Assignment: Analysis of pertinent healthcare Issue

Sample Answer for Assignment: Analysis of pertinent healthcare Issue Included After Question

Assignment: Analysis of pertinent healthcare Issue

Assignment Analysis of pertinent healthcare Issue

Nurses work in complex healthcare environments with a high workload and an increasing demand for timely, quality care. In such environments, nurses are vulnerable to mental, physical, and emotional exhaustion, which can hamper their ability to offer competent care (Garcia et al., 2019). As a result, organizational leaders are mandated to design and implement practical and sustainable interventions. Such intervention should be problem-centered to achieve the desired outcomes. Nursing burnout is a prevalent healthcare issue in the current setting. The purpose of this paper is to describe its impacts and evaluate evidence-based strategies that leaders can apply to address the problem.

Nursing Burnout: Description and Impact on the Organization

Nursing burnout is among the most studied healthcare problems. Sun et al. (2022) described nursing burnout as a widespread concern in healthcare settings characterized by exhaustion, low motivation, and a significant reduction in work efficacy. Its leading cause is a nursing shortage since nurses cannot cope with the high workload resulting from a high nurse-patient ratio. Similar and other outcomes are experienced in the current workplace among nurses with burnout. Common signs include constant anxiety, medical errors, lack of job satisfaction, and failure to participate in social activities. Understanding the causes, manifestations, and implications of nurse burnout on patient care is the foundation of effective response.

From a patient care dimension, nurse burnout poses a significant risk to patient safety and care quality. As Garcia et al. (2019) suggested, nurse burnout increases nurses’ vulnerability to medical errors, further exposing them to second victim syndrome. The case is the same in the current workplace since approximately 15% of medical errors are linked to nursing burnout. The other detrimental effect of nurse burnout is nurse turnover. According to Kelly et al. (2021), low motivation, fatigue, and workplace stress force many nurses to leave their current job. The current organization is not immune to such impacts since about 10% of nurse turnover cases stem from nurse burnout. Since these outcomes have severe cost implications due to the constant need for staff replacement, organizational leaders must develop sustainable nurse retention mechanisms.

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Brief Summary of the Articles Addressing Nurse Burnout

The first article relevant to this topic explores the link between nurse burnout and resilience among nurses in two selected hospitals. According to Jamebozorgi et al. (2021), highly resilient nurses are better positioned to cope with work-related psychological problems such as burnout. As a result, they can concentrate on their roles and achieve excellence. The second article explores the association between work engagement and nurse burnout. In this study conducted at a fever and chest hospital, Mohamed et al. (2022) define work engagement as commitment, vitality, and absorption characterized by passion and motivation for work.

Since work engagement enhances job satisfaction, promoting it among nurses can help to avert the damaging effects of burnout. The intervention is primarily a psychological intervention that helps nurses to perceive their job positively despite the pressure stemming from a nursing shortage and other causes of nurse burnout. From these studies, it can be deduced that other organizations implement nurse retention programs and empower them to cope with nursing burnout. The interventions are also specific to the organizational needs since they vary across organizations.

Strategies Used to Address Nursing Burnout and their Potential Impacts

Healthcare facilities need resilient nurses to cope with nurse burnout. To enhance resilience, organizations should implement resilience training programs. Nurses can improve their resilience by practicing mindfulness breathing, meditation, and self-care (Jamebozorgi et al., 2021). Continuous practice of such interventions helps nurses to reduce depression, workplace stress, and anxiety associated with nurse burnout. Positive work engagement is achieved by implementing strategies to improve job satisfaction (Mohamed et al., 2022). Such strategies include leadership support, opportunities for growth and development, and employee motivation.

Implementing these strategies in the current organization would have diverse impacts. Broadly, resilience building and work engagement promote employee retention by preventing nurse burnout (Mohamed et al., 2022; Jamebozorgi et al., 2021). As a result, they are sustainable strategies for preventing nurse turnover. However, their success requires substantial financial investment. For instance, effective resilience training programs would require external trainers. Work engagement strategies such as growth and development would require continuous employee training. Employee motivation through rewards and incentives is also costly.

Conclusion

Healthcare organizations encounter many issues that hamper patient safety and care quality. Nurse burnout is prevalent in the current workplace and has been widely studied in the current and past literature. Consequently, there is sufficient research on how organizations address nurse burnout. As discussed in this paper, implementing resilience programs and promoting work engagement are associated with positive effects as far as nurse burnout reduction is concerned. As a result, organizational leaders should consider such interventions to avert the damaging effects of nurse burnout.

References

Garcia, C. D. L., Abreu, L. C. D., Ramos, J. L. S., Castro, C. F. D. D., Smiderle, F. R. N., Santos, J. A. D., & Bezerra, I. M. P. (2019). Influence of burnout on patient safety: Systematic review and meta-analysis. Medicina55(9), 553. https://doi.org/10.3390%2Fmedicina55090553

Jamebozorgi, M. H., Karamoozian, A., Bardsiri, T. I., & Sheikhbardsiri, H. (2021). Nurses burnout, resilience, and its association with socio-demographic factors during COVID-19 pandemic. Frontiers in Psychiatry12. https://doi.org/10.3389/fpsyt.2021.803506

Kelly, L. A., Gee, P. M., & Butler, R. J. (2021). Impact of nurse burnout on organizational and position turnover. Nursing Outlook69(1), 96–102. https://doi.org/10.1016/j.outlook.2020.06.008

Mohamed, S. A., Hendy, A., Ezzat Mahmoud, O., & Mohamed Mohamed, S. (2022). Mattering perception, work engagement and its relation to burnout amongst nurses during coronavirus outbreak. Nursing Open9(1), 377-384. https://doi.org/10.1002/nop2.1075

Sun, B., Fu, L., Yan, C., Wang, Y., & Fan, L. (2022). Quality of work life and work engagement among nurses with standardised training: the mediating role of burnout and career identity. Nurse Education in Practice58, 103276. https://doi.org/10.1016/j.nepr.2021.103276

Question Description

I will add an additional 10 hours to the time as an extension once I match with a tutor.

The Quadruple Aim provides broad categories of goals to pursue to maintain and improve

Assignment Analysis of pertinent healthcare Issue
Assignment Analysis of pertinent healthcare Issue

healthcare. Within each goal are many issues that, if addressed successfully, may have a positive impact on outcomes. For example, healthcare leaders are being tasked to shift from an emphasis on disease management often provided in an acute care setting to health promotion and disease prevention delivered in primary care settings. Efforts in this area can have significant positive impacts by reducing the need for primary healthcare and by reducing the stress on the healthcare system.

Changes in the industry only serve to stress what has always been true; namely, that the healthcare field has always faced significant challenges, and that goals to improve healthcare will always involve multiple stakeholders. This should not seem surprising given the circumstances. Indeed, when a growing population needs care, there are factors involved such as the demands of providing that care and the rising costs associated with healthcare. Generally, it is not surprising that the field of healthcare is an industry facing multifaceted issues that evolve over time.

In this module’s Discussion, you reviewed some healthcare issues/stressors and selected one for further review. For this Assignment, you will consider in more detail the healthcare issue/stressor you selected. You will also review research that addresses the issue/stressor and write a white paper to your organization’s leadership that addresses the issue/stressor you selected.

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To Prepare:

  • Review the national healthcare issues/stressors presented in the Resources and reflect on the national healthcare issue/stressor you selected for study.
  • Reflect on the feedback you received from your colleagues on your Discussion post for the national healthcare issue/stressor you selected.
  • Identify and review two additional scholarly resources (not included in the Resources for this module) that focus on change strategies implemented by healthcare organizations to address your selected national healthcare issue/stressor.

The Assignment (3-4 Pages):

Analysis of a Pertinent Healthcare Issue

Develop a 3- to 4-page paper, written to your organization’s leadership team, addressing your selected national healthcare issue/stressor and how it is impacting your work setting. Be sure to address the following:

  • Describe the national healthcare issue/stressor you selected and its impact on your organization. Use organizational data to quantify the impact (if necessary, seek assistance from leadership or appropriate stakeholders in your organization).
  • Provide a brief summary of the two articles you reviewed from outside resources on the national healthcare issue/stressor. Explain how the healthcare issue/stressor is being addressed in other organizations.
  • Summarize the strategies used to address the organizational impact of national healthcare issues/stressors presented in the scholarly resources you selected. Explain how they may impact your organization both positively and negatively. Be specific and provide examples.

Looking Ahead

The paper you develop in Module 1 will be revisited and revised in Module 2. Review the Assignment instructions for Module 2 to prepare for your revised paper.

By Day 7 of Week 2

Submit your paper.

Submission and Grading Information

To submit your completed Assignment for review and grading, do the following:

  • Please save your Assignment using the naming convention “WK2Assgn+last name+first initial.(extension)” as the name.
  • Click the Week 2 Assignment Rubric to review the Grading Criteria for the Assignment.
  • Click the Week 2 Assignment link. You will also be able to “View Rubric” for grading criteria from this area.
  • Next, from the Attach File area, click on the Browse My Computer button. Find the document you saved as “WK2Assgn+last name+first initial.(extension)” and click Open.
  • If applicable: From the Plagiarism Tools area, click the checkbox for I agree to submit my paper(s) to the Global Reference Database.
  • Click on the Submit button to complete your submission.
  • Due to the nature of this assignment, your instructor may require more than 7 days to provide you with quality feedback.

Competing needs arise within any organization as employees seek to meet their targets and leaders seek to meet company goals. As a leader, successful management of these goals requires establishing priorities and allocating resources accordingly.

Within a healthcare setting, the needs of the workforce, resources, and patients are often in conflict. Mandatory overtime, implementation of staffing ratios, use of unlicensed assisting personnel, and employer reductions of education benefits are examples of practices that might lead to conflicting needs in practice.

Leaders can contribute to both the problem and the solution through policies, action, and inaction. In this Assignment, you will further develop the white paper you began work on in Module 1 by addressing competing needs within your organization.

To Prepare:

Review the national healthcare issue/stressor you examined in your Assignment for Module 1, and review the analysis of the healthcare issue/stressor you selected.
Identify and review two evidence-based scholarly resources that focus on proposed policies/practices to apply to your selected healthcare issue/stressor.
Reflect on the feedback you received from your colleagues on your Discussion post regarding competing needs.

The Assignment (4-5 pages):

Developing Organizational Policies and Practices

Add a section to the paper you submitted in Module 1. The new section should address the following:

Identify and describe at least two competing needs impacting your selected healthcare issue/stressor.
Describe a relevant policy or practice in your organization that may influence your selected healthcare issue/stressor.
Critique the policy for ethical considerations, and explain the policy’s strengths and challenges in promoting ethics.
Recommend one or more policy or practice changes designed to balance the competing needs of resources, workers, and patients, while addressing any ethical shortcomings of the existing policies. Be specific and provide examples.
Cite evidence that informs the healthcare issue/stressor and/or the policies, and provide two scholarly resources in support of your policy or practice recommendations.

You must proofread your paper. But do not strictly rely on your computer’s spell-checker and grammar-checker; failure to do so indicates a lack of effort on your part and you can expect your grade to suffer accordingly. Papers with numerous misspelled words and grammatical mistakes will be penalized. Read over your paper – in silence and then aloud – before handing it in and make corrections as necessary. Often it is advantageous to have a friend proofread your paper for obvious errors. Handwritten corrections are preferable to uncorrected mistakes.

Use a standard 10 to 12 point (10 to 12 characters per inch) typeface. Smaller or compressed type and papers with small margins or single-spacing are hard to read. It is better to let your essay run over the recommended number of pages than to try to compress it into fewer pages.

Likewise, large type, large margins, large indentations, triple-spacing, increased leading (space between lines), increased kerning (space between letters), and any other such attempts at “padding” to increase the length of a paper are unacceptable, wasteful of trees, and will not fool your professor.

The paper must be neatly formatted, double-spaced with a one-inch margin on the top, bottom, and sides of each page. When submitting hard copy, be sure to use white paper and print out using dark ink. If it is hard to read your essay, it will also be hard to follow your argument.

RE: Discussion – Week 1

 

Nurse burnout is such a huge topic. I notice it more and more as I go in my career. “Nurse burnout is a physical, mental, and emotional state caused by chronic overwork and a sustained lack of job fulfillment and support. Common burnout symptoms may include physical or emotional exhaustion, job-related cynicism, and a low sense of personal accomplishment” (Ventures, 2017)

As a nurse I have noticed that the need for nurses has risen. Allowing nurses to pick up multiple extra shifts. We have nurses working five 12 hour shifts each week. They are burned out, exhausted and sitting in the corner instead of properly caring for patients. I know that this is not just at my hospital. Research shows that nurse burnout is a widespread phenomenon characterized by a reduction in nurses’ energy that manifests in emotional exhaustion, lack of motivation, and feelings of frustration. (Mudallal & Othman, 2017) The reduction of nurses has caused our scheduler to beg us to work extra every week. While nurses come in, they are exhausted stressed and frustrated. This does not benefit anyone.

Its unfortunate that as a nurse we have to work in situations where we are understaffed. And being a nurse we all will try to do what is best for our patients. We work in situations that many others would say no and walk away from. We can’t do that in our careers. We need to care for our nurses, praise them for the work they do. We need to find a way to help programs get nurses the accurate training that the need and develop strong nurses. As a nurse we need to welcome our new nurses. Help eliminate our burnout.

References

Mudallal, R., & Othman, W. (2017). Nurses’ Burnout: The Influence of Leader Empowering Behaviors, Work Conditions, and Demographic Traits. Retrieved from NCBI: https://www.ncbi.nlm.nih.gov/pmc/articles/PMC5798741/

Ventures, R. (2017). Nurse Burnout. Retrieved from Nursing.org: https://www.nursing.org/resources/nurse-burnout/#:~:text=What%20is%20Nurse%20Burnout%3F,low%20sense%20of%20personal%20accomplishment.

RE: Discussion – Week 1

Week 1 initial post

An health care issue/stressor

When I was looking for a particular health stressor/issue at this current face off of Covid-19 worldwide, especially in my hospital, I realize the issue of  Burnout and general workload of health

workers, especially we the nurses. Also observe how much this affect the quality of care given and patients’ positive outcome which is the primary goal of an entity. As health care workers face a

wide range of psychosocial stressors, they are at a high risk of developing burnout syndrome, which in turn may affect hospital outcomes such as the quality and safety of provided care.Stress in

the workplace is globally considered a risk factor for workers’ health and safety. More specifically, the health care sector is a constantly changing environment, and the working conditions in

hospitals are increasingly becoming demanding and stressful. According to the World Health Organization (WHO), “a healthy workplace is one in which workers and managers collaborate to use a

continual improvement process to protect and promote the health, safety and well-being of all workers and the sustainability of workplace.Despite WHO’s aim to promote and foster healthy work

environments, approximately 2 million work-related deaths occurred in 2000. Several studies focusing on the health care sector have shown that health care professionals are exposed to a variety

of severe occupational stressors, such as time pressure, low social support at work, a high workload, uncertainty concerning patient treatment, and predisposition to emotional responses due to

exposure to suffering and dying patients. In this sense, health care workers are at a high risk of experiencing severe distress, burnout, and both mental and physical illness. Most of these happen to

me nearly on a weekly basis during the peak of covid-19, lots calls in sick,leading to short staff and eventually adding more patients to all other nurses.

As defined by Leiter and Maslach  and Maslach, burnout is a cumulative negative reaction to constant occupational stressors relating to the misfit between workers and their designated jobs. In

this sense, burnout is a psychological syndrome of chronic exhaustion, cynicism, and inefficacy, and is experienced as a prolonged response to chronic stressors in the workplace. Exhaustion is

mainly related to an individual’s experience of stress, which is, in turn, related to a decline in emotional and physical resources. Any time we’re short staffed, it always lead to one complain or the

other either from the staff or from the patients for not attending to their call lights for any kind of assistance or for pain medications. This eventually lead to poor patient’s outcome which will affect

the hospital income and every worker not getting a raise or supplies. In general, Job burnout has been associated with a multiplicity of health problems, such as hypertension, gastrointestinal

disorders, and sleeplessness. It has also been associated with performance-related issues, demonstrating its direct impact on workplace effectiveness. If I should go on and on, I will no finish

because the effects of burnout and excessive workload bare endless.

Burnout among health care workers is associated with high turnover rates and absenteeism due to sickness, relative ineffectiveness in the workplace, as well as low job

satisfaction. In view of this, it is important to identify organizational stressors that are related to job burnout in order to promote and facilitate strategies aimed at its prevention and reduction.To

reduce the risk of burnout, intervention programs should be aimed at reducing worker’s experience of stressors and, subsequently, should be directed toward both individuals and organizations.

Following Leiter and Maslach’s approach, in controlling the risk of burnout, health care managers should devise strategies aimed at reducing workers’ workload and increasing their sense of

control. First, reducing workers’ workload when job resources are limited can pose major challenges to health care managers. However, in instances where it is difficult to hire new employees due

to economic and regulatory constraints, managers can provisionally reduce the workload by providing employees with a flexible schedule, such as a floating workforce (primarily applicable to

nurses). Health care managers may improve workers’ sense of control by promoting their autonomy in the workplace. In fact, job autonomy is considered an important coping strategy in decreasing

job strain.

At my hospital, especially on my medsurg floor, my manager is collaborating with other leaders, such as the unit charge nurses, house supervisors in the nurse administration to at least alleviate

the workload on the floor. Nurses are floated to various units and also making use of agency staffing. Equipments and supplies are available especially PPEs during the pandemic.

References

Burton J. World Health Organization; 2010. World Health Organization healthy workplace framework and model: background and supporting literature and practices; p. 3. 

McVicar A. Workplace stress in nursing: a literature review. J Adv Nurs. 2003;44:633–642. 

Nieuwenhuijsen K., Bruinvels D., FringsDresen M. Psychosocial work environment and stress related disorders, a systematic review. Occup Med (Lond) 2010;60:277–286. 

Pertinent Healthcare Issue

The impact of the healthcare issue on my organization

Patient experience has become a national health issue in the health sector. Patient experience is how the patient interacts with the healthcare systems, the doctors, caregivers, the nursing staff, and their general experience with treatment in the hospitals (Wolf, 2019). However, the patient experience is a great healthcare issue in my organization as patients are not receiving quality healthcare. This healthcare issue has led to an immense impact on the organization. First, the healthcare issue makes it hard for the caregivers to have a good relationship with the patients. The healthcare organization patients are not corporative due to the lack of effective patient experience in the care provided to them. The issue is also scaring away patients from the organization. This is causing the organization to incur losses as the income is significantly going down. Low patient experience also negatively impacts the organization in terms of patient satisfaction. The nursing staff in the organization has a tough time increasing patient outcomes and satisfaction. Patient satisfaction, however, remains very low, and patients are having a negative attitude towards the services given to them in the hospital.

Looking at the rate at which the health organization admits patients currently and in the past, there is a huge difference. The patient registration desk data shows a reduced margin in the number of patients visiting our health organization for the past few months. Data from the finance department also reflects a significant decline in its finance. These facts are a representation of patient experience issues is affecting the health organizations. It is a health issue that threatens the health sector’s survival and needs to be addressed with appropriate strategies.

Summary of two related articles related to the healthcare issue and how other organizations address the health issue  

I reviewed two articles that addressed patient experience as a national health issue. The resources I reviewed focus on some strategies which health organizations could use to address patient experience as one of the national health issues facing the health sector. The first article focuses on how patient experience in the health organizations could be improved (Informing practice by identifying meaningful communication from the patient’s perspective, n.d). The article talks about how nurse relationships with patients are vital in enhancing the patient experience. According to the article, collaborative working, support from the management, increased nurse staff, and patient-centered healthcare service approaches that health care organizations could use to improve patient experience in health organizations. These strategies will lead to quality nursing care, thus addressing the healthcare issue in the health sector.

The second article that I have reviewed focusing more on improving communication between nurses and patients, allowing patients to be free to communicate issues, and provide a contusive working environment for the nurses (How nurses and their work environment affect patient experiences of the quality of care, n.d). The article sees these strategies as being very effective in improving patient experience. As per the article’s authors, lack of effective communication leads to dissatisfaction among the patients. Dissatisfaction among the patients leads to reduced patient experience in the health organizations. However, effective communication and improved communication between the patients and the caregivers offer the patients an opportunity to raise any healthcare facilities issues. This move gives the health organization a chance to change their activities according to the patients’ issues.

In other organizations, patient experience is enhanced by improving nursing care quality. To improve patient experience, these organizations are also increasing the number of nurses in their organizations. This move ensures that the organizations have an adequate number of nurses to deliver nursing care to them. Involving patients in decision-making about their treatment is another approach the organizations are using to deal with the patient experience issue (Wolf, 2019).

Strategies presented in the resources to address the health issue and how the strategies might affect the organization positively and negatively.   

The resources I selected present various strategies to address the national health issue. For instance, in the first article, collaborative working, support from the management, increased nurse staff, and patient-centered healthcare service are strategies that could be used to address patient experience. These strategies are very effective as the health organizations’ activities revolve around increases patient experience and outcome. Support from the management, having more nurses, and incrassating patient service delivery are significant in promoting patient care and experience (Wolf, 2016). Improved patient-nurse relationship and communication as per the second resource are also very effective strategies in increasing patient experience. Allowing the patients to communicate freely, interact freely with the nursing staff and express their concerns increases the patients’ experience in the healthcare organizations.

These strategies could help my organization very much in improving patient care. The strategies especially increasing nurse staff, increasing communication, support from the management, and enhancing patient nurse relationship, will help the organization improve the patient experience. The strategies will also ensure that the organization’s technology is effective in enhancing patient care (Wolf, 2019).  The strategies, if implemented in the health organizations, patient experience will be addressed.

However, these strategies might also impact the organization negatively. First, the strategies, for instance, increasing the number of nurse staff, will cost the organization additional capital in sourcing the nurses. The strategies might also affect the majority of the nurses who are used to working in the organization. Implementing a change might lead to some nurses leaving the organization, affecting the organization negatively in terms of nursing staff. However, the strategies are essential in supporting and improving patient experience.

This paper is determined to analyze Obesity and its impacts as a pertinent national issue in the United States.  It will also explain how the health issue is being addressed in other organizations.  Obesity is a treatable health disease that is a worldwide concern, associated with excess fat in the body. It is genetically and environmentally caused. It is diagnosed by a healthcare provider and is classified as having a body mass index (BMI) of 30 or greater (Fryar et al, 2018).

Obesity is a serious healthcare problem associated with reduced quality of life and more impoverished mental health conditions. Similarly, it is also associated with an increase in the number of complications such as diabetes, high blood pressure, heart diseases, stroke, and other types of cancers (Cipriani et al., 2016). Moreover, Obesity is a serious healthcare problem associated with reduced quality of life and more impoverished mental health conditions. Similarly, it is also associated with an increase in the number of deaths in the United States. (Chiao et al., 2015). Obesity is a nutritional disorder that is related to unhealthy eating.

There are different risk factors of Obesity, including overeating, overconsumption of junk foods, reduced physical activities, and genetic inheritance (Werneck et al., 2018). The main problem is the increasing cases of Obesity among the population. Among the most concerning chronic health conditions is Obesity. Irrespective of whether an adult or a child experiences the condition, Obesity has been connected to poor life quality and various numerous killer comorbid conditions such as some types of cancer, stroke, heart disease, and diabetes (Chiao et al., 2015).

Even though the disease has devastating effects on the population, it remains a complex health concern caused by a combination of individual factors like genetics and behavior and various other causes like physical activity, environment, food, skills, and education. Multiple factors such as exposures, medication use, dietary pattern, and lack of physical activity have also been shown to contribute (Werneck et al., 2018). Even though various interventions have been used to prevent and manage Obesity, the condition seems to be increasing among the population.  (Fryar et al, 2018).

The Impact of Obesity on the Nursing Professionals.

Nursing professionals face different problems in the healthcare system. These problems may be associated with the work environment as well as the treatment issues. Obesity has both mental and physical health complications for people of all ages. The complications related to Obesity range from medical conditions such as hypertension, diabetes, some types of cancer, stroke, and heart disease. Also, Obesity is associated with reduced self-esteem, social isolation, as well as depression.

The dominance of Obesity was 42.4% in 2017-2018. Moreover, from 1999–2000 through 2017–2018, the bulk of Obesity increased from 30.5% to 42.4%, and the prevalence of severe Obesity risen from 4.7% to 9.2%. Its related conditions include heart disease, stroke, type 2 diabetes, and certain types of cancer that are leading causes of preventable, premature death. Similarly, the estimated annual medical cost of Obesity in the United States was $147 billion in 2008 U.S. dollars; the medical cost for people who have Obesity was $1,429 higher than those of normal weight. (NCHS 2017-2018). The working adults of non-Hispanic blacks (49.6%) had the highest age-adjusted higher number of Obesity. Similarly, working-age of Hispanic (44.8%) and non-Hispanic White adults (42.2%) (Fryar et al, 2018).

The age-adjusted dominance of Obesity among U.S. adults was 42.4% in 2017–2018. The prevalence was 40.0% among younger adults aged 20–39, 44.8% among middle-aged adults aged 40–59, and 42.8% among older adults aged 60 and over. There were no significant differences in prevalence by age group (Fryar et al, 2018).Among men, the prevalence of Obesity was 40.3% among those aged 20–39, 46.4% among those aged 40–59, and 42.2% among those aged 60 and over. Among women, the prevalence of Obesity was 39.7% among those aged 20–39, 43.3% among those aged 40–59, and 43.3% among those aged 60 and over. None of the differences by age were significant. There was no significant difference in the prevalence of Obesity between men and women overall or by age group (Fryar et al, 2018).

The health problem has had profound financial implications. It has a substantial economic burden on the USA economy and other world’s governments and States. The resulting poorer health outcomes for obese individuals means that such people have to use the health care services more frequently, implying a notable increase in health care costs and burn out of nurses. As of the year 2016, close to two billion adults were overweight. Over six hundred and fifty million were classified as obese globally—implying that close to forty percent of the adult population were overweight, with thirteen percent among them obese. As of 2019, the statistics for children under five were not better as thirty-eight million of this population were classified as obese or overweight.

Strategies Used in the Mitigation of Obesity

The management of Obesity often requires evidence-based practices that aim at increasing safety measures. Currently, there are training processes that aim at reducing the increasing rates of mortalities associated with Obesity. The training processes include management of eating habits, engagement in physical activities, and other healthy behaviors. Educational processes on eating patterns are also undertaken to reduce the cases of Obesity (Cipriani et al., 2016). Besides, the proposed solution to the health problem includes educational programs and behavioral change among the population. Educational and behavioral change interventions are essential in the management of Obesity.

Conclusion

Obesity is a serious healthcare issue associated with reduced quality of life and lower mental health conditions. Moreover, it is related to an increase in the number of complications such as diabetes, high blood pressure, heart diseases, stroke, and other types of cancers (Cipriani et al., 2016). There are different risk factors of Obesity, including overeating, overconsumption of junk foods, reduced physical activities, and genetic inheritance (Werneck et al., 2018). The main problem is the increasing cases of Obesity among the population. And this has negatively impacted nursing professionals. The proposed solution to the health problem includes educational programs and behavioral change among the population. Educational and behavioral change interventions are essential in the management of Obesity.

Reference

 

Cipriani, G., Lucetti, C., Danti, S., Carlesi, C., & Nuti, A. (2016). Violent and criminal manifestations in dementia patients. Geriatrics & gerontology international, 16(5), 541-549. doi.10.1111/ggi.12608

Chiao, C. Y., Wu, H. S., & Hsiao, C. Y. (2015). Caregiver burden for informal caregivers of patients with dementia: A systematic review. International Nursing Review, 62(3), 340-350.doi.10.1111/inr.12194

Fryar, C. D., Carroll, M. D., & Ogden, C. L. (2018). Prevalence of overweight, obesity, and severe obesity among children and adolescents aged 2–19 years: United States, 1963–1965 through 2015–2016. http://www.publicnow.com/view/57BFCB292A6D12A9A3EE633921C052DED8F0D94B

Werneck, A. O., Oyeyemi, A. L., Gerage, A. M., Cyrino, E. S., Szwarcwald, C. L., Sardinha, L. B., & Silva, D. R. (2018). Does leisure‐time physical activity attenuate or eliminate the positive association between Obesity and high blood pressure? The Journal of Clinical Hypertension20(5), 959-966. doi.10.1111/jch.13292

Nurses should always work in safe and adequately-resourced healthcare settings. Failure to meet these fundamental requirements makes healthcare organizations stressful and threatens nurses’ comfort and ability to provide quality care. Although healthcare organizations strive to provide safe workplaces for healthcare professionals while supporting them in various ways, workplace stressors widespread in the United States are a huge setback. One such stressors is the nursing shortage, which has crippled patient care in many organizations. The purpose of this paper is to inform the management how the nursing shortage affects the work setting and appropriate intervention strategies as applied in other organizations.

Stressor’s Description and Impacts

The nursing shortage is a multidimensional problem in the United States affecting how and when patient care is offered. Its defining element is a supply that cannot match the current demand for nurses. Worse, the national demand for nurses is projected to rise progressively up to 2024, when the demand for registered nurses will rise by 16% (Weaver et al., 2018). Potential causes for this inevitable increment include an aging workforce, workplace stress triggering turnover, and nurses continuously leaving the practice to join other professions. The impacts are sweeping and regrettable since the quality of care is inversely proportional to the nurse-to-patient ratio. A high nurse-patient ratio increases the nurse workload leading to burnout. The same problem is witnessed in the current setting since burnout stemming from the nursing shortage triggers as high as 30% of turnover in the facility. Other impacts include increased susceptibility to committing medical errors, unhealthy workplace relationships, and lack of time for self-care.

 

Research Addressing the Nursing Shortage

The criticality of the nursing shortage in the United States has attracted a lot of attention from researchers, healthcare stakeholders, and policymakers. One of the articles from outside resources that have explored the nursing shortage in-depth is by Shah et al. (2018) on the prevalence and factors associated with nurse burnout in the United States. In this article, Shah et al. (2018) analyzed the damaging effects of nurse burnout as a leading consequence of the nursing shortage hampers patient care and professional relationships. The authors further outline the various interventions magnet hospitals use to cope with workplace stressors that can be applied in the current organization.

The second article is by Ten Hoeve et al. (2020) on nurse turnover prevention. The article’s primary theme is that a nursing shortage hampers professional commitment and collegial support is instrumental in enabling nurses to cope with the detrimental effects of a nursing shortage in healthcare organizations. Generally, the articles underscore the importance of transformational leadership in nursing, whose role is changing culture to achieve better patient outcomes (Broome & Marshall, 2021). They demonstrate the need to embrace change and engage the workforce in transforming health practices to optimize patient outcomes.

Summary of the Strategies Used to Address the Nursing Shortage

The articles provide various strategies for addressing the nursing shortage in magnet hospitals and other organizations. Shah et al. (2018) underlined the importance of adequate nurse staffing and reducing workload by limiting the length of shifts. Since hiring adequate staff is usually an enormous administrative and financial challenge, magnet hospitals should maximally focus should be limiting the number of hours per shift. Doing so would give nurses ample time to engage in self-care and other activities that increase commitment.

This approach coincides with the suggestion that improving employee well-being, as witnessed in Anne Arundel Medical Center, increases employee engagement hence reducing turnover (Jacobs et al., 2018). Collegial support helps nurses to overcome negative experiences in the workplace. It is achieved by leaders and supervisors increasing their commitment to improving the work environment to ensure that it is free from adverse events. Nurses should also be supported through professional growth opportunities and a work routine that promotes a positive work-life balance.

Impact on the Organization

The strategies suggested in the research articles may impact the organization both positively and negatively. From a positive dimension, reducing the lengths of shifts, promoting employee well-being, and providing growth opportunities have the potential to increase commitment to work. A highly committed workforce is less susceptible to nurse burnout hence low turnover. However, most of these alternatives require employee training and continuous support with educational resources. As a result, they would be financially burdening. Hiring new staff is equally a huge burden. However, healthcare leaders should increase their reliance of non-physician clinicians since the quality of care does not differ with what physicians provide (Auerbach et al., 2018). The only thing needed is supervision and continuous support.

Conclusion

Healthcare delivery faces many challenges that impede patient outcomes. The nursing shortage is a significant nursing stressor that hampers patients’ outcomes, workplace productivity, and relationships. The problem is prevalent in the current organization, and leaders should implement creative and lasting measures to mitigate its damage. Some of the most effective strategies, as proposed in the explored articles, include manageable workloads, promoting well-being, and providing growth and development opportunities. As highlighted, these practices have both positive and negative consequences, and leaders should adequately analyze them before making a choice.

References

Auerbach, D. I., Straiger, D. O., & Buerhaus, P. I. (2018). Growing ranks of advanced practice clinicians-implications for the physician workforce. The New England Journal of Medicine378(25), 2358-2360. doi: 10.1056/NEJMp1801869

Broome, M., & Marshall, E. S. (2021). Transformational leadership in nursing: From expert clinician to influential leader (3rd ed.). Springer.

Jacobs, B., McGovern, J., Heinmiller, J., & Drenkard, K. (2018). Engaging employees in well-being: Moving from the Triple Aim to the Quadruple Aim. Nursing Administration Quarterly42(3), 231-245. https://doi.org/10.1097/naq.0000000000000303

Shah, M. K., Gandrakota, N., Cimiotti, J. P., Ghose, N., Moore, M., & Ali, M. K. (2021). Prevalence of and factors associated with nurse burnout in the US. JAMA Network Open4(2), e2036469-e2036469.

Ten Hoeve, Y., Brouwer, J., & Kunnen, S. (2020). Turnover prevention: The direct and indirect association between organizational job stressors, negative emotions and professional commitment in novice nurses. Journal of Advanced Nursing76(3), 836–845. https://doi.org/10.1111/jan.14281

Weaver, M. S., Wichman, B., Bace, S., Schroeder, D., Vail, C., Wichman, C., & Macfadyen, A. (2018). Measuring the Impact of the home health nursing shortage on family caregivers of children receiving palliative care. Journal of Hospice and Palliative Nursing: JHPN : The Official Journal of the Hospice and Palliative Nurses Association20(3), 260–265. https://doi.org/10.1097/NJH.0000000000000436

NURS_6053_Module01_Week02_Assignment_Rubric

  Excellent Good Fair Poor
Develop a 3- to 4-page paper, written to your organization’s leadership team, addressing the selected national healthcare issue/stressor and how it is impacting your work setting. Be sure to address the following:·   Describe the national healthcare issue/stressor you selected and its impact on your organization. Use organizational data to quantify the impact (if necessary, seek assistance from leadership or appropriate stakeholders in your organization).
 
Points Range: 23 (23%) – 25 (25%)

The response accurately and thoroughly describes in detail the national healthcare issue/stressor selected and its impact on an organization.

The response includes accurate, clear, and detailed data to quantify the impact of the national healthcare issue/stressor selected.

 
Points Range: 20 (20%) – 22 (22%)

The response describes the national healthcare issue/stressor selected and its impact on an organization.

The response includes accurate data to quantify the impact of the national healthcare issue/stressor selected.

 
Points Range: 18 (18%) – 19 (19%)

The response describes the national healthcare issue/stressor selected and its impact on an organization that is vague or inaccurate.

The response includes vague or inaccurate data to quantify the impact of the national healthcare issue/stressor selected.

 
Points Range: 0 (0%) – 17 (17%)

The response describes the national healthcare issue/stressor selected and its impact on an organization that is vague and inaccurate, or is missing.

The response includes vague and inaccurate data to quantify the impact of the national healthcare issue/stressor selected, or is missing.

·   Provide a brief summary of the two articles you reviewed from outside resources, on the national healthcare issue/stressor and explain how the healthcare issue/stressor is being addressed in other organizations.
 
Points Range: 27 (27%) – 30 (30%)

A complete, detailed, and specific synthesis of two outside resources reviewed on the national healthcare issue/stressor selected is provided. The response fully integrates at least 2 outside resources and 2 or 3 course-specific resources that fully support the summary provided.

The response accurately and thoroughly explains in detail how the healthcare issue/stressor is being addressed in other organizations.

 
Points Range: 24 (24%) – 26 (26%)

An accurate synthesis of at least one outside resource reviewed on the national healthcare issue/stressor selected is provided. The response integrates at least 1 outside resource and 2 or 3 course-specific resources that may support the summary provided.

The response explains how the healthcare issue/stressor is being addressed in other organizations.

 
Points Range: 21 (21%) – 23 (23%)

A vague or inaccurate summary of outside resources reviewed on the national healthcare issue/stressor selected is provided. The response minimally integrates resources that may support the summary provided.

The response explains how the healthcare issue/stressor is being addressed in other organizations that is vague or inaccurate.

 
Points Range: 0 (0%) – 20 (20%)

A vague and inaccurate summary of no outside resources reviewed on the national healthcare issue/stressor selected is provided, or is missing.

The response fails to integrate any resources to support the summary provided.

·   Summarize the strategies used to address the organizational impact of national healthcare issues/stressors presented in the scholarly resources you selected and explain how they may impact your organization both positively and negatively. Be specific and provide examples.
 
Points Range: 27 (27%) – 30 (30%)

A complete, detailed, and accurate summary of the strategies used to address the organizational impact of the national healthcare issue/stressor is provided.

The response accurately and thoroughly explains in detail how the strategies may impact an organization both positively and negatively, with specific and accurate examples.

 
Points Range: 24 (24%) – 26 (26%)

An accurate summary of the strategies used to address the organizational impact of the national healthcare issue/stressor is provided.

The response explains how the strategies may impact an organization both positively and negatively. May include some specific examples.

 
Points Range: 21 (21%) – 23 (23%)

A vague or inaccurate summary of the strategies used to address the organizational impact of the national healthcare issue/stressor is provided.

The response explains how the strategies may impact an organization both positively and negatively that is vague or inaccurate. May include some vague or inaccurate examples.

 
Points Range: 0 (0%) – 20 (20%)

A vague and inaccurate summary of the strategies used to address the organizational impact of the national healthcare issue/stressor is provided, or is missing.

The response explains how the strategies may impact an organization both positively and negatively that is vague and inaccurate, or is missing. Does not include any examples.

Written Expression and Formatting – Paragraph Development and Organization:Paragraphs make clear points that support well-developed ideas, flow logically, and demonstrate continuity of ideas. Sentences are carefully focused—neither long and rambling nor short and lacking substance. A clear and comprehensive purpose statement and introduction is provided which delineates all required criteria.
 
Points Range: 5 (5%) – 5 (5%)

Paragraphs and sentences follow writing standards for flow, continuity, and clarity.

A clear and comprehensive purpose statement, introduction, and conclusion is provided which delineates all required criteria.

 
Points Range: 4 (4%) – 4 (4%)

Paragraphs and sentences follow writing standards for flow, continuity, and clarity 80% of the time.

Purpose, introduction, and conclusion of the assignment is stated, yet is brief and not descriptive.

 
Points Range: 3.5 (3.5%) – 3.5 (3.5%)

Paragraphs and sentences follow writing standards for flow, continuity, and clarity 60%–79% of the time.

Purpose, introduction, and conclusion of the assignment is vague or off topic.

 
Points Range: 0 (0%) – 3 (3%)

Paragraphs and sentences follow writing standards for flow, continuity, and clarity < 60% of the time.

No purpose statement, introduction, or conclusion was provided.

Written Expression and Formatting – English writing standards:Correct grammar, mechanics, and proper punctuation
 
Points Range: 5 (5%) – 5 (5%)
Uses correct grammar, spelling, and punctuation with no errors.
 
Points Range: 4 (4%) – 4 (4%)
Contains a few (1 or 2) grammar, spelling, and punctuation errors.
 
Points Range: 3.5 (3.5%) – 3.5 (3.5%)
Contains several (3 or 4) grammar, spelling, and punctuation errors.
 
Points Range: 0 (0%) – 3 (3%)
Contains many (≥ 5) grammar, spelling, and punctuation errors that interfere with the reader’s understanding.
Written Expression and Formatting – The paper follows correct APA format for title page, headings, font, spacing, margins, indentations, page numbers, parenthetical/in-text citations, and reference list.
 
Points Range: 5 (5%) – 5 (5%)
Uses correct APA format with no errors.
 
Points Range: 4 (4%) – 4 (4%)
Contains a few (1 or 2) APA format errors.
 
Points Range: 3.5 (3.5%) – 3.5 (3.5%)
Contains several (3 or 4) APA format errors.
 
Points Range: 0 (0%) – 3 (3%)
Contains many (≥ 5) APA format errors.
Total Points: 100

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