these competing needs? Be specific and provide examples. Organizational Policies and Practices Responses
Tutor will Respond to at least two of your colleagues on two different days by providing additional thoughts about competing needs that may impact your colleagues’ selected issues, or additional ideas for applying policy to address the impacts described. Check the rubric below for grading details!!!
Student # 1 K M
RE: Discussion – Week 3
Organizational Policies and Practices to Support Healthcare Issues
Competing needs, such as the needs of patients, workforce and resources may impact the development of a policy because the competing needs should align with the agenda that policy is advocating for. For example, a policy addressing adequate nurse staffing is required to meet the patient and workforce needs while minimizing financial cost. According to Lopez et al., (2015), the effective utilization and deployment of the workforce are of great importance to ensure efficient delivery of healthcare services in terms of quantity, quality, and cost.
Failure effectively deploys and utilizing the workforce to do so might lead to a shortage or oversupply of clinical staff. For example, an oversupply of clinical staff might result in economic inefficiencies along with misallocated resources under the guise of adequate staffing. The shortage of staff relates to numerous negative impacts, including lower quality and quantity of care because there are few resources to offer the essential services; work overload of the available nurses leading to burnout, eventually compromising patient safety; and longer waiting times because of inadequate staff leading to preventable patient deaths (Lopez et al., 2015). Organizational Policies and Practices Responses
Specific competing needs that may impact workload
A good fit between nursing staff and patients’ needs are specific competing needs that may impact workload as a national healthcare issue Organizations are exploring schemes of ensuring a good balance amid nursing staff expertise and size and patient needs to ensure quality and safe care along with outstanding services to patients while ensuring operating costs are sustainable (van den Oetelaar et al, 2016). Organizational Policies and Practices Responses
van den Oetelaar et al (2016) claim that nursing capacity should be optimally matched to the needs of patients which is achievable through a sensible and fair distribution of nurses in units, leading to a workload that is equally distributed and manageable for the nursing staff. This necessitates a good balance between nursing staff and patients’ needs. One scheme of ensuring an appropriate balance is the managing workload for nursing staff. These assists balance the needed resources with the available resources, which in turn averts additional costs for overstaffing a unit and averts a decline in employee engagement or patient experiences by understaffing a unit. Organizational Policies and Practices Responses
The impacts and how policy might address these competing needs
Workload has an impact on both patient and staff needs as well as an organization’s resources. High causes burnout which leads to errors and poor patient outcomes. High workload also has an impact on nurse job dissatisfaction and burnout, and the intention of nurses to leave. High nursing staff turnover resulting in increased costs for using temporary employees or training new nurses (van den Oetelaar et al., 2016).
A policy might address these competing needs by ensuring an optimal nurse to patient ratio which can improve nurse staffing in organizations and improved care outcomes for patients. The policy can outline a particular nurse to patient ratio depending on the type of unit within a healthcare facility. For instance, the ratio for a surgical and medical unit can be 5: 1, meaning one nurse will be assigned to five patients at most, while in the intensive unit ratio can be 2:1. As suggested by Livanos (2015), having a staffing policy in a facility can improve the working conditions for the nursing staff as well as the superiority and safety of care. In turn, costs of adhering to the ratios can be offset by, less need for training new nurses or temporary nurses and reduced turnover of the nursing staff. Organizational Policies and Practices Responses
References- Organizational Policies and Practices Responses
Livanos, N. (2018). A Broadening Coalition: Patient Safety Enters the Nurse-to-Patient Ratio Debate. Journal of Nursing Regulation, 9, 68-70.
Lopes, M., Almeida, Á., & Almada-Lobo, B. (2015). Handling healthcare workforce planning with care: Where do we stand? Human Resources for Health, 13(1). https://doi.org/10.1186/s12960-015-0028-0
van den Oetelaar, W. F., van Stel, H. F., van Rhenen, W., Stellato, R. K., & Grolman, W. (2016). Balancing nurses’ workload in hospital wards: study protocol of developing a method to manage workload. BMJ open, 6(11), e012148. https://doi.org/10.1136/bmjopen-2016-012148
Student #2 M S
RE: Discussion – Week 3
One problem that has been prevalent since the early days of standardized healthcare has been the implementation and maintenance of patient-to-staff ratios and how they affect patient care. Unfortunately, as the health care system continues to grow and the number of patients continue to exponentially increase, there has been a direct detrimental effect on what most nurses would call safe patient staffing ratios. This issue of more and more patients per nursing staff can cause multiple, detrimental effects on the staff, including fatigue, unhealthy work conditions, and health complications, primarily obesity. In 2020, the National Academy of Medicine investigated the relationship between staffing ratios and nursing burnout. They found that between 35-54% of nurses and physicians currently exhibit signs and symptoms of clinician burnout (National Academy of Medicine, 2020). Organizational Policies and Practices Responses
The correlation of obesity, highly stressful workplaces, and little to no breaks during the work day are continually being researched and evaluated. In June of 2018, Preventive Medicine Reports determined that approximately 1/3 of all working adults in the US fall into the BMI category of either overweight or obese. Of this population, healthcare workers are some of the most affected, especially as they continue to work 12 hour shifts throughout the week. According to results of the study, occupations in intermediate activity occupations, when working long hours, were at the greatest risk for obesity (Cook and Gasmararian, 2018). Organizational Policies and Practices Responses
In light of these issues that are shown to play a detrimental role in patient outcomes and health care worker health-promotion, some of the most influential change can be accomplished by facility policy makers. One such policy maker, Ms. Linda Vuong of the American Journal of Nursing (2020), tells us that a potential resolution to this problem is a bill recently submitted, titled HR 2581. This bill, called the nursing staffing standards for hospital patient safety and quality Care Act, was introduced to the United states House of Representatives in 2019 (Vuong, 2020). This bill has the potential to allow policy makers to influence the hiring standards of health care organizations in order to allow safer patient staffing ratios and is a direct representation of the needs of the workforce impacting the development of policy. Organizational Policies and Practices Responses
Resources- Organizational Policies and Practices Responses
Cook, M. A., & Gazmararian, J. (2018). The association between long work hours and leisure-time physical activity and obesity. Preventive Medicine Reports, 10, 271–277. https://doi-org.ezp.waldenulibrary.org/10.1016/j.pmedr.2018.04.006
National Academies of Sciences, Engineering, and Medicine. (2019). Taking Action Against Clinician Burnout: A Systems Approach to Professional Well-Being. Washington, DC: The National Academies Press. https://doi.org/10.17226/25521.
Vuong, L. (2020). Staffing Ratios and Burnout. AJN, American Journal of Nursing, 120(5), 13. doi: 10.1097/01.NAJ.0000662724.83879.81.
Learning Resources- Organizational Policies and Practices Responses
Required Readings- Organizational Policies and Practices Responses
https://www.nursingworld.org/coe-view-only
Note: Review all, with special attention to “Provision 6” (pp. 23–26).
Required Media- Organizational Policies and Practices Responses
Laureate Education (Producer). (2012). Ethical, Moral, and Legal Leadership [Video file]. Baltimore, MD: Author.
–Downloads– Download Video w/CC Download Audio Download Transcript
Laureate Education (Producer). (2009b). Working with Individuals [Video file]. Baltimore, MD: Author.r –Downloads– Download Video w/CC Download Audio Download Transcript. Organizational Policies and Practices Responses
See Rubric Detail for grading- Organizational Policies and Practices Responses
| Excellent | Fair | Poor | ||||
| Main Posting | 45 (45%) – 50 (50%)
Answers all parts of the discussion question(s) expectations with reflective critical analysis and synthesis of knowledge gained from the course readings for the module and current credible sources. Supported by at least three current, credible sources.
Written clearly and concisely with no grammatical or spelling errors and fully adheres to current APA manual writing rules and style. |
35 (35%) – 39 (39%)
Responds to some of the discussion question(s). One or two criteria are not addressed or are superficially addressed. Is somewhat lacking reflection and critical analysis and synthesis. Somewhat represents knowledge gained from the course readings for the module. Post is cited with two credible sources. Organizational Policies and Practices Responses Written somewhat concisely; may contain more than two spelling or grammatical errors. Contains some APA formatting errors. Organizational Policies and Practices Responses |
0 (0%) – 34 (34%)
Does not respond to the discussion question(s) adequately.
Lacks depth or superficially addresses criteria.
Lacks reflection and critical analysis and synthesis.
Does not represent knowledge gained from the course readings for the module.
Contains only one or no credible sources.
Not written clearly or concisely.
Contains more than two spelling or grammatical errors.
Does not adhere to current APA manual writing rules and style. |
|||
| Main Post: Timeliness | 10 (10%) – 10 (10%)
Posts main post by day 3. |
0 (0%) – 0 (0%) | 0 (0%) – 0 (0%)
Does not post by day 3. |
|||
| First Response | 17 (17%) – 18 (18%)
Response exhibits synthesis, critical thinking, and application to practice settings. Organizational Policies and Practices Responses Responds fully to questions posed by faculty. Provides clear, concise opinions and ideas that are supported by at least two scholarly sources. Organizational Policies and Practices Responses Demonstrates synthesis and understanding of learning objectives. Communication is professional and respectful to colleagues. Responses to faculty questions are fully answered, if posed. Response is effectively written in standard, edited English. Organizational Policies and Practices Responses |
13 (13%) – 14 (14%)
Response is on topic and may have some depth. Responses posted in the discussion may lack effective professional communication. Responses to faculty questions are somewhat answered, if posed. Response may lack clear, concise opinions and ideas, and a few or no credible sources are cited. |
0 (0%) – 12 (12%)
Response may not be on topic and lacks depth.
Responses posted in the discussion lack effective professional communication.
Responses to faculty questions are missing.
No credible sources are cited. |
|||
| Second Response | 16 (16%) – 17 (17%)
Response exhibits synthesis, critical thinking, and application to practice settings. Responds fully to questions posed by faculty. Provides clear, concise opinions and ideas that are supported by at least two scholarly sources. Demonstrates synthesis and understanding of learning objectives. Communication is professional and respectful to colleagues. Organizational Policies and Practices Responses Responses to faculty questions are fully answered, if posed. Organizational Policies and Practices Responses Response is effectively written in standard, edited English. |
12 (12%) – 13 (13%)
Response is on topic and may have some depth. Responses posted in the discussion may lack effective professional communication. Responses to faculty questions are somewhat answered, if posed. Response may lack clear, concise opinions and ideas, and a few or no credible sources are cited. |
0 (0%) – 11 (11%)
Response may not be on topic and lacks depth.
Responses posted in the discussion lack effective professional communication.
Responses to faculty questions are missing.
No credible sources are cited. |
|||
| Participation | 5 (5%) – 5 (5%)
Meets requirements for participation by posting on three different days. |
0 (0%) – 0 (0%) | 0 (0%) – 0 (0%)
Does not meet requirements for participation by posting on 3 different days. |
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| Total Points: 100 | ||||||
Name: NURS_6053_Module02_Week03_Discussion_Rubric