Impact Report to Senior Leadership
ImpactReport to Senior Leadership
ImpactReport to Senior Leadership
Inhealthcare settings, nurses have the responsibility of assessing thepatient’s health status and their response to the recommended careplan. In that connection, nurses are obliged to implement variousorders provided by the physician, for instance, giving medication orchanging their dressing. Additionally, nurses also play a criticalrole in helping patients meet their social, cognitive, physical,spiritual and emotional needs. However, these responsibilities canonly be realized through effective leadership amongst nursingmanagers. As argued by Azaare & Gross (2011), proper governanceleads to nurse job satisfaction and retention. In light of this task,the essay seeks to discuss nursing staff shortages as one of thechallenges facing a selected healthcare facility in Minneapolis,Minnesota. Also, the paper will discuss how the nursing problemcreates a gap between the organization’s statements and practice.Lastly, the article will provide a SWOT analysis and assess how thenurse leader position will influence and impact patient outcomes.
Tobegin with, the identified medical facility has the problem ofnursing staff shortages. In this regard, it is important to note thatthis healthcare organization is committed to meeting its primaryobjectives such as patient service satisfaction. Nonetheless, thechallenge of lack of adequate nursing staff has been a barrier, andit has various implications on the hospital.
Firstly,nursing staff shortages lead to poor health outcomes. That is becauseof the crisis created when the number of patients surpasses the staffproviding those medical services. Tomlinson (2012), argues thatsharing of leadership roles across teams and team members is crucialin achieving organizational goals. Thus, the shortage of nursingstaff in the medical facility will result in a scenario where theavailable employees are overworked. As a consequence, the nurses willprovide inadequate services resulting in patient dissatisfaction.Additionally, lack of adequate staff members is detrimental to thereputation of the medical facility. Ordinarily, patients will alwaysshare their experiences and the type of services they receive withtheir families and friends. Therefore, providing low-quality servicesdue to nursing staff shortages will significantly taint the name andreputation of the medical facility. For that reason, addressing thechallenge of nursing staff is fundamental in upholding theorganization’s reputation.
Inline with the systems theory, an organization is made up of differentparts that are interdependent and interrelated. In this particularcase, the selected health care facility consist of patients, staff,community members as well as the leaders who have been given theresponsibility of overseeing the operations carried out on a dailybasis. The coordination between various components or departments isessential in enhancing success by providing quality healthcareservices. Since the healthcare facility does not have adequateemployees, that means patient satisfaction cannot be achieved. Assuch, it is crucial for the organization to take appropriate measuresto solve the problem. As stated by Bamford-Wade & Moss (2010),the structure of organizations is hierarchical in nature. Thehospital`s top management is made of the founders of the medicalfacility. Apart from that, there is also partners, Chief ExecutiveOfficers, branch managers, department managers, doctors, physicians,and patients.
Thehospital’s mission and vision statements are intended to inspirehope and improve the health standards of its clients and the membersof the society as a whole. The mission and vision can only beattained by providing quality and patient-centered services to allpatients who visit the facility to seek medical attention. On top ofthat, the healthcare facility is determined to integrate research anddevelopment, clinical practice as well as education into itsoperations with the objective of improving patient outcomes. Thevision and mission statement are concluded through the organization’sprimary value that emphasizes the significance of prioritizing theirpatient needs and the importance of ensuring client satisfaction isattained.
Inaddition to the above, the healthcare facility’s philosophystatement is built on seven fundamental values. The first one isrespect where everyone should be handled with dignity. Also, there iscompassion. This value underlines the need to treat every individualwith empathy and sensitivity. Apart from that, the value of integritystresses on the necessity of the organization’s staff members andpatients to embrace ethics, professionalism and personal obligationin all the tasks they undertake. On top of that, the value ofteamwork underscores the importance of coordination, seeking adviceand sharing of information to improve the quality of services offeredto the patients. Moreover, the values of innovation and excellencestate that the organization is fully committed towards research andincorporating any technological advancements aimed at ensuringpatient needs are met. Lastly, the value of healing outlines theessence of minimizing patient readmission by providing qualityservices and also making a follow-up to determine their progress.
The hospital’s commitment towards achieving its mission by prioritizing patient needs
Advanced facilities such as laboratories and medical equipment
High standards of organizational efficiency
Inadequate/ Limited resources
Nursing staff shortages
High populations within the locality
Increasing number of community care programs
Increases levels of competition from other healthcare facilities within the locality.
Intensified competition for qualified, competent and skilled healthcare providers
Inadequate government funding
Organizationalfactors that impact the situation using SWOT analysis
Abudget cut is one of the underlying reasons for the challengeexperienced at the medical facility. That has been widely associatedwith the reduced government funding. As a result, the hospital hasbeen compelled to conduct its operations using the resourcesavailable. That has limited its ability to hire more staff to providethe services required by the high number of patients visiting themedical facility.
Factorswithin the system that may facilitate a solution for this problem
Havinga competent executive team is a fundamental element within the systemthat can be used to facilitate a solution for the nursing staffshortage experienced at the facility. In this case, it is crucial tohave a visionary leader who will be in a position to look forsolutions. For instance, a leader who can be able to source fundsfrom various avenues to complement the ones provided by thegovernment. Also, the leaders should be an individual who relates andresonated well with the employees by advocating for a conduciveworking environment. More importantly, the leader should ensureemployee welfare is catered for by providing appropriate platformswhere the healthcare providers will feel free to air their grievancesor challenges experienced as they interact with patients. That willconsiderably reduce employee turnover rates subsequently minimizingthe chances of experiences employee crisis.
Moreimportantly, effective resource management is another crucial factorthat can be used to address the problem. In this case, the hospitalshould prioritize its operations and stick to its budget to avoidwastage of resources which would otherwise be prevented. Similarly,the organization should put more emphasis on accountability where thestaff members will embrace a culture of being culpable for theiractions. Through that, the medical facilities will have adequateresources to hire more employees to quality services to the patients.The resources will also be used to compensate in a satisfactorymanner thus motivating them in service delivery.
Theposition: Staff Manager
Thefacility’s staff manager will be obligated with the role ofexamining the employees and clients visiting the hospital. In thisregard, the staff manager will also be able to evaluate theresponsibilities available and the personnel to be recruited. In thatconnection, the analysis will be critical in decision makingprocesses more especially when recruiting more staff members toaddress the crisis currently experienced at the selected medicalfacility.
Howthe position will affect change within the organization
Thestaff manager’s position will be crucial because it will determinethe quality and also how the recruitment process will be conducted tohire new employees. Through that, the medical facility will haveadequate staff members who will be able to meet patient needs thusfacilitating service delivery and patient outcome.
Thekey leadership skills, knowledge or abilities required for theposition
Bamford-Wade& Moss (2010), contends that transformational leadership requiresone to be inventive. Thus, the position requires a creative leader,an individual who will be in a position to come up with innovativesolutions that will steer the hospital towards achieving its setmission. Additionally, the leader should be someone who creates goodworking relationships between the executive team and the employees.He or she should be future oriented, have a drive for results,possess problem-solving and conflict resolution skills. Further, theleaders should have effective communication skills so that theemployees can be aware of the mission, vision and the preferred codeof conduct outlined by the health care facility. Moreover, theleaders should also demonstrate high levels of honesty and integrity.
Theessay sought to identify a nursing problem in one of the medicalfacilities in Minneapolis, Minnesota. In this context, the paperidentified nursing staff shortages as the problem experienced at theselected facility. Additionally, the essay provided the hospital’sstrengths and opportunities together with its threats and weaknesses.On top of that, the paper provided organizational factors that impactSWOT analysis, factors that can be used to address the problem aswell as the position that will enhance patient outcomes together withthe skills, knowledge, and abilities required.
Azaare,J., & Gross, J. (2011). The nature of leadership style in nursingmanagement. BritishJournal Of Nursing,20(11),672-680.
Bamford-Wade,A., & Moss, C. (2010). Transformationalleadership and shared governance: An action study. Journalof Nursing Management, 18(7),815–821.
Tomlinson,J. (2012). Exploration of transformational and distributedleadership. NursingManagement – UK,19(4),30-34.
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