Management of change is a chief concern in health care management. Development of policy is crucial in executing a relevant change in a health organization. This demands the expertise from health care providers to assess and come up with strategies on implementing necessary changes that are lacking in their respective departments (Gordon, 2018). However, the implementation of changes is very complex as it affects not only the stipulated field but also the overall health organization with the inclusion of patients. This short paper explains the development of appropriate reforms in hospitals, on the basis of competitive needs in the aim of improving the nursing profession.
Ideally, competition is used as a mechanism to encourage health organizations better the patient’s experience. Subsequently, health care systems determine a patient experience by balancing high-quality services with reasonable costs. The system still plans for the health-care workforce in order to meet the needs of patients by providing the right health care services to the right people (Lopes et al., 2015). The development of policies to make reforms on improving patient experience and balancing the workforce is then affected by human resources. The system needs to have an appropriate human resource policy that has to manage the workforce and other service provisions that are thrown up by an organization’s reforms. All these competitive needs influence the development of policies in health care systems.
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Nurses are the only health specialists that provide direct health care and so a patients’ outcome depends on the nursing performance. However, health care organizations have faced challenges in healthcare delivery as a result of the nursing shortage. Job satisfaction has greatly influenced the nursing shortage in the sense that that the general public sees nursing as volatile work. Therefore a shortage of nurses in hospitals that consequences huge cost implications for hospitals in recruiting new nurses. Evidently, this problem of nursing shortage affects the working nurses ( Snavely, 2016) . By developing a suitable policy to look into this need, for example, initiating early recruitments of student’s would make the nursing profession more likable. This would at least fill in the nursing gaps and eventually lead to the job satisfaction of every nursing staff due to supply and demand reckoning.
References
Snavely, T. M. (2016). A brief economic analysis of the looming nursing shortage in the United States. Nursing Economics , 34 (2), 98-101.
Lopes, M. A., Almeida, Á. S., & Almada-Lobo, B. (2015). Handling healthcare workforce planning with care: where do we stand?. Human resources for health , 13 , 38. doi:10.1186/s12960-015-0028-0
Gordon, A., & Pollack, J. (2018). Managing Healthcare Integration: Adapting Project Management to the Needs of Organizational Change. Project Management Journal , 49 (5), 5-21.
