NURS 6053 Week 3 Assignment Developing Organizational Policies and Practices

NURS 6053 Week 3 Assignment Developing Organizational Policies and Practices

Walden University NURS 6053 Week 3 Assignment  Developing Organizational Policies and Practices– Step-By-Step Guide

This guide will demonstrate how to complete the Walden University  NURS 6053 Week 3 Assignment  Developing Organizational Policies and Practices  assignment based on general principles of academic writing. Here, we will show you the A, B, Cs of completing an academic paper, irrespective of the instructions. After guiding you through what to do, the guide will leave one or two sample essays at the end to highlight the various sections discussed below.

How to Research and Prepare for NURS 6053 Week 3 Assignment  Developing Organizational Policies and Practices  

Whether one passes or fails an academic assignment such as the Walden University  NURS 6053 Week 3 Assignment  Developing Organizational Policies and Practices depends on the preparation done beforehand. The first thing to do once you receive an assignment is to quickly skim through the requirements. Once that is done, start going through the instructions one by one to clearly understand what the instructor wants. The most important thing here is to understand the required format—whether it is APA, MLA, Chicago, etc.

After understanding the requirements of the paper, the next phase is to gather relevant materials. The first place to start the research process is the weekly resources. Go through the resources provided in the instructions to determine which ones fit the assignment. After reviewing the provided resources, use the university library to search for additional resources. After gathering sufficient and necessary resources, you are now ready to start drafting your paper.

How to Write the Introduction for  NURS 6053 Week 3 Assignment  Developing Organizational Policies and Practices   

The introduction for the Walden University  NURS 6053 Week 3 Assignment  Developing Organizational Policies and Practices is where you tell the instructor what your paper will encompass. In three to four statements, highlight the important points that will form the basis of your paper. Here, you can include statistics to show the importance of the topic you will be discussing. At the end of the introduction, write a clear purpose statement outlining what exactly will be contained in the paper. This statement will start with “The purpose of this paper…” and then proceed to outline the various sections of the instructions.

How to Write the Body for  NURS 6053 Week 3 Assignment  Developing Organizational Policies and Practices   

After the introduction, move into the main part of the  NURS 6053 Week 3 Assignment  Developing Organizational Policies and Practices  assignment, which is the body. Given that the paper you will be writing is not experimental, the way you organize the headings and subheadings of your paper is critically important. In some cases, you might have to use more subheadings to properly organize the assignment. The organization will depend on the rubric provided. Carefully examine the rubric, as it will contain all the detailed requirements of the assignment. Sometimes, the rubric will have information that the normal instructions lack.

Another important factor to consider at this point is how to do citations. In-text citations are fundamental as they support the arguments and points you make in the paper. At this point, the resources gathered at the beginning will come in handy. Integrating the ideas of the authors with your own will ensure that you produce a comprehensive paper. Also, follow the given citation format. In most cases, APA 7 is the preferred format for nursing assignments.

How to Write the Conclusion for  NURS 6053 Week 3 Assignment  Developing Organizational Policies and Practices   

After completing the main sections, write the conclusion of your paper. The conclusion is a summary of the main points you made in your paper. However, you need to rewrite the points and not simply copy and paste them. By restating the points from each subheading, you will provide a nuanced overview of the assignment to the reader.

How to Format the References List for  NURS 6053 Week 3 Assignment  Developing Organizational Policies and Practices  

The very last part of your paper involves listing the sources used in your paper. These sources should be listed in alphabetical order and double-spaced. Additionally, use a hanging indent for each source that appears in this list. Lastly, only the sources cited within the body of the paper should appear here.

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Sample Answer for NURS 6053 Week 3 Assignment Developing Organizational Policies and Practices

Competing needs in healthcare organizations affect their abilities to deal with national health issues or stressors that compromise the quality of care delivery. Employees and leaders compete in healthcare settings based on the need to attain better quality provision and ensure that patients get value for their money, particularly through implementing evidence-based models like value-based care. Nurse burnout is a national health issue because of the adverse effects on nurses, patients, and the entire health care system (Chen et al., 2021). As such, healthcare organizations should evaluate their policies and practices to address nurse burnout while maintaining quality care and ethical standards. The purpose of this assignment is to discuss nurse burnout as a national health issue and the competing needs that hinder organizations from overcoming it. The paper critiques organizational policies on tackling the issue and recommends strategies to balance the competing needs while addressing ethical weaknesses of the current policy.

Competing Needs Leading to Nurse Burnout

Nurses encounter demanding workloads because of low nurse-to-patient ratios, high patient acuity, limited resources and time that reduces charting shorts or breaks, and increased patient needs and assignments. The two critical competing needs identified in this situation include the attainment of proper or appropriate staffing ratios and the need to offer quality care (Chen et al., 2021). Staffing ratios allow organizations to increase their bottom line since private health facilities focus on profit maximization. However, meeting these needs is a challenge for the health care organization that I work for because of the existing nursing shortage. Nurse turnover contributes to a substantial shortage, with figures showing that it will reach close to 400,000 by 2025 (Brown, 2018). Due to the shortage, burnout is bound to surge, exacerbated by the increasing demand for care and the emergence of infectious diseases like the current COVID-19 pandemic. As such, the organization’s leadership needs to develop interventions to address and manage these competing needs of adequate staffing ratio and patient quality care.

Policies/ Practices to Impact Nurse Burnout

The organization has not instituted sufficient policies to address the current issue. However, practices like innovative approaches through staff scheduling exist, but these are standard interventions that do not substantially affect the issue. Having sufficient staffing numbers can reduce stress among employees, lower the prevalence of burnout associated with overburdened working, and create a better work-life balance for nurses. In their study, Kelly and Poor (2018) observed that enhancing employee well-being and ensuring improved patient care requires organizations to have an effective work-life balance. Through this approach, nurses become more engaged, compassionate, healthier, and well-positioned to offer quality care since they are well-rested.

Lowering the nurse-to-patient ratios is one of the most effective ways to address the problem of nurse burnout. The approach allows nurses to have more time for patients and provide holistic care. The organization also implements hourly rounding, enhancing the patient perception of nurses’ responsiveness in units where such may be a challenge. Hourly rounding also reduces patient falls, uses call lights, and enhances patient satisfaction levels and scores (Garcia; Brosinski & Riddell, 2020). Implementing an hourly rounding program is essential for identifying the “most cost-effectiv eapproach.” The implication is that if a facility integrates these strategies and enhances the quality of care without necessarily raising the cost of care or doing budget cuts, it can address the issue of nurse burnout.

Policy Critique

Ethical considerations are essential for effective care delivery, especially in healthcare organizations when dealing with employee issues like nurse burnout. Leaders in organizations need to balance profits and welfare of healthcare workers to alleviate other issues like nursing shortage which increases the susceptibility to adverse conditions like medication errors (Melnyk & Fineout-Overholt, 2018). Ethical awareness implores organizational leaders to consider the overall good of these practices to nurses and their welfare against profits (Milliken, 2018). Purposeful and systematic hourly rounding offers several benefits that include improved patient satisfaction, patient safety, and quality of care. Nurses can recognize any adverse patient event fast and employ corrective interventions (Hutchinson et al., 2018). Patient safety is a core aspect of human dignity, and providers should take all measures to protect patients. Implementation of hourly rounding is based on ethical principles related to the professional code of conduct as advanced by the American Nurses Association (ANA). Ethical considerations implore nurses and the facility administration to embed hourly rounding to enhance patient dignity through harm reduction and attending to all their needs timely.

Recommendation

The need to address nurse burnout and the competing aspects of quality and appropriate nursing ratios implores the organization to adopt evidence-based practice policies. Among these is the Quadruple Aim framework. The model focuses on enhancing patient experience, lowering the cost of care, improving the health of populations, and enhancing the welfare of healthcare workers, especially nurses. The framework allows organizations to focus on patients, nurses, and even the management (Jacobs et al., 2018). Therefore, implementing this approach would offer a host of benefits to tackling the issue of nurse burnout in the facility by addressing nursing ratios and quality of care.

The facility can implement the model through a systematic approach by focusing on current operations and processes to ascertain that they lead to enhanced efficiency. The approach entails evaluating areas where the organization is not performing well (Melnyk & Fineout-Overholt, 2018). The facility can use change models like Lewin’s change process to identify salient aspects to transform in the current practice of hourly rounding. The facility should integrate these components by identifying and using employees as change agents to make the case of enhanced effectiveness. The Quadruple Aim will help the organization enhance quality, address nurse burnout and improve nurses’ welfare.

Conclusion

Competing needs impact the ability of organizations to deliver quality care. Needs like the quality of care and attainment of appropriate patient ratios compete. They require healthcare facilities and their leadership to use effective interventions that result in quality care provision. The use of hourly rounding has ethical considerations based on its benefits and rationale. Implementing the Quadruple Aim framework will enable the facility to address the issue of nurse burnout while tackling the two competing needs of nurse staffing ratios and quality of care.

References

Brown, S. (2018). The Impact of Resiliency on Nurse Burnout: An Integrative Literature

Review. MEDSURG Nursing, 27(6), 349–378.doi:10.1097/JTN.000000

Brosinski, C., & Riddell, A. (2020). Incorporating hourly rounding to increase emergency

department patient satisfaction: A quality improvement approach. Journal of emergency nursing, 46(4), 511-517.DOI: 10.1016/j.jen.2019.08.004.

Chen, R., Sun, C., Chen, J. J., Jen, H. J., Kang, X. L., Kao, C. C., & Chou, K. R. (2021). A

large‐scale survey on trauma, burnout, and posttraumatic growth among nurses during the COVID‐19 pandemic. International Journal of Mental Health Nursing, 30(1), 102-116.DOI: 10.1111/inm.12796.

Garcia, M. G., Dutton, H., Samuel, K., & Marusich, J. (2021). Purposeful hourly rounding to

decrease peripheral intravenous infiltrations and extravasations in pediatrics. Journal of Pediatric Nursing, 61, 59-66.DOI: 10.1016/j.pedn.2021.03.009.

Hutchinson, M., Jackson, D., & Wilson, S. (2018). Technical rationality and the decentering of

patients and care delivery: A critique of ‘unavoidable’ in the context of patient harm. Nursing Inquiry, 25(2), e12225.DOI: 10.1111/nin.12225.

Jacobs, B., McGovern, J., Heinmiller, J., & Drenkard, K. (2018). Engaging Employees in Well-

Being: Moving from the Triple Aim to the Quadruple Aim. Nursing Administration Quarterly,(3), 231.DOI: 10.1097/NAQ.0000000000000303.

Kadivar, M., Manookian, A., Asghari, F., Niknafs, N., Okazi, A., & Zarvani, A. (2017). Ethical

and legal aspects of patient’s safety: a clinical case report. Journal of Medical Ethics & Historyof Medicine, 10(15), 1–5.

Kelly, P., & Porr, C. (2018). Ethical nursing care versus cost containment: Considerations to

enhance RN practice. OJIN: Online Journal of Issues in Nursing, 23(1), Manuscript 6.

doi:10.3912/OJIN.Vol23No01-Man06

Melnyk, B. M., & Fineout-Overholt, E. (2018). Evidence-based practice in nursing &healthcare:

A guide to best practice (4th ed.). Philadelphia, PA: Wolters Kluwer.

Chapter 1, “Making the Case for Evidence-Based Practice and Cultivating a Spirit of Inquiry”(pp. 7–32).

Milliken, A. (2018). Ethical Awareness: What it is and why it matters. OJIN: Online Journal of

Issues in Nursing, 23(1), Manuscript 1. doi: 10.3912/OJIN.Vol23No01Man0

Sample Answer 2 for NURS 6053 Week 3 Assignment Developing Organizational Policies and Practices

The healthcare system encounters a host of pertinent issues that require interventions to improve the quality of care offered to patients and reduce costs. The Quadruple Aim framework focuses on ensuring quality access to care that leads to better patient experience, improvement of population health, reduced costs and enhancing the work life of healthcare providers (Arnetz et al., 2020). However, a pertinent healthcare issue that can impact this framework and public health in general as well as care delivery is personnel shortages, especially nursing shortage. The purpose of this paper is to discuss nursing shortage as a pertinent health issue and its impact on the organization.

Nursing Shortage and Impact on the Organization

Nurse staffing shortage is a critical issue that requires interventions because of its effects. Organizations and evidence from federal agencies like the Bureau of Labor Statistics and the American Nurses Association assert that there will be a significant increase in nursing jobs over the next five years compared to any occupation or profession. The Bureau of Labor Statistics indicates that over 176,000 openings will be available for nurses in healthcare due to newly created roles as a result of advanced education and the need to address physician shortage, nurses leaving the profession and those retiring because of their age (Broome et al., 2022). The BLS assert that the nursing shortage will continue to bite the healthcare delivery as more Americans with diverse needs get access to care due to reforms through legislations at both state and federal levels.

Nursing shortage has serious implications on the organizations, especially in critical care situations and the need to deliver quality patient-centered interventions. The increased number of patients per nurse means poor quality of care due to strain and associated fatigue. Nurse shortage is a leading cause of burnout and nurse turnover. For instance, figures from the organization’s leaders show that over ten nurses left the facility in the last two years due to working on long shifts. Data also indicates a rise trend of missed nursing care in the facility due to the shortage (Tamata et al., 2023). The implication is that nursing shortage in any facility leads to increased cost of care and high turnover rates. Having limited nurse of nurses also leads to increased risk of patients to adverse events like medication errors and falls which the organization cannot get reimbursed by the Centers for Medicare and Medicaid Services (CMS). As such, the entity loses funds when patients miss care or experience adverse events that preventable like falls, healthcare associated infections, and medication errors.

Summary of Studies on Nursing Shortage

In her article, Bourgault (2022) focuses on the issue of nursing shortage and work expectation for nurses caring for patients in critical care conditions. The article asserts that the COVID-19 pandemic, especially at its height during the Omicron wave, demonstrated the crisis of nursing shortage due to thousands of missed nursing care moments. Further, the article highlights the long hours that nurses are working, increased workload and patient acuity while others have to endure with mandatory overtime while also nursing health issues like COVID-19. The paper also highlights the unsafe conditions for nurses and other health care workers without protective personal equipment despite the heightened risk of infections. The implication is that the article highlights the current state of nursing shortage and need for innovative approaches to handle the situation. The article explores the need for policies to help organizations manage safe nurse-to-patient ratios.

The second article by Griffiths et al. (2018) identifies the association between nurse staffing and adverse patient events or outcomes, including mortality. The article asserts that by measuring the number and level of missed care, healthcare organizations can determine the adequacy of their nursing staff and develop innovative interventions to address the situation. The findings from the study indicate that low staffing levels lead to increased prevalence of missed care that result into poor patient outcomes.

Organizations Handling Nurse Staffing Shortage

Organizations are employing innovative approaches to deal with the nurse staffing shortage. These include a collaborative approach to ensure that nurses and their leaders can develop innovative approaches to improving care as opposed to all patients coming for physical visits. For instance, the integration of technologies like telehealth and telemedicine can help organizations address the issue. Nurses are on demand because of increased access to care through health care reforms and partly due to an aging population (Spurlock Jr., 2020). Therefore, organizations need effective leadership to inspire nurses to offer better solutions to care provision. Good working conditions as incentives for nurses in any facility are essential to addressing the nurse shortage. More fundamentally, reducing the turnover rates is also an effective strategy to address the issue. Flexible work schedule and shifts can also help alleviate the issue.

Strategies Used to Address Nursing Shortage

The articles are categorical that stakeholders can address the healthcare issue of nursing shortage through a raft of strategies. These include policies that focus on improving the work conditions and organizational efforts to enhance a collaborative approach among healthcare workers. Secondly, the use of technologies like telehealth and telemedicine can help nurses offer care remotely and reduce the current workload burden (Broome et al., 2021). The strategies are impactful to organizations positively since they are evidence-based practice and will lead to quality patient outcomes. These strategies will ensure that the facility has sufficient number of staff to cater to patients based on their needs. However, they require sufficient resources allocated by the management to attain their goals.

Conclusion

Nursing shortage is a serious healthcare issue that needs stakeholders, especially organizational managers and leaders to address to enhance quality patient outcomes. The articles used in this study demonstrate the need for nurses as innovative care providers to develop EBP interventions to improve care outcomes for patients. Policy interventions and other approaches will be important in addressing nursing shortage as a serious healthcare issue

Developing Organizational Policies and Practices

As healthcare organizations continue inventing interventions for addressing the nursing shortage, competing needs affect policy formulation and practice immensely. Competing needs represent organizational priorities that must be addressed concurrently. Among many competing needs, organizational resources affected the nursing shortage significantly. According to Hamlin (2023), a nursing shortage in organizations intensifies when organizations cannot replace the aging workforce or adopt innovative approaches to meet the increasing patient visits due to chronic illnesses. Adequately-resourced organizations are better positioned to address these challenges hence preventing a nursing shortage. The other competing need is workforce needs. As healthcare organizations adjust their procedures and implement innovative care delivery approaches, staffing needs should be prioritized. The implication is that new interventions to optimize health outcomes should not burden the current workforce. An additional workload can cause burnout, resulting in nurse turnover (Shah et al., 2021). As a result, a balance between the organization’s and staff’s needs is crucial when making decisions regarding the nursing shortage.

Policy to Influence the Nursing Shortage

Policies and practices vary in relevance and practicality in addressing healthcare issues. The nursing shortage can be effectively addressed by implementing technologies such as telehealth and telemedicine. Broom et al. (2021) observed that telehealth and telemedicine could help nurses to provide patient care remotely and reduce the current workload burden. Remote care reduces physical visits to healthcare providers and ensures patients receive timely care.

Ethical Considerations, Strengths, and Challenges

Besides competing needs, healthcare practitioners should be aware of barriers and facilitators of technology implementation in care. Ethical considerations associated with telehealth/telemedicine include equity of access, data protection, and confidentiality (Solimini et al., 2021). Since technology is not evenly distributed and affordable, it would be challenging to provide equitable care through telehealth/telemedicine. Primary strengths of the intervention include quick patient care delivery, a reduced workload, and reduced infections by minimizing physical interactions in healthcare settings. Challenges include implementation setbacks such as patients’ technology literacy, nurses’ attitude toward technology, and security issues.

Other Practice Changes

As healthcare organizations continue implementing telehealth, interventions to prevent nurse burnout should be prioritized. As Shah et al. (2021) conjectured, a nursing shortage is a leading cause of nurse burnout since it increases nurses’ workload. Given that, practice changes like leadership support, collaborative care, and opportunities for social interaction should be implemented. These interventions will increase nurses’ satisfaction with their job and enable them to participate in patient care actively and passionately. Burnout prevention will further reduce costs associated with nurse turnover.

Conclusion

The nursing shortage is a composite healthcare issue that should be addressed competently and comprehensively. As healthcare organizations implement different policies and practices, competing needs should guide them in decision-making. Telehealth/telemedicine can help nurses to provide patient care remotely and reduce the current workload. However, its implementers should be aware of its ethical limitations, such as privacy and the inability to offer equitable care.

References

Arnetz, B. B., Goetz, C. M., Arnetz, J. E., Sudan, S., vanSchagen, J., Piersma, K., & Reyelts, F.

(2020). Enhancing healthcare efficiency to achieve the Quadruple Aim: An exploratory study. BMC research notes, 13(1), 1-6. DOI: 10.1186/s13104-020-05199-8

Broome, M., & Marshall, E. S. (2021). Transformational leadership in nursing: From expert

clinician to influential leader (3rd ed.). New York, NY: Springer.

Bourgault, A. M. (2022). The nursing shortage and work expectations are in critical condition: Is

anyone listening? Critical Care Nurse, 42(2), 8-11. https://doi.org/10.4037/ccn2022909

Griffiths, P., Recio-Saucedo, A., Dall’Orca, C. Briggs, J., Maruotti, A., Meredith, P. & Missed

Care Study Group (2018). The association between nurse staffing and omissions in nursing care: A systematic review. Journal of Advanced Nursing, 74(7), 1474-1487. DOI: 10.1111/jan.13564.

Hamlin, K. (2023). Why is there a nursing shortage? NurseJournal. https://nursejournal.org/articles/why-is-there-a-nursing-shortage/

Shah, M. K., Gandrakota, N., Cimiotti, J. P., Ghose, N., Moore, M., & Ali, M. K. (2021). Prevalence of and factors associated with nurse burnout in the US. JAMA Network Open, 4(2), e2036469-e2036469. doi:10.1001/jamanetworkopen.2020.36469

Solimini, R., Busardò, F. P., Gibelli, F., Sirignano, A., & Ricci, G. (2021). Ethical and legal challenges of telemedicine in the era of the COVID-19 pandemic. Medicina (Kaunas, Lithuania), 57(12), 1314. https://doi.org/10.3390/medicina57121314

Spurlock Jr, D. (2020). The nursing shortage and the future of nursing education is in our hands.

Journal of Nursing Education, 59(6), 303-304. DOI: 10.3928/01484834-20200520-01.

Tamata, A. T., & Mohammadnezhad, M. (2023). A systematic review study on the factors

affecting shortage of nursing workforce in the hospitals. Nursing Open, 10(3), 1247-1257. https://doi.org/10.1002/nop2.1434

Competing needs arise within any organization as employees seek to meet their targets and leaders seek to meet company goals. As a leader, successful management of these goals requires establishing priorities and allocating resources accordingly.

Within a healthcare setting, the needs of the workforce, resources, and patients are often in conflict. Mandatory overtime, implementation of staffing ratios, use of unlicensed assisting personnel, and employer reductions of education benefits are examples of practices that might lead to conflicting needs in practice.

Leaders can contribute to both the problem and the solution through policies, action, and inaction. In this Assignment, you will further develop the white paper you began work on in Module 1 by addressing competing needs within your organization.

To Prepare:

Review the national healthcare issue/stressor you examined in your Assignment for Module 1, and review the analysis of the healthcare issue/stressor you selected.

Identify and review two evidence-based scholarly resources that focus on proposed policies/practices to apply to your selected healthcare issue/stressor.

Reflect on the feedback you received from your colleagues on your Discussion post regarding competing needs.

The Assignment (4-5 pages):

Developing Organizational Policies and Practices

Add a section to the paper you submitted in Module 1. The new section should address the following:

Identify and describe at least two competing needs impacting your selected healthcare issue/stressor.

Describe a relevant policy or practice in your organization that may influence your selected healthcare issue/stressor.

Critique the policy for ethical considerations, and explain the policy’s strengths and challenges in promoting ethics.

Recommend one or more policy or practice changes designed to balance the competing needs of resources, workers, and patients, while addressing any ethical shortcomings of the existing policies. Be specific and provide examples.

Also Check Out: NURS 6053- Week 6 Assignment Personal Leadership Philosophies

Cite evidence that informs the healthcare issue/stressor and/or the policies, and provide two scholarly resources in support of your policy or practice recommendations.

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ADDITIONAL INSTRUCTIONS FOR THE CLASS

Discussion Questions (DQ)

Initial responses to the DQ should address all components of the questions asked, include a minimum of one scholarly source, and be at least 250 words.

Successful responses are substantive (i.e., add something new to the discussion, engage others in the discussion, well-developed idea) and include at least one scholarly source.

One or two sentence responses, simple statements of agreement or “good post,” and responses that are off-topic will not count as substantive. Substantive responses should be at least 150 words.

I encourage you to incorporate the readings from the week (as applicable) into your responses.

Weekly Participation

Your initial responses to the mandatory DQ do not count toward participation and are graded separately.

In addition to the DQ responses, you must post at least one reply to peers (or me) on three separate days, for a total of three replies.

Participation posts do not require a scholarly source/citation (unless you cite someone else’s work).

Part of your weekly participation includes viewing the weekly announcement and attesting to watching it in the comments. These announcements are made to ensure you understand everything that is due during the week.

APA Format and Writing Quality

Familiarize yourself with APA format and practice using it correctly. It is used for most writing assignments for your degree. Visit the Writing Center in the Student Success Center, under the Resources tab in LoudCloud for APA paper templates, citation examples, tips, etc. Points will be deducted for poor use of APA format or absence of APA format (if required).

Cite all sources of information! When in doubt, cite the source. Paraphrasing also requires a citation.

I highly recommend using the APA Publication Manual, 6th edition.

Use of Direct Quotes

I discourage overutilization of direct quotes in DQs and assignments at the Masters’ level and deduct points accordingly.

As Masters’ level students, it is important that you be able to critically analyze and interpret information from journal articles and other resources. Simply restating someone else’s words does not demonstrate an understanding of the content or critical analysis of the content.

It is best to paraphrase content and cite your source.

LopesWrite Policy

For assignments that need to be submitted to LopesWrite, please be sure you have received your report and Similarity Index (SI) percentage BEFORE you do a “final submit” to me.

Once you have received your report, please review it. This report will show you grammatical, punctuation, and spelling errors that can easily be fixed. Take the extra few minutes to review instead of getting counted off for these mistakes.

Review your similarities. Did you forget to cite something? Did you not paraphrase well enough? Is your paper made up of someone else’s thoughts more than your own?

Visit the Writing Center in the Student Success Center, under the Resources tab in LoudCloud for tips on improving your paper and SI score.

Late Policy

The university’s policy on late assignments is 10% penalty PER DAY LATE. This also applies to late DQ replies.

Please communicate with me if you anticipate having to submit an assignment late. I am happy to be flexible, with advance notice. We may be able to work out an extension based on extenuating circumstances.

If you do not communicate with me before submitting an assignment late, the GCU late policy will be in effect.

I do not accept assignments that are two or more weeks late unless we have worked out an extension.

As per policy, no assignments are accepted after the last day of class. Any assignment submitted after midnight on the last day of class will not be accepted for grading.

Communication

Communication is so very important. There are multiple ways to communicate with me:

Questions to Instructor Forum: This is a great place to ask course content or assignment questions. If you have a question, there is a good chance one of your peers does as well. This is a public forum for the class.

Individual Forum: This is a private forum to ask me questions or send me messages. This will be checked at least once every 24 hours.

Sample Answer 3 for NURS 6053 Week 3 Assignment Developing Organizational Policies and Practices

Healthcare processes involve different activities that ought to be undertaken to ensure successful operational processes. The healthcare management therefore have responsibilities of balancing the available resources to meet the demands. Within different healthcare settings, the need of resources, workforce, and patients are always in conflict. The implementation of the staffing ratios, mandatory overtime, the application of unlicensed assisting personnel, as well as the employer reductions of educational benefits are some of the examples that can lead to the conflicting needs in practice. The provision of the solution to the conflicting or the competing needs to the cornerstone of an organizational success in healthcare service delivery. The solution can be offered through the development of effective policies, action and inaction. 

Competing Needs 

The selected healthcare issue/stressor in the nursing shortage in the healthcare organization. Most organization face nurse shortages as a result of lack of enough healthcare workers and the increasing number of patients due to the outbreak of diseases. Some of the competing needs impacting nurse shortage is the requirement to incorporate technology in the healthcare processes and the need to incorporate value-based care (Halter et al., 2017). With increased technological innovation, most healthcare institutions are concentrating on integrating technology in enhancing healthcare processes. For instance, instead of increasing the number of workforce, most organization are looking forward to adopting artificial intelligence to facilitate healthcare processes (Fasna & Gunatilake, 2019). Therefore, most managements have to balancing between training more staff and considering the application of artificial intelligence in the treatment and general healthcare processes. On the other hand, the need for value-based care sometimes force healthcare management to consider balancing the available resources to meet the needs of the treatment requirements.   

Policy That May Influence the Healthcare Issue/Stressor 

Administrative and human resource policies may impact the healthcare issue/stressor (nursing shortages). In most cases, the requirements in the recruitment process may impact the number of healthcare professionals or nurse that an organization may have. Further, the administrative and HR policies are also critical in addressing the issue associated with nursing shortages in the healthcare system (Mackey, 2020). Administrative and HR policies are critical in controlling the workforce and the general success of the healthcare organization. 

Moreover, administrative and HR policies often stress ethical approaches when it comes to the management of the healthcare professionals. In other words, the policies stress on the ethical practices when it comes to the management of healthcare workers and in addressing the nursing shortages in the healthcare institutions (Kurnat-Thoma et al., 2017). The strength of the policy relies on the ability to enhance the operational processes and to manage the entire organizational policies. The challenge of the administrative and the HR policy is pressure brought about by governmental regulations or the national health policies that guide general healthcare practices. 

Data privacy and IT security policy and the patient care policies are some of the regulations or policies that have been designed to balance the competing needs of the workers, resources, and patients (Pakenham-Walsh & Bukachi, 2019). The above policies can be applied while addressing any ethical shortcomings of the existing policies. The policies that guide the application of information technology system can provide alternatives for addressing the challenges associated with the nursing shortages. Also, the patient care policies may impact the problems or challenges associated with the nursing shortages.   

Conclusion 

Nursing is a fundamental issue that affects the delivery of healthcare services. As such, it becomes fundamental to adopt policies such as HR policies that are tailored to address the matter. The incorporation of ethics into the matter is also a significant undertaking. Therefore, it is imperative to create policies that address any stressor within the healthcare setting.  

References 

Fasna, M. F. F., & Gunatilake, S. (2019). A process for successfully implementing BPR projects. International Journal of Productivity and Performance Management. https://doi.org/10.1108/IJPPM-09-2018-0331 

Halter, M., Boiko, O., Pelone, F., Beighton, C., Harris, R., Gale, J., Gourlay, S., & Drennan, V. (2017). The determinants and consequences of adult nursing staff turnover: a systematic review of systematic reviews. BMC health services research, 17(1), 824. https://doi.org/10.1186/s12913-017-2707-0 

Kurnat-Thoma, E., Ganger, M., Peterson, K., & Channell, L. (2017). Reducing annual hospital and registered nurse staff turnover—A 10-element onboarding program intervention. SAGE Open Nursing, 3, 2377960817697712. https://doi.org/10.1177/2377960817697712 

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