Margo Halm’s article, “ The Influence Of Appropriate Staffing And Healthy Work Environments On Patient And Nurse Outcomes ”, connects staffing with healthy working environments by theorizing how an imbalance of the staff to patient ratio due to an influx of admission rates, consequentially affect the patient outcomes by compromising the quality of patient care. Going through the article, I was drawn to the idea of how high level of inpatient admissions could trigger a sudden decline in the health care system. This then begs the questions: - what precautionary measures can hospitals take to prepare hospitals for such scenarios in the context of the prevention of nurse burn out during emergencies? Is there some form special training or employee motivation packages in place to be put in place during such times?
Gunther and Rivera’s article, “ Safe Staffing for Quality Care Act ” proposes the assertion of authority as an empowerment strategy for RNs in the context of staffing is fundamental to the implementation of the provisions of the Act. Going through the article, I realized that there was no mention of integration of a mixed approach of transformational leadership styles and authoritarian approaches in the implementation stages of these changes. In order to avoid employee conflicts, it will be very important that the transformational agenda blends leadership models that motivate employee cooperation while at the same time imposing a sense of authoritarian approach in the way that the changes are implemented. My question- Do you think that imposing authoritarian leadership approach solely will be effective?
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Waxman’s article, “ Creating a Culture of Financially Savvy Nurse Leaders ” posits that the process of staffing new vacancies of nurse leader positions is adversely affected by the lack of financial and business experience of the nurse leaders appointed to these positions because they lack the pre-requisite experience in the relevant fields. While this may be the case, I couldn’t help but wonder it is so because health care institutions are required to institute such changes that include training programs to fill such gaps. My Question – Will leaving it to the nurse leader to self-sponsor themselves to courses that fill this gap adversely affect or help towards creating a financially savvy culture for them?
