In this assignment, the author will depict the changed approaches that nursing heads and other leaders are liable to receive in their attempts to establish medical nurse turnover and a shortage of insurance organization. Also, the author will differentiate and explain the best approach to deal with the above situation. Considering all factors that surround nursing profession, the increasing rates of turnover among the medical nurse and inadequacy of medical experts necessitate the need to fix the situation in social insurance organization all over the world. Shortage of nurses in various parts of the world has had an adverse impact on the quality of health services. In essence, the nursing unions no longer provide better, customer oriented and excellent health services but on contrary, the unions are advocating for the welfare of nurses.
The ratio of nurses to patients has been increasing over a period of time. This proportion has attracted the discussion in the medical groups and these groups have proposed government intervention through enforcement of staffing laws. Currently, California is the only State that has implemented staffing laws, a move that has motivated other nursing unions to compel State to adopt staffing laws. According to Graham (2017), implementation of staffing laws by the State of California has fizzled other States where nursing unions have proposed the same. This situation usually happens because the doctor’s activities failed to show interest.
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Nursing unions argue that the laws imposed by the States deprive them the ability to choose ideal staffing alternatives. Also, according to unions, these laws are a burden to them in terms of financial budget. These unions postulate that it is better for them to employ many medical experts and manage the excess employees rather than employing fewer nurses that do not meet the increasing demand for healthcare services. Shortages of nursing professional create employment burnout and also threatened the life and the well-being of patients.
According to the (Graham, 2017), healthcare facilities in the contemporary world are faced with the challenge of inadequate professionals. This challenge is likely to continue to future times even if the legitimate mediations are done. Therefore there is a need for the government and healthcare institutions’ management to deal with the current situation at the hand. In this way, the nursing environment will be free from the negative impacts associated with the low nurse to patient ratio.
Examination of Leadership and Manager Approach to the Issue
The administration of nursing is one of the complicated duties done by organizations’ top managers. This assertion is true because the manager has to run the medical institution and consequently ensure that every nurse in the institution performs his/her job according to the stipulated instructions. Also, these organization managers are responsible for poorly done jobs, and hence there is a need for them to ensure that nurses do their duties professionally and precisely to avoid inconveniences.
The staff ratio has an impact on the organization leaders because a shortage of nurses is associated with poor quality services. As a result, both patients and medical experts may put less effort required for better performance of the organization. Kaiser health news explains the overview of the situation witnessed in the year 2004 (Graham, 2017). In this scenario, the news reported that healthcare institutions with small nurse ratio to patient ratio charged higher health bills than the health institutions with high nurse ratio to patient ratio. Despite the knowledge possessed by the nurses, they are discouraged and exhausted by the high population of patient demanding healthcare services. Organization’s leaders have the responsibility to supervise the activities of the institution and settle on ways to improve the working conditions for the nurses. For instance, managers should construct flexible working timetables that do not overwork medical experts. Also, when nurses are serving many patients at a time, the manager should give these nurses enough time to rest before they begin another shift of duty (Moneke & Umeh, 2013, p. 53-55). Therefore, it is advisable for the managers to adopt these strategies to deal with small nurse ratio to patient ratio.
Programmes in nursing slightly differ from its administration because organization’s managers share his/her positions but the social insurance facility has the last say regardless of one’s positions. Programs are initiated to motivate employees to put more efforts in their performance, and hence in the process, they achieve the organization goals. The research carried out by Spence et al., found out that there is a relationship between the nursing administrations models and the satisfaction of patients. Also, the study found out that nursing administration model motivates nurses to deliver high quality professional.
Spence et al., (2015), carried out a literature review on this model. The primary sources were online databases and scholarly journals. Moreover, the finding was that the quality appraisal given to employees in the organization made them to always desire to achieve better results. This concept can be used to infer the good relationship between social programme style model and the patient results. Social authority model is the appropriate solutions to the shortage of nurses. According to Moneke, & Umeh, (2013), the standard model is featured by the basic practice of individuals wishing to accomplish change in the organization or influence positively other members of the organization. The unique nature of this model is that it is the basic kind of administration which takes into account all perspective and background of nurses. The leaders of the healthcare institution apply this model to address the issue of shortage of medical professionals. According to Dysvik & Furnes, (2012) social authority model ensures that all departments are in the course of making organization’s plan a realistic one. In essence, nurses from various departments can work together to offer quality services to the patients.
My Personal Approach
In my personal view, I think the social model would be the best approach to address the issue of shortage of nurses. My support to this model is based on the fact that it incorporates everyone’s efforts in the management of the organization. From the previous management challenges, I have established that good performances are as a result of considering other peoples’ thoughts and their suggestions. It also noteworthy to encourage everyone voice out their opinions on my approach to deal with the shortage of nurses.
My specific method to address the small nurse ratio to patient ratio would be to collect data from nurses to understand the areas they appreciate most. After that, I will settle on distributing nurses to serve in departments with many patients. Also, it is important to incorporate timetables and clear goals for the employees to achieve better results. In this way, the healthcare institution will deal with the issue of turnover. Motivating employing and making the job very interesting are the greatest aspects that drive employees to deliver quality services, (Ghorbanian, 2012, p. 1-7), therefore my primary objective would be to motivate nurses and ensure that they are satisfied with their jobs.
Low nurse ratio to patient ratio has an adverse impact on the performance of nurses and the wellbeing of the patients. This situation explains why there are various approaches which are adopted by the healthcare institution’s leaders. These approaches vary from management styles to the management approach. My personal approach to address the issue of shortage nurses would be aiming at a good approach that creates an interesting workplace and motivates nurses. I would also, incorporate the ideas and suggestion of nurses to make informed decisions regarding the issue. Finally, it is important for nurses to be motivated in stressful situations such as to cope up with increasing demand for health services as compared to their numbers.
References
DYSVIK, E., & FURNES, B. (2012). Nursing leadership in a chronic pain management group approach. Journal of Nursing Management , 20 (2), 187-195. doi:10.1111/j.1365-2834.2011.01377.x
Ghorbanian, A. (2012). The relationship between managers’ leadership styles and emergency medical technicians’ job satisfaction. Australasian Medical Journal , 5 (1), 1-7. doi:10.4066/amj.2012.892
Graham, J. (2017, April 26). Severe Shortage of Home Health Workers Robs Thousands of Proper Care. Kaiser Health News [New York], p. 17. Retrieved from https://khn.org/news/severe-shortage-of-home-health-workers-robs-thousands-of-proper-care/
Moneke, N., & Umeh, O. J. (2013). How leadership behaviors impact critical care nurse job satisfaction. Nursing Management (Springhouse) , 44 (1), 53-55. doi:10.1097/01.numa.0000424019.83292.fa
Spence Laschinger, H. K., & Fida, R. (2015). Linking Nurses’ Perceptions of Patient Care Quality to Job Satisfaction. JONA: The Journal of Nursing Administration , 45 (5), 276-283. doi:10.1097/nna.0000000000000198
