NHS FPX 4000 Assessment 4 Analyzing a Current Health Care Problem or Issue

Sample Answer

A persistent issue in the healthcare sector is the ongoing problem of understaffing. The nursing shortages have seen a significant rise in the wake of the pandemic, as numerous studies have highlighted the gravity of nurses exiting the profession and underscored the urgency of finding solutions. Several factors contribute to the nursing shortage, including the retirement of experienced nurses, a shortage of faculty in nursing schools, unfavorable working conditions that include mandatory overtime, and an increase in errors caused by high patient-to-nurse ratios (Tamata & Mohammadnezhad, 2022). This paper examines the impact of staffing shortages on nurses and discusses the interventions and protocols implemented to address this critical issue.

Elements of the Problem/Issue

Insufficient nurse staffing can lead to increased workload and longer hours for the staff, potentially resulting in medical errors and inadequate patient care. As a result, many nurses may be discouraged from pursuing this profession. Since the onset of the COVID-19 pandemic, shortages have become more prominent and garnered increased attention. Recent research indicates that the ongoing pandemic has resulted in many nurses altering their career paths or exiting the profession altogether (Mhawish & Rasheed, 2021). This shift can be attributed to substandard working conditions and insufficient patient-to-staff ratios.

A comprehensive international study was undertaken to analyze the effects of addressing understaffing in healthcare environments (Peters, 2023). The findings illustrated the substantial advantages of sufficient staffing levels in attaining improved outcomes. In contrast, nurses encounter burnout and difficulties establishing significant connections with patients in situations with limited resources. The impact on nurses’ mental well-being frequently resulted in a substantial turnover rate.

In addition, addressing nursing shortages can improve a workplace’s reputation and attract more personnel. People value being treated with kindness, and even small acts of gratitude can have a significant impact. Regrettably, nurses often experience a sense of being underappreciated, especially when it comes to their compensation (Tamata & Mohammadnezhad, 2022). It can be discouraging to invest significant effort without receiving commensurate compensation.

Considering previous evaluations, it is important to note that having an adequate number of staff members not only enhances the quality of patient care but also minimizes the potential for neglect. When nurses are given ample time to complete their responsibilities, they are less inclined to take shortcuts that could potentially jeopardize the safety of patients (Griffiths et al., 2021). On the other hand, when faced with limited time and insufficient staff, nurses may be pressured to take shortcuts, resulting in mistakes and negative consequences.

The concerning pattern of nurses resigning from their positions within a year due to overwhelming demands highlights the pressing necessity for reform. Efforts should be directed towards restoring the sense of purpose and fulfillment in nursing. Urgent measures must be taken to resolve staffing concerns and prioritize the welfare of nurses, thereby rejuvenating the esteemed nursing profession.

Analysis

Working in a hospital with limited staff can present numerous challenges for nursing personnel. One of the reasons why this topic holds significance is the potential for medication errors and subpar patient care resulting from excessive patient-nurse ratios. Nurses must address these concerns with upper management to ensure patient safety and receive attention. When nurses are required to take on additional shifts without considering their work-life balance, it can lead to burnout and negatively affect their overall well-being. This, in turn, can result in medical errors and potential harm to patients. Research has shown that high levels of staff burnout and increased stress are associated with higher medical errors (Griffiths et al., 2021).

The COVID-19 pandemic has caused staff shortages in healthcare facilities, leading to higher expenses and the requirement for travel nurses to manage the situation (Mhawish & Rasheed, 2021). These nurses are expected to work extended shifts without breaks or meals, prioritizing their duties over their well-being. Several nurses are currently not being compensated for the additional risks they face, resulting in a sense of being underappreciated amidst the ongoing pandemic. The Centers for Disease Control and Prevention (CDC) created backup plans to handle staff shortages. These plans included recruiting more staff, rotating nurses to assist other patients, and canceling unnecessary visits and procedures.

The geriatric population, which comprises a substantial proportion of nursing home residents, is greatly affected by nursing shortages (Peters, 2023). Residents in this population frequently have intricate healthcare needs that necessitate long-term care management. Nursing homes offer ongoing care and help prevent avoidable hospitalizations. Nevertheless, increased demands and staffing shortages can result in neglect, negative health outcomes, and preventable hospital admissions caused by insufficient care.

Considering Options

Flexible scheduling can be considered a viable approach to promoting optimal staffing levels. Flexible scheduling is an adaptable approach to staffing that empowers employees to select their work hours and schedules. This promotes a harmonious work-life balance and enhances job performance and satisfaction. A study conducted by Griffiths et al. (2021) revealed that self-scheduling has a noteworthy influence on various outcomes for patients, nurses, and organizations. These outcomes include heightened satisfaction, increased work-time influence, and positive work/life balance effects. This adaptable scheduling approach can potentially enhance patient outcomes and overall organizational performance.

An alternative method involves implementing retention initiatives in healthcare recruitment campaigns. This can be achieved by emphasizing engaging nurses in their work environment, reducing the workload of nurse leaders, and enhancing exit processes. Research indicates that implementing these strategies has effectively decreased nurse vacancy rates, increased the number of applicants who meet job requirements, reduced turnover, and lowered labor costs (Niskala et al., 2020). By reducing contracted nurse labor usage, significant improvements can be made. For example, vacancy rates can decrease by 36%, candidates meeting job requirements can increase by 25%, turnover can be reduced by 26%, and labor costs can decrease by 48%.

Solution

Management should consider implementing nurse-to-patient ratios and retention initiatives to address staff shortages in healthcare. The pandemic has resulted in increased suicide and mortality rates among frontline nurses, underscoring the importance of enhancing mental health support. Hospitals should consider providing complimentary access to counseling and self-care resources, such as the Battle Buddies protocol, which offers continuous support to nurses (Peters, 2023).

Nevertheless, healthcare professionals frequently avoid addressing these matters with higher-ups due to concerns about jeopardizing their license or employment. This apprehension can contribute to burnout and compromise their capacity to deliver exceptional care. Several hospitals have begun implementing interventions, including the ongoing Battle Buddies protocol. Healthcare institutions can improve patient safety and boost staff satisfaction by addressing these concerns.

Ethical implications

Inadequate staffing levels in healthcare institutions may result in nurse burnout, which can lead to ethical implications when nurses have difficulty delivering quality care to their patients. Nurse burnout may lead to emotional, physical, and mental exhaustion, hindering their ability to uphold legal principles such as autonomy, beneficence, non-maleficence, righteousness, and loyalty (Griffiths et al., 2021). To tackle this challenge, healthcare institutions may use a cultural transformation toolkit that includes case studies and best practices from the organization’s culture to handle the issue effectively. This tool facilitates cooperative decision-making, enhances teamwork, and employs identification strategies to address and resolve the issue. The ethical ramifications of this initiative are intricately tied to the effectiveness of determining the current problem.

Implementation

To address the staffing gap, it is essential to augment the recruitment of nurses to attend to all patients adequately. To solve the issue of nursing students getting recruited immediately after graduation, it is necessary to focus on the school and faculty. Government support should be allocated to nursing schools to mitigate the scarcity of faculty and financial limitations. To have more independence in their professional practice, nurses need to have enhanced training that aligns with their responsibilities and licenses. Healthcare institutions can provide incentives such as college reimbursement, bonuses, and salary raises to improve staff satisfaction (Niskala et al., 2020). As a result, nurses may maintain their commitment to non-maleficence while receiving emotional and physical assistance. Implementing these measures could alleviate nurse turnover and burnout.

Conclusion

The healthcare sector is now facing a significant shortage of workers, notably in nursing. This scarcity may be attributed to several causes, such as retirement, a lack of faculty, unfavorable working circumstances, and an imbalance between the number of patients and nurses. This scarcity may result in heightened workload, probable medical inaccuracies, and insufficient patient care. Nurses have an elevated susceptibility to burnout and mental health concerns as a result of their heightened exposure to extended periods of overtime work. The CDC has formulated contingency measures, such as augmenting personnel, implementing nurse rotation, and eliminating redundant processes. To tackle the ethical considerations, it is advised to use strategies such as augmenting the recruitment of nursing staff, enhancing their training, and providing incentives such as college tuition reimbursement, bonuses, and salary increments.

References

• Griffiths, P., Saville, C., Ball, J. E., Jones, J., & Monks, T. (2021). Beyond ratios – flexible and resilient nurse staffing options to deliver cost-effective hospital care and address staff shortages A simulation and economic modeling study. International Journal of Nursing Studies, 117, 103901. https //doi.org/10.1016/j.ijnurstu.2021.103901
• Mhawish, H. A., & Rasheed, A. M. (2021). Staffing critical care with nurses amid the COVID‐19 crisis Strategies and plans. International Nursing Review, 69(3), 369–374. https //doi.org/10.1111/inr.12738
• Niskala, J., Kanste, O., Tomietto, M., Miettunen, J., Tuomikoski, A., Kyngäs, H., & Mikkonen, K. (2020). Interventions to improve nurses’ job satisfaction A systematic review and meta‐analysis. Journal of Advanced Nursing, 76(7), 1498–1508. https //doi.org/10.1111/jan.14342
• Peters, M. (2023). Time to solve persistent, pernicious and widespread nursing workforce shortages. International Nursing Review, 70(2), 247–253. https //doi.org/10.1111/inr.12837
• Tamata, A. T., & Mohammadnezhad, M. (2022). A systematic review study on the factors affecting the shortage of nurses in hospitals. Nursing Open, 10(3), 1247–1257. https //doi.org/10.1002/nop2.1434