NURS 6053 Week 3 Assignment: Developing Organizational Policies and Practices Example Developing Organizational Policies and Practices
NURS 6053 Week 3 Assignment: Developing Organizational Policies and Practices Example
Developing Organizational Policies and Practices
The primary competing needs in the organization are the quality of care versus the number of qualified staff, available funds versus the facility’s capacity to recruit and retain staff. Balancing between offering high-quality care and keeping a practicable number of health workers poses a significant challenge for the former. The lower number of health workers handling excessive work compromises safety and care quality, consistent with the observation by Ma et al. (2022). Regarding the latter competing need, the available financial resources may be inadequate to recruit and retain nurses, impeding the development of reliable retention models.
The relevant policy is the organization’s method of acquiring staff and managing the workforce. The current policy hires a significantly low number of nurses across cadres, with rigid schedules and slightly lower compensation in comparison to recommended rates. Ethically, the policy should focus on protecting clients’ safety and promoting quality care, besides providing adequate support for nurses and promoting their reasonable handling (Broome and Marshall, 2021). This approach will benefit both the client and the nurse.
Policy/Practice Changes
The organization could utilize the following approaches to address the primary competing needs and ethical considerations. First, the facility should implement flexible models for managing staff, which will protect client needs and promote fair handling of staff, consistent with NSI Nursing Solutions, Inc. (2021). This step would entail establishing schedules that are compatible with fluctuating patient numbers and allow for career advancement for nursing practitioners.
Moreover, the organization should allocate funds to robust staff retention models. Such models provide incentives to increase work satisfaction, promote career progression and provide rewarding remuneration (NSI Nursing Solutions, Inc., 2021). In detail, such approaches could include reimbursing nurses who enroll for further education, establishing mentorship forums and rewarding high-quality performance.
References
Broome, M., & Marshall, E. S. (2021). Transformational leadership in nursing: From expert clinician to influential leader. Springer.
Ma, E., Kritsimali, A., Olby-Clements, B., Boyd, K., & Demirbasa, B. (2022). Innovative staffing solutions to nursing shortages in acute mental health inpatient wards. Issues in Mental Health Nursing, 43(2), 103–110. https://doi.org/10.1080/01612840.2021.1961331
NSI Nursing Solutions, Inc. (2021). 2021 NSI national health care retention & RN staffing report. http://www.nsinursingsolutions.com/Documents/Library/NSI_National_Health_Care_Retention_Report.pdf
