Several solutions can play a significant role towards dealing with the problem of nurse understaffing. The first solution entails the use of nurse aids and volunteers. Keenan and Kennedy (2003) argue that “nurses should be intrinsically-empowered to provide quality health support” (p. 6). They can also volunteer in order to support the needs of more patients. This institution can hire nurse aids, train them, and guide them. The second solution is for the institution to employ more registered nurses (RNs). The finance department should offer appropriate budgetary allocations and suggestions in order to support this solution.
Background Information
Nurse shortage is a major challenge affecting the targeted healthcare institution. This issue might affect the quality of health care, result in turnover, and affect the institution’s profitability. Past studies have indicated clearly that nursing shortage is a major challenge affecting the global health care sector (Martin, 2015). Experts and researchers in healthcare have presented meaningful strategies that can be used to address this shortage. Kiekkas (2013) believes that nurse aids and volunteers can transform the nature of medical practice.
Nurse aids have the potential to address the gaps and shortages experienced in different healthcare settings. Medical institutions, governments, and financiers can design new policies that can be used to address this shortage. The decision to hire competent caregivers is appropriate towards dealing with the problem of nursing shortage (Martin, 2015). These research findings can be used to support the above solutions. Researchers and medical experts have supported the idea of hiring and training more practitioners (Kiekkas 2013). This approach can increase the nursing workforce and improve the quality of healthcare.
Implementation
A powerful strategy will be used to ensure these solutions are put in place. To begin with, a coordinator will be identified to ensure every new nurse aid and volunteer is guided. The administration will also support the needs of these new healthcare workers. This goal will be achieved by “training and providing them with the right nursing tools” (Unruh, 2008, p. 69). The administration will also collaborate with the finance department in order to employ the right number of nurses. The human resource department (HRD) will be informed about the decision in order to hire more registered nurses and attract the right number of volunteers. The nurses and physicians in the organization will also be required to support these solutions. These workers will mentor and support these new employees (Hines & Yu, 2009). The coordinator will monitor and address most of the challenges facing different units in the facility. Departmental managers in the organization will also be expected to guide and empower these new caregivers. The coordinator will liaise with the administration in order to come up with better practices that can improve the quality of patient care.
Specific Nursing Role
In order to achieve the best results, a new nursing role will be established in the institution. The new role will be aimed at improving the performance of the current and newly-hired caregivers. The new role will be that of a nurse manager (NM). Meyer and Clarke (2011) believe that NMs can play a major role towards improving the quality of care delivered to different patients. The NM will direct every member of staff, address problems, train more volunteers, and monitor the quality of health available to different patients. The NM will be required to support the implementation process. The coordinator will team up with the NM in order to address the challenges affecting the healthcare institution. These strategies will eventually make the organization one of the leading providers of quality health support.
Reference List
Hines, P., & Yu, K. (2009). The Changing Reimbursement Landscape: Nurses’ Role in Quality and Operational Excellence. Nursing Economics, 27(1), 7-13.
Keenan, P., & Kennedy, J. (2003). The Nursing Workforce Shortage: Causes, Consequences, Proposed Solutions. The Commonwealth Fund, 1(1), 1-8.
Kiekkas, P. (2013). Nurse Understaffing and Infection Risk: Current Evidence, Future Research and Health Policy. Nursing in critical care, 18(2), 61-62.
Martin, J. (2015). The Effects of Nurse Staffing on Quality of Care. MedSurg Nursing, 24(2), 4-6.
Meyer, M., & Clarke, P. (2011). Shifts with Nurse Understaffing and High Patient Churn Linked to Heightened Inpatient Mortality Risk in a Single Site Study. Evidence Based Nursing, 14(4), 122-123.
Unruh, L. (2008). Nurse Staffing and Patient, Nurse, and Financial Outcomes. American Journal of Nursing, 108(1), 62-72.