NURS 6053 Week 3 Discussion: Organizational Policies and Practices to Support Healthcare Issues

Walden University NURS 6053 Week 3 Discussion: Organizational Policies and Practices to Support Healthcare Issues-Step-By-Step Guide

This guide will demonstrate how to complete the Walden University NURS 6053 Week 3 Discussion: Organizational Policies and Practices to Support Healthcare Issues assignment based on general principles of academic writing. Here, we will show you the A, B, Cs of completing an academic paper, irrespective of the instructions. After guiding you through what to do, the guide will leave one or two sample essays at the end to highlight the various sections discussed below.

How to Research and Prepare for NURS 6053 Week 3 Discussion: Organizational Policies and Practices to Support Healthcare Issues                     

Whether one passes or fails an academic assignment such as the Walden University NURS 6053 Week 3 Discussion: Organizational Policies and Practices to Support Healthcare Issues depends on the preparation done beforehand. The first thing to do once you receive an assignment is to quickly skim through the requirements. Once that is done, start going through the instructions one by one to clearly understand what the instructor wants. The most important thing here is to understand the required format—whether it is APA, MLA, Chicago, etc.

After understanding the requirements of the paper, the next phase is to gather relevant materials. The first place to start the research process is the weekly resources. Go through the resources provided in the instructions to determine which ones fit the assignment. After reviewing the provided resources, use the university library to search for additional resources. After gathering sufficient and necessary resources, you are now ready to start drafting your paper.

How to Write the Introduction for NURS 6053 Week 3 Discussion: Organizational Policies and Practices to Support Healthcare Issues                     

The introduction for the Walden University NURS 6053 Week 3 Discussion: Organizational Policies and Practices to Support Healthcare Issues is where you tell the instructor what your paper will encompass. In three to four statements, highlight the important points that will form the basis of your paper. Here, you can include statistics to show the importance of the topic you will be discussing. At the end of the introduction, write a clear purpose statement outlining what exactly will be contained in the paper. This statement will start with “The purpose of this paper…” and then proceed to outline the various sections of the instructions.

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How to Write the Body for NURS 6053 Week 3 Discussion: Organizational Policies and Practices to Support Healthcare Issues                     

After the introduction, move into the main part of the NURS 6053 Week 3 Discussion: Organizational Policies and Practices to Support Healthcare Issues assignment, which is the body. Given that the paper you will be writing is not experimental, the way you organize the headings and subheadings of your paper is critically important. In some cases, you might have to use more subheadings to properly organize the assignment. The organization will depend on the rubric provided. Carefully examine the rubric, as it will contain all the detailed requirements of the assignment. Sometimes, the rubric will have information that the normal instructions lack.

Another important factor to consider at this point is how to do citations. In-text citations are fundamental as they support the arguments and points you make in the paper. At this point, the resources gathered at the beginning will come in handy. Integrating the ideas of the authors with your own will ensure that you produce a comprehensive paper. Also, follow the given citation format. In most cases, APA 7 is the preferred format for nursing assignments.

How to Write the Conclusion for NURS 6053 Week 3 Discussion: Organizational Policies and Practices to Support Healthcare Issues                     

After completing the main sections, write the conclusion of your paper. The conclusion is a summary of the main points you made in your paper. However, you need to rewrite the points and not simply copy and paste them. By restating the points from each subheading, you will provide a nuanced overview of the assignment to the reader.

How to Format the References List for NURS 6053 Week 3 Discussion: Organizational Policies and Practices to Support Healthcare Issues                     

The very last part of your paper involves listing the sources used in your paper. These sources should be listed in alphabetical order and double-spaced. Additionally, use a hanging indent for each source that appears in this list. Lastly, only the sources cited within the body of the paper should appear here.

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NURS 6053 Week 3 Discussion: Organizational Policies and Practices to Support Healthcare Issues

NURS 6053 Week 3 Discussion Organizational Policies and Practices to Support Healthcare Issues

Healthcare systems, networks, and providers focus on offering quality care using innovative delivery models that reduces the overall cost while increasing accessibility. Imperatively, they develop sound and targeted policies to attain these goals but face competing needs like the needs of the healthcare workforce, patients, and limited resources (Griffiths et al., 2020). For example, healthcare organizations can address the workforce needs and those of patients using policies aimed at having optimal nurse staffing levels to reduce nurse shortage, improve quality, and prevent burnout syndrome that leads to nurse turnover. However, these competing needs may mean that the organization increases its costs and reduce their profit margins. The use of sufficient workforce in healthcare organizations ensures that the facility offers quality care to diverse patient population. The increasing demand for care emanating from an aging population and reforms in healthcare that lead to increased access mean that organizations should employ more nurses to bridge the gap.

Specific Competing Needs that Impacts Nurse Shortage

Nurse shortage is a significant problem that requires organizations to develop effective policies because of their competing needs. Nurse shortage leads to high turnover rates and is associated with quality care outcomes. Nurse shortage leads to increased workload and burnout syndrome which implies that organizations should develop policies to ensure that they have optimal nurse levels or staffing levels to address the issue (Kelly & Porr, 2018). As a national health stressor, nursing shortage emanates from the competing needs between patients’ need for quality care and organization’s focus on becoming sustainability while navigating the delicate obligation to have sufficient workforce in their operations.

High costs of healthcare emerge in different areas like cost of drugs, provider reimbursement and even running nursing home care facilities and high costs of better medical equipment that impact the ability of facilities to hire sufficient levels of staff. The employment of more nurses alongside these expenses with the aim of delivering quality care compete with the need to offer quality patient care (Lucchini et al., 2020). The implication is that such facilities should develop policies that will lead to better staff levels and ensure quality care in different areas of care delivery. Policies to emphasize innovative solutions are essential in this case to help the organization address the competing needs of ensuring a happy and satisfied workforce, management of scarce or limited resources that include financial resources, and offering quality care.

Impact of Policy on Competing Needs

The use of new staff scheduling systems by developing a staffing pool can help address the staffing needs. Healthcare providers can use their staff more efficiently in attempts to reduce the overall labor costs and deliver quality care (Kelly & Porr, 2018). For example, hospital organizations can reduce the need to use nurses in moving patients to and from emergency units and instead use other health providers like nurse assistants. Such policies can save the organizations from increased cost of paying the nurses hourly wages for the services which they can plough back and compensate the nursing staff through benefits.

Further, the organization will reduce nurse workload and employee turnover (Milliken, 2018). Training new nurses and employees in general is costly. Having competitive package and benefits and maintenance of the current staff as well as recognition of their efforts is essential to address nursing shortage and improving quality of care for patients in different areas of care provision. Policies are intended to improve the quality of care and reduce the competing needs in healthcare organizations. Nurses’ needs can compete with the need of offering quality care as it implies that organizations must have sufficient levels of staff while this requires additional resources.

References

Griffiths, P., Saville, C., Ball, J., Jones, J., Pattison, N., Monks, T., & Safer Nursing Care Study

Group. (2020). Nursing workload, nurse staffing methodologies and tools: A systematic scoping review and discussion. International Journal of Nursing Studies, 103, 103487. DOI: 10.1016/j.ijnurstu.2019.103487.

Kelly, P., & Porr, C. (2018). Ethical Nursing Care Versus Cost Containment: Considerations to

Enhance RN Practice. OJIN: The Online Journal of Issues in Nursing, 23(1).

DOI: 10.3912/OJIN.Vol23No01Man06

Lucchini, A., Iozzo, P., & Bambi, S. (2020). Nursing workload in the COVID-19 era. Intensive

            & critical care nursing, 61, 102929. DOI: 10.1016/j.iccn.2020.102929

Milliken, A. (2018). Ethical awareness: What it is and why it matters. OJIN: The Online Journal

            of Issues in Nursing, 23(1). DOI:10.3912/OJIN.Vol23No01Man01

Main Post – Discussion – Week 3

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In correctional mental health care, the competing needs of mental health care workers, custody

NURS 6053 Week 3 Discussion Organizational Policies and Practices to Support Healthcare Issues
NURS 6053 Week 3 Discussion Organizational Policies and Practices to Support Healthcare Issues

staff, governmental bodies, and the seriously mentally ill (SMI) inmate patients and their families, conflict in America today. Significant research exists to support the inverse relationship between deinstitutionalization of mental health care in America and other democratic countries, and the rate of incarceration (Hudson, 2016). For example, the rate of population growth in American prisons between 1980 and 2010 was 11 times greater than the growth rate of the general population during the same period of time (Rich, 2014). Nearly half of all incarcerated individuals in America experience some form of mental illness, a stark contrast to just 11% of the general population (Hoke, 2015). The deinstitutionalization of mental health care in America has shifted the burden of caring for seriously mentally ill individuals to their families, and in many cases, to the jails and prisons. In addition, and as implied in NURS 6053 Week 3 Discussion: Organizational Policies and Practices to Support Healthcare Issues, when America declared a “war on drugs” in the 1980s, this led to a significant increase of incarcerations for drug-related crimes, disproportionately affecting individuals with psychotic disorders and substance abuse problems (Baillargeon, Binswanger, Penn, Williams & Murray, 2009, as cited in Hoke, 2015).

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NURS 6053 Week 3 Discussion: Organizational Policies and Practices to Support Healthcare Issues: America is home to the largest prison system in the world (Hoke, 2015). This provides evidence that America is a punitive society, and this cultural view has created policies and practices that have led to mass incarceration (Rich, 2014). In the context of this national sentiment, it becomes increasingly difficult to deliver an appropriate level of care to inmates, much less a level of care that is equivalent to care received in the community (Rich, 2014). In NURS 6053 Week 3 Discussion: Organizational Policies and Practices to Support Healthcare Issues, Jails and prisons frequently do not provide levels of mental health care in line with national standards (Hoke, 2015). Many barriers exist in providing an adequate level of mental health care to the SMI inmate population in America. Among the barriers to providing adequate mental health care to the SMI inmate population are lack of financial resources, lack of qualified provider resources, safety concerns, the nature of incarceration, and lack of policies to shift care of SMI inmates to more appropriate facilities designed to provide an acceptable level of mental health care. One example which is representative of this larger phenomenon is the management of those on suicide watch.

According to NURS 6053 Week 3 Discussion: Organizational Policies and Practices to Support Healthcare Issues, when an inmate expresses suicidal ideation or engages in self-harm behavior, they are moved to a holding area of the jail designed to prevent self-injury. This is referred to as suicide watch. These suicide watch holding areas are even less comfortable than regular jail housing. For example, inmates are provided only one stiff, tear proof blanket for warmth, and a single garment which affixes at the shoulders and side with large Velcro fasteners. Jails and prisons are almost always very cold environments due to the lack of soft surfaces. The suicide watch garment is only knee length and is sleeveless. The inmates are not allowed to have any undergarments due to the concern for ligature risk. They are not allowed plastic utensils to eat with due to the concern for possible self-harm. Suicide watch cells are placed in high traffic areas of intake or SMI housing units under constant supervision by custody staff removing what little privacy inmates ever experience. These areas tend to be too noisy for adequate sleep. Thus, in the name of safety, individuals who are struggling with emotional pain are stripped of basic comforts, their dignity, and privacy. This should not be acceptable, especially because in America, there is no other option for these individuals to be safely held in a more therapeutic environment.

State and federal policies to create long-term care facilities for the seriously mentally ill are needed. Funding for these facilities should be prioritized. Much of this funding can be diverted from the jails and prisons. Ironically, according to NURS 6053 Week 3 Discussion: Organizational Policies and Practices to Support Healthcare Issues, this would move America back toward institutionalization for the seriously mentally ill, reversing policies and practices instituted as far back as 1960. However, I believe this has become inevitable. Rates of death by suicide in jails and prisons are high, and account for over 30% of all incarceration deaths (Bureau of Justice Statistics, 2020).

In my experience as both a board certified psychiatric mental health nurse, and as the nursing supervisor in one of the largest county jails in America, the deinstitutionalization of long-term mental health treatment facilities in our country has proven to be both ineffective and costly. Recidivism rates remain high, in large part because community supports for treatment which would address the underlying issues that lead to incarceration are absent. Without changes in policy to devote appropriate resources for treating the seriously mentally ill, this troubling cycle will continue. Due to these many factors, I experience burnout, frustration, and a feeling of powerlessness to improve the care of the SMI inmates in my jail. As Kelly and Porr state in an article for the American Nurses Association, nurses feel this way today because of practicing in health care environments with limited resources which place limits on our ability to provide appropriate patient care (2018).

References

Bailargeon, J., Binswanger, I. A., Penn, J. V., Williams, B. A., & Murray, O. J. (2009). Psychiatric disorder and repeat incarcerations: The revolving prison door. American Journal of Psychiatry, 166(1), 103-109.

Bureau of Justice Statistics. (2020). Mortality in local jails, 2000-2016 – Statistical tables (NCJ 251921). U.S. Department of Justice, Office of Justice Programs. https://www.bjs.gov/content/pub/pdf/mlj0016st.pdf

Hoke, S. (2015). Mental Illness and Prisoners: Concerns for Communities and Healthcare Providers. Online Journal of Issues in Nursing, 20(1), 1. https://doi-org.ezp.waldenulibrary.org/10.3912/OJIN.Vol20No01Man03

Hudson, C. G. (2016). A Model of Deinstitutionalization of Psychiatric Care across 161 Nations: 2001–2014. International Journal of Mental Health, 45(2), 135–153. https://doi-org.ezp.waldenulibrary.org/10.1080/00207411.2016.1167489

Kelly, P. & Porr, C. (2018). Ethical nursing care versus cost containment: Considerations to enhance RN practice. OJIN: Online Journal of Issues in Nursing 23(1) Manuscript 6. http://ojin.nursingworld.org/MainMenuCategories/ANAMarketplace/ANAPeriodicals/OJIN/TableofContents/Vol-23-2018/No1-Jan-2018/Ethical-Nursing-Cost-Containment.html

Rich, B. A. (2014). Observations on the nature and extent of injustice in the American prison system. The American Journal of Bioethics: AJOB, 14(7), 1–3. https://doi-org.ezp.waldenulibrary.org/10.1080/15265161.2014.918211

RESPONSE

I also work mental health in Hospital in Texas.  I understand that mental health can be challenging especially for the patients that need to stay hospitalized due to chronic mental illness.  Placement is one of the most challenging problems we run across.  Our patients stay is usually 3-7 days in the hospital.  We currently have a patient that has been admitted for 90 days. This is the type of patient that needs long term inpatient care, and even for the rest of their lives.  We have resources that we can send them too but the Doctors feels that certain patients with chronic mental health would get hurt in the streets due to people not understanding their illness.  I agree that there is a gap and a loop hole in the policy of helping the chronically mental health patients get to a long term safe place facility.  We have a local facility that houses mental health patients for up to 1 year.  Most times families are burnt out and feel like they hit a wall. According to Esposito (2016), ” Thirty percent of people released from state psychiatric hospitals go to homeless shelters and “that’s just unacceptable.”

I’m sure you see so much more burnout with staff in the prisons due to feeling that the deinstitutionalization is not effective.  I agree because I remember my grandparents telling me stories about how facilities used to house chronic mental health patients for long term and these facilities were big and beautiful.  Today we don’t see that and it shows here in the hospital I currently work at since placement is always a problem. Since 1955, 93% of hospital beds have been lost in psychiatric hospitals (Mental Illness Police 2005).

Community Living Options for People With Serious Mental Illness. (n.d.). Retrieved December 16, 2020, from https://health.usnews.com/wellness/mind/articles/2016-10-26/community-living-options-for-people-with-serious-mental-illness

Patrick Moynihan: Deinstitutionalization Failed. (2019, January 23). Retrieved December 16, 2020, from https://mentalillnesspolicy.org/media/eft/deinstitutionalization-deadly-moynihan-torrey.html

 RESPONSE 2

I really enjoyed reading your post regarding mental health in prison systems. I too have provided care to this population in a psychiatric hospital setting. I agree that these individuals are often stripped of their dignity as a result of organizations’ measures to ensure safety. However, some things do not make sense to me. For example, you stated that patients in the prison system may not have plastic cutlery. In my healthcare facility patients can have plastic spoons and forks but not knives. This to me is mind-boggling. I have brought this up during a staff meeting challenging why it is ok to have the other plastic items and not knives when self-harm can still be done with spoons and knives. The Leadership/Management team was not successful in providing an alternative. How frustrating!

As the stressor of staffing is a dominant issue in our field of nursing healthcare staff are at higher risk for burnout. When our resources are low it also effects the quality of care being delivered to patients. Recently, The Joint Commission has stepped in after conducting a survey of 2,000 healthcare workers and found that “Only about 5% of respondents surveyed said their organization was highly effective at helping staff deal with feelings of burnout. Only about 39% said their organization was “slightly effective” at dealing with burnout, and 56% said their facility was either slightly or highly ineffective at it” (Palmer, 2020).

Tackling these challenges often depends on funding. In my experience as a nurse, my findings of a proactive environment were in non-profit facilities. I felt that my voice was heard, actions were taken, and patient/staff satisfaction was higher. Organizations that are non-profit have an abundant number of resources that can benefit both employees and the patients they serve. Brinkmann (2018) found that organizations who fund research can help inform the development of new policies by defining clinical priorities. “For-profit systems benefit from investors’ money and have more flexibility about which services they offer, often seeking more profitable ones” (Masterson, 2017).

Some healthcare organizations are implementing burnout interventions which include resilience training. These positive interventions may decrease employee turnover, improve problems in performance and delivery of care, and most importantly enhance patient satisfaction (Moore, 2020).

References

Brinkmann, J. T. (2018, January). Healthcare policy: Where it comes from and how to change it. The O&P EDGE Magazine – OPEDGE.COM. https://opedge.com/Articles/ViewArticle/2018-01-01/healthcare-policy-where-it-comes-from-and-how-to-change-it

Masterson, L. (2017, May 25). Nonprofit, for-profit hospitals play different roles but see similar financial struggles. Healthcare Dive. https://www.healthcaredive.com/news/nonprofit-for-profit-hospitals-play-different-roles-but-see-similar-financ/442425/

Moore, C. (2020, January 9). Resilience training: How to master mental toughness and thrive. PositivePsychology.com. https://positivepsychology.com/resilience-training/

Palmer, J. (2020, January 6). Joint Commission Portal addresses nurse burnout. Patient Safety & Quality Healthcare. https://www.psqh.com/analysis/joint-commission-portal-addresses-nurse-burnout/?webSyncID=2640b019-b609-27db-a623-44394d50370e&sessionGUID=d6ced981-6027-4277-e974-569973b17762

Great post, Precious. Nursing shortage is a very serious issue we see in the United States today. It is projected that 275,000 additional nurses will be needed between 2020 and 2030 (Haddad, et al, 2022). The nursing shortage is due to nurse burnout, aging population, lack of educators, and inadequate workforce support (American Nurses Association, n.d.). Although there is a serious nursing shortage, nurses are obligated to deliver the highest quality of care to their patients. A policy that would retain nurses would be beneficial. As you mentioned, many new graduate nurses enter the field, and due to poor work environment, change their mind about their career all together. A positive work environment with inspiring and motivating leadership would aid in retaining nurses. Again, wonderful post.

References:

American Nurses Association. (n.d.). Nurses in the Workforce. Retrieved March 15, 2023 from: https://www.nursingworld.org/practice-policy/workforce/

Links to an external site.

Haddad, L. M., Annamaraju, P., & Toney-Butler, T. J. (2022). Nursing Shortage. Retrieved from: https://www.ncbi.nlm.nih.gov/books/NBK493175/

This post definitely hits many points as to why many nurses are leaving bedside or leaving the field all together due to these competing needs impacting the nursing shortage. In a study done by Tamata&Tamani (2021) of nurses in a Vanuatu Hospital, many nurses complained about the increased in the workload on the inpatient side and how that lead to the physical exhaustion and job dissatisfaction they experienced. Lack of support was another issue mentioned by one of the participants of this study. They noted that they always “confront the nursing managers and clinical supervisors concerning the workplace such as poor work equipment along with the poor environment but excuses are always given and not actions are taken”. This in turn brings down the morale of their environment. This is the same thing many of us have experienced. I found this so interesting and came to my own conclusion that this is not just a national issue but a global issue within the field of nursing. The same exact problems and concerns they brought up in this article where the same ones we have had here in the US. The American Nurses Association (ANA) encourages a “legislative model in which nurses are empowered to create staffing plans specific to each unit”. This grants hospitals the ability to “establish staffing levels that are flexible and account for changes including the intensity of patients’ needs, the number of admissions, discharges and transfers during a shift to name a few.As of right now, California is the only state that has outlined a safe patient to nurse ratio (The importance of the optimal nurse-to-patient ratio, 2016).

Reference:

Tamata, A. T., Mohammadnezhad, M., & Tamani, L. (2021). Registered nurses’ perceptions on the factors affecting nursing shortage in the Republic of Vanuatu Hospitals: A qualitative study. PloS one, 16(5), e0251890. https://doi.org/10.1371/journal.pone.0251890Links to an external site.

The importance of the optimal nurse-to-patient ratio. Back to top. (2016, November 11). Retrieved March 18, 2023, from https://www.wolterskluwer.com/en/expert-insights/the-importance-of-the-optimal-nursetopatient-ratio

I agree with your post and find it sad that nurses have such limited time to spend with their patients and family members. The nursing practice is based on giving our patients the best care possible (Walden University, LLC, 2012). When we spend more time charting than with the patients it can feel as though we aren’t giving our patients most of our attention, and this can be frustrating. In the ICU we typically have more quality time with our patients. About a year ago my facility-initiated charting by exception to relieve some of the charting burdens the nurses are faced with. Charting by exception allows the nurse to enter the initial assessment into Epic. All other assessments that shift are charted by what changed from the initial assessment. So, if the patient was alert and oriented x3 initially at 1900 but by 0400 the patient is sedated the neuro section would need to be entered into Epic.

This has saved nurses an immense about of time. This should be put into place for all nurses charting systems to free up their time. It may be challenging to do this for clinic visits but I’m sure it could be done. When this was first rolled out nurses were hesitant due to the “not charted, not done” way of thinking that was engrained into nurses’ heads during nursing school but the legal team at the hospital states that this type of charting would be sufficient if ever taken to court. Here we can see how documenting resources conflicts with the quality of time spent with the patients. Ultimately if the documentation resources are improved the quality time patients and nurses long for will also be improved. Improving clinical documentation is definitely a time-honored vision (Hay, P., Wilton, K., & Cumerlato, M., 2019).

References

Hay, P., Wilton, K., & Cumerlato, M. (2019). Sage Journals. The importance of clinical documentation improvement for Australian hospitals. 49(1)  https://doi.org/10.1177/1833358319854185

Name: NURS_6053_Module02_Week03_Discussion_Rubric

Excellent Good Fair Poor
Main Posting
Points Range: 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.
Points Range: 40 (40%) – 44 (44%)
Responds to the discussion question(s) and is reflective with critical analysis and synthesis of knowledge gained from the course readings for the module.At least 75% of post has exceptional depth and breadth.Supported by at least three credible sources.Written clearly and concisely with one or no grammatical or spelling errors and fully adheres to current APA manual writing rules and style.
Points Range: 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.Written somewhat concisely; may contain more than two spelling or grammatical errors.

Contains some APA formatting errors.
Points Range: 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
Points Range: 10 (10%) – 10 (10%)
Posts main post by day 3.
Points Range: 0 (0%) – 0 (0%)
Points Range: 0 (0%) – 0 (0%)
Points Range: 0 (0%) – 0 (0%)
Does not post by day 3.
First Response
Points Range: 17 (17%) – 18 (18%)
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.Responses to faculty questions are fully answered, if posed.

Response is effectively written in standard, edited English.
Points Range: 15 (15%) – 16 (16%)
Response exhibits critical thinking and application to practice settings.Communication is professional and respectful to colleagues.Responses to faculty questions are answered, if posed.Provides clear, concise opinions and ideas that are supported by two or more credible sources.Response is effectively written in standard, edited English.
Points Range: 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.
Points Range: 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
Points Range: 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.Responses to faculty questions are fully answered, if posed.

Response is effectively written in standard, edited English.
Points Range: 14 (14%) – 15 (15%)
Response exhibits critical thinking and application to practice settings.Communication is professional and respectful to colleagues.Responses to faculty questions are answered, if posed.Provides clear, concise opinions and ideas that are supported by two or more credible sources.Response is effectively written in standard, edited English.
Points Range: 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.
Points Range: 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
Points Range: 5 (5%) – 5 (5%)
Meets requirements for participation by posting on three different days.
Points Range: 0 (0%) – 0 (0%)
Points Range: 0 (0%) – 0 (0%)
Points Range: 0 (0%) – 0 (0%)
Does not meet requirements for participation by posting on 3 different days.
Total Points: 100

Name: NURS_6053_Module02_Week03_Discussion_Rubric

Sample Answer for NURS 6053 Week 3 Discussion: Organizational Policies and Practices to Support Healthcare Issues

Competing needs arise within any organization as healthcare workers seek to meet their targets and leaders seek to meet hospital goals. Either targets or goals require establishing priorities and allocating resources. For example, a policy addressing adequate nurse staffing is essential to meet the patient and workforce needs while minimizing hospital cost. However, utilizing in more nursing staff might result in economic inefficiencies along with misallocated resources.  

The shortage of staff is connected with negative impacts; including lower quality and quantity of care because there are few resources to offer. Work overload to the existing nurses lead to burnout, and eventually compromising patient safety. Nursing shortage policies are constantly supported by current literature and they vary from country to country. However, there is continuous effort to modify certain aspect such as pay agreements, emergency hiring plans and RN residency programs to improve working environment for nurses (Park & Yu, 2019). Nurses should also voice their opinion on ways to resolve competing needs; the culture of silence creates a culture of acceptance and continues to suppress nursing professional knowledge (Kelly & Porr, 2018).  

Competing needs that may impact nursing shortage is aging population in which baby boomer entering the age of increased need for health services. Which would require more students to enroll into the nursing program today and hire more educators to provide students with proper training. Another contributing factor is nurse burnout, statistics shows a national turnover rates is 8.8% to 37% (Lisa et al., 2020). Nurses are experiencing burnout daily and leaving the profession for better opportunities or advancing in their career. Ensure an optimal nurse to patient ratios to improve nurse staffing and improve quality of care delivered. Lastly, workload and work environment has forced hospitals to reduce staffing and implement mandatory overtime polices to ensure nurses would be available to work when the number of patients admitted increased unexpectedly. Furthermore, increase the workload to decrease on health care costs.  

A policy might address these competing needs by ensuring an optimal nurse to patient ratio which can improve care outcomes for patients and ensure patient safety. Healthcare policymakers’ involvement in developing a staffing policy in every organization to improve working conditions (such as working hours, violence in workplace, managing workload) for the nurses staff to improve competencies and better job satisfaction. Ensure adequate government funding to allocate resources for training and clinical skills without causing strains on the government and organization budget. Also, devote resources toward increasing nurses wages; a token of appreciation for their dedicated and hard work.    

  

References 

Haddad, L.M., Annamaraju, P., & Toney-Butler, T.J. (2020). Nursing Shortage. Retrieved June 15, 2021, from https://www.ncbi.nlm.nih.gov/books/NBK493175/ 

Kelly, P., & Porr, C. (2018). Ethical nursing care versus cost containment: Considerations to enhance RN practice. OJIN: Online Journal of Issues in Nursing, 23(1), Manuscript 6. doi: 10.3912/OJIN. Vol23No01Man06. Retrieved from http://ojin.nursingworld.org/MainMenuCategories/ANAMarketplace/ANAPeriodicals/OJIN/TableofContents/Vol-23-2018/No1-Jan-2018/Ethical-Nursing-Cost-Containment.html 

Park, H., & Yu, S. (2019). Effective policies for eliminating nursing workforce shortages: A systematic review. In Health Policy and Technology, 8(3), 296-303. https://doi.org/10.1016/j.hlpt.2019.08.003 

Sample Response for NURS 6053 Week 3 Discussion: Organizational Policies and Practices to Support Healthcare Issues

This is insightful Youland. In every organization, there are always competing ought to be addressed to ensure efficiency in the operational processes. Specifically, in healthcare institutions that involve the development and implementation of different policies, there are always competing needs be fully addressed by the management or policymakers. Competing needs arise within any organization as healthcare workers seek to meet their targets and leaders seek to meet hospital goals (Minvielle, 2018). In every healthcare organization, leaders and workers often have their specific goals. The differences in their objectives or goals may lead to competing needs. As leaders and workers set their targets, there are always priorities; besides, there is always the need to consider the available resources that may facilitate processes and procedures towards meeting these goals. A policy addressing adequate nurse staffing is essential to meet the patient and workforce needs while minimizing hospital costs. However, utilization of more nursing staff might result in economic inefficiencies along with misallocated resources (Wicks & St Clair, 2017). 

Before embarking on allocating resources, there is always the need for healthcare management to consider their priorities to address the competing needs. In most cases, healthcare institutions consider their priorities before distributing resources to different processes. To effectively formulate policies that would ensure incorporation of the best practices as well as the efficiency in the general operational processes, the management needs to involve nurses and other healthcare professional teams (Park & Yu, 2019). In other words, making a decision on where to allocate resources should involve the entire workforce. A policy might address these competing needs by ensuring an optimal nurse-to-patient ratio, improving care outcomes for patients, and ensuring patient safety. Besides, a policy may be formulated and enough resources allocated to ensure a significant reduction in the number of healthcare-acquired infections and the improvement in patient outcomes.  

References 

Minvielle, E. (2018). Toward Customized Care: Comment on”(Re) Making the Procrustean Bed? Standardization and Customization as Competing Logics in Healthcare”. International journal of health policy and management, 7(3), 272. https://www.ncbi.nlm.nih.gov/pmc/articles/PMC5890073/ 

Park, H., & Yu, S. (2019). Effective policies for eliminating nursing workforce shortages: A systematic review. In Health Policy and Technology, 8(3), 296-303. https://doi.org/10.1016/j.hlpt.2019.08.003 

Wicks, A. M., & St Clair, L. (2017). Competing values in healthcare: balancing the (un) balanced scorecard. Journal of Healthcare Management, 52(5). https://web.a.ebscohost.com/abstract?direct=true&profile=ehost&scope=site&authtype=crawler&jrnl=10969012&AN=27028943&h=xt8qw%2fV9vHxEXGym8bL66d4PtA2v%2f%2bjudnSM4Nhe6H 

Sample Answer for NURS 6053 Week 3 Discussion: Organizational Policies and Practices to Support Healthcare Issues

Policies are made to govern a certain practice and are necessary to hold persons accountable for their actions. Registered nurses (RNs) are constantly challenged to provide quality nursing care while resources are chipped away, sometimes along with their energy, pride, and ability to provide holistic patient care (Kelly & Porr, 2018), but are still expected to  promote beneficence and avoid maleficence in all circumstances.  Nurses and nurse leaders must establish policies that are ethical and just and not waver in the presence of competing needs.  Policies and procedures provide a road map for day-to-day operations and are put in place to be followed for the betterment of the organization and improve practices. For example, a policy that focuses on staffing for nurses and nurse assistants is necessary to ensure that adequate staffing is available. The policy should provide parameters for nurse to patient ratio and a list of resources, steps, and protocols to assist where needed. The development of a policy in regards to the use of resources and being economical can also help to diffuse the fight between the need for staff versus the need for personal protective equipment (PPE).  

The Impact of Organizational budget on the Nursing Shortage 

I am constantly reminded that healthcare is a business just like any other and organization leaders are always trying to find new ways and ideas to satisfy the consumer but save the company money. Unfortunately, Health care is not like other businesses because people’s lives are at stake and when healthcare is faced with competing needs, one is likely to surpass the other and the other just might be as valuable as someone’s life. The shortage of nurses has a tremendous impact of any healthcare organization and can directly attack healthcare budget in more ways than one. For example, the shortage of nurse’s force countless hours in overtime to ensure that shifts are adequately covered to ensure patients receive the treatment that they need, because after all, patient satisfaction, safety, and best outcomes are the goal. On the contrary, these nurses who overwork themselves are more likely to perform at a level that is below satisfactory eventually resulting in mediocre patient care, documentation errors, medication errors and many other patient delivery errors. Researchers has suggested that overworked health care providers have reported a decline in mental and physical state, demonstrated inadequate patient care and nurse leaving/shortage (Leineweber et al., 2014).  A study conducted on Nurses’ practice in relation to burnout concludes that adequate staffing and leadership and support for nurses are crucial for nurses wellbeing and mental health. (Leineweber et al., 2014).   

To paint a picture; at my organization, if a patient has a complaint or is not satisfied with the delivery of care they received, often times letters are written to the CEO or Hospital’s president and they are forced to discount patient’s hospital bills to regain consumer satisfaction and prevent any contamination to the reputation of the Organization. Organizational budgets can force decisions between paying nurses or providing necessities needed for adequate patient care delivery such as PPE’s that as necessary for minimizing the risk of health care providers contracting diseases. If nurses do not feel safe, they may opt to leave their jobs, creating a bigger deficit for the organization, therefore a balance must be found between competing needs.  

References 

Alyahya, M. S., Hijazi, H. H., Al Qudah, J., AlShyab, S., & AlKhalidi, W. (2018). Evaluation of  

infection prevention and control policies, procedures, and practices: An ethnographic  

study. AJIC: American Journal of Infection Control, 46(12), 1348–1355. https://doi-org.ezp.waldenulibrary.org/10.1016/j.ajic.2018.05.023 

Kelly, P., Porr, C. (2018) Ethical Nursing Care Versus Cost Containment: Considerations to  

Enhance RN Practice http://ojin.nursingworld.org/MainMenuCategories/ANAMarketplace/ANAPeriodicals/OJIN/TableofContents/Vol-23-2018/No1-Jan-2018/Ethical-Nursing-Cost-Containment.html 

Leineweber, C., Westerlund, H., Chungkham, H. S., Lindqvist, R., Runesdotter, S., &  

Tishelman, C. (2014). Nurses’ practice environment and work-family conflict in relation to burn out: A multilevel modelling approach. PLoS ONE, 9(5). https://doi-org.ezp.waldenulibrary.org/10.1371/journal.pone.0096991 

Sample Response for NURS 6053 Week 3 Discussion: Organizational Policies and Practices to Support Healthcare Issues

This is insightful Rashae; healthcare is a business just like any other and organization. As a result, healthcare leaders are always trying to find new ways and ideas to satisfy the consumer but save the company money. As a result, there are always planning processes meant to ensure effective utilization of resources and ensure effective patient outcomes. In the process of planning, there is always the need to consider priorities (Ansmann & Pfaff, 2018). For instance, a healthcare organization may be faced with different needs; however, through planning and setting priorities, they will be able to utilize their resources in a more profitable way.  

Nurse shortage has been a critical issue in most healthcare institutions. Researchers have suggested that overworked health care providers have reported a decline in mental and physical state, demonstrated inadequate patient care, and nurse leaving/shortage. Therefore, allocating more resources towards employing more nurses is always a priority (Hovland & Moltu, 2019). However, other priorities such as the reduction of medication errors may set in. Medication errors have been considered one of the major factors that contribute to low patient satisfaction and negative patient outcome.  

Therefore, healthcare management may weigh their priorities before engaging in allocating resources (Kelly, 2018). To effectively formulate policies that would ensure incorporation of the best practices as well as the efficiency in the general operational processes, the management needs to involve nurses and other healthcare professional teams. With proper planning and allocation of resources, healthcare institutions are able to generate more profits and enhance operational processes in addition to meeting the needs of patients. Setting priories may help in the budgeting processes for the entire institution.  

References 

Ansmann, L., & Pfaff, H. (2018). Providers and Patients Caught Between Standardization and Individualization: Individualized Standardization as a Solution: Comment on”(Re) Making the Procrustean Bed? Standardization and Customization as Competing Logics in Healthcare”. International journal of health policy and management, 7(4), 349. https://www.ncbi.nlm.nih.gov/pmc/articles/PMC5949226/ 

Hovland, R. T., & Moltu, C. (2019). Making way for a clinical feedback system in the narrow space between sessions: navigating competing demands in complex healthcare settings. International journal of mental health systems, 13(1), 1-11. https://ijmhs.biomedcentral.com/articles/10.1186/s13033-019-0324-5 

Kelly, P., Porr, C. (2018). Ethical Nursing Care Versus Cost Containment: Considerations to  

Enhance RN Practice. http://ojin.nursingworld.org/MainMenuCategories/ANAMarketplace/ANAPeriodicals/OJIN/TableofContents/Vol-23-2018/No1-Jan-2018/Ethical-Nursing-Cost-Containment.html 

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