The proposed project aims at examining the benefits of adequate staffing during the COVID pandemic. In order to implement the study, it is necessary to utilize Roger’s diffusion of innovation theory which encompasses bringing transformations in terms of five phases (Barrow et al., 2020). This change framework is a widely used paradigm in nursing consisting of such phases as knowledge, persuasion, decision, implementation, and confirmation. The implementation plan is designed in terms of these three phases (see Table 1).
Table 1: Implementation Plan and Outcomes
|Rogers’s Change Model||Implementation||Outcomes|
|Knowledge|| ||A new staffing plan|
|Persuasion|| ||Clear understanding of needs|
|Decision||Getting the administration approval to implement the project||Administration’s approval|
|Implementation||Staffing one of the departments based on the new model||Increased staff in a department and old staffing practices in another unit.|
|Implementation of the project||Consistent use of the new staffing model in the experiment group and old practices in the control group for six months|
| || |
|Data analysis (nurses’ surveys, hospital data)||Survey and hospital data are analyzed, and the corresponding report is developed|
| || |
|Confirmation||New staffing policy development||New staffing policy|
The proposed plan is based on deep research of the current staffing policies and their outcomes. It has been accepted that understaffing is associated with diverse negative effects on patient outcomes, as well as the overall quality of provided care (Saville et al., 2021). A combination of a higher-level baseline and flexible staffing can be an optimal model for healthcare facilities, especially in periods of epidemics or pandemics. Recent studies suggest that this approach can lead to the reduction of medical errors and improved patient outcomes.
In order to evaluate the project, it is necessary to analyze the medical error, mortality, and readmission rates, which will equip decision-makers with quantitative data that reflects the actual outcomes of the project. In addition, it is critical to conduct a survey to estimate nurses’ attitudes towards the new staffing policy because it has an impact on practitioners’ motivation and performance. Clearly, certain barriers will be encountered during the implementation of the project. The new staffing model requires additional investments as more nurses should be hired. The hospital’s administration will be reluctant to approve the project due to the lack of resources. Wide discussions with the staff and the provision of sound evidence of the effectiveness of the model proved in recent studies can help in persuading the administration.
On balance, it is necessary to note that the project involving the development of a new staffing policy can be instrumental in improving the quality of provided care at a particular healthcare facility. The successful implementation of this project can have a larger impact on the community and the system as a whole. Nurses play an increasingly important role in providing care, but these professionals need proper working conditions (appropriate workload). Training and further development are also integral parts of the process of improvement, so this should be a part of the transformation.
Barrow, J. M., Annamaraju, P., & Toney-Butler, T. J. (2020). Change management. StatPearls.
Saville, C., Monks, T., Griffiths, P., & Ball, J. E. (2021). Costs and consequences of using average demand to plan baseline nurse staffing levels: A computer simulation study. BMJ Quality & Safety, 30(1), 7-16. Web.