Absenteeism Is A Serious Problem At Centerville Public Health Clinic

Over the last decades both public and private hospitals have been experiencing severe financial situations (Everhart, Neff, Al-Amin, Nogle, & Weech-Maldonado, 2013). The financial shortage is associated with delay or even lack of governmental sponsorship and competition from their rivals. Enacting the policy will mount financial pressure on these hospitals that are on cost-cutting strategies. The salaries and wages of nurses are dominating the costs of operation in the hospitals and therefore adding more staff to correct the understaffing will be like creating another problem (Goddard, 2003). Contrary, Empirical studies prove that adequate nurse staffing produces better outcomes for both the staffs and the patients (Donaldson & Shapiro, 2010). These do not mean that the financial performance of the health centers will be at stake. Quality is associated with profitability. Understaffing leads to increased workloads, fatigue and job dissatisfaction. These situations that can be corrected on the implementation of proper staffing policies (Everhart, Neff, Al-Amin, Nogle, & Weech-Maldonado, 2013). The policy aims at offering quality service, reasonable patient-doctor ratios, reducing high mortality rates, improving the health of patients through proper examination and disease diagnosis among other

ONO is a large auto-supply company that does a large volume of business with only eleven employees. Absenteeism seems to have increased over the last two years and has had a significant effect on ONO. The information in the text shows that ONO had lost 539 employee labor-hours or 67.375 days to employee absenteeism last year. Because there are only eleven employees, this equals out to 6.125 missed days per employee. This is actually less than the United States average of seven missed days per year. Is absenteeism at ONO a serious problem? Whether or not a serious problem, the data from ONO, Inc. suggests there is enough to warrant an investigation and a new strategy to minimize absenteeism. As

McIntyre’s framework is a method of conducting in depth analysis that emphasizes understanding issues in healthcare as complicated and multifactorial problems, while exploring barriers to resolving the issue (McIntyre & McDonald, 2014, p. 5). Using this framework, this paper will provide an in depth analysis of the issue of mandatory overtime for nurses, and why it should not be eliminated from use by hospital management.

I am very fortunate to be serving as a Registered Nurse (RN) in our community for the past 17 years. For years, my RN colleagues here in Michigan have expressed frustration and concern when working chronically understaffed shifts and the when using mandated overtime to cover staffing shortages. Safe staffing levels

The goal of the LeadingAge Texas is to implement higher direct staffing hours for each resident allowing for positive outcomes, which is what the government was trying to accomplish through Texas Quality Incentive Payment Program (QIPP). QIPP implemented the goals of decreased pressure ulcers, decreased usage of antipsychotics, decrease in falls, and physical restraints (Texas Quality Incentive Payment Program, 2016). While these incentives assist in improving quality care, quality care starts at adequate quality staffing. Staffing is the key to quality care and is what consumers advocate; however, the nursing industry would rather implement incentive programs (Harrington et al., 2016). As shown by the failure of QIPP and NHQRE, quality staffing is needed to improve the quality of care.

Self-scheduling is an aspect of nursing that has been considered for quite some time. Prior to discussing the pros and cons of this particular practice, it is necessary to briefly elucidate some of the reasons why organizations and nurses have experimented with this technique in the past. The goal of self-scheduling, of course, is largely synonymous with the goal of assigned scheduling to fully staff a particular health care organization so that it can deliver the best care possible to its patients. The primary difference between these two methods, however, is that the former affords nurses greater authority and autonomy (Pecci, 2012) in this process, by allowing them to determine the times that are most convenient for individuals to fulfill this goal. As such, there are a number of benefits and detrimental aspects of letting nurses determine their own schedules. Some tangible pros include allowing nurses to better manage their personal and private lives, reducing the work load and the amount of stress nurse managers deal with, and overall improving the scheduling and staffing process; common cons include staff unavailability, preferentialism, and pressure to adhere to the wishes of a bevy of others (Bailyn et al, 2007, p. 73).

(ANA 2015; Brewer & Kovner, 2008). The high turnover rates can decrease the number of RNs

“They sound great... Oh… Wait we can’t hire them”, my boss stated as she hands me a small pile of applications back. “Well, why not? They have the proper training and they’ve been a CNA for as long as I have. You know just as well as I do that we need all the help we can get. Especially, since I’m on the desk until my doctor releases me to work on the floor.” “I know we need the help but we already have one guy hired and we can’t hire another one. You would have to switch cares all the time because upstairs we have 5 women-only cares and at least 3 women-only cares down stairs. That would just be such a hassle if you girls are in the middle of cares with a resident and then we have to find cares you can switch with him…. It just wouldn’t be fair to you girls.”

The issue that affects Centerville because we have had a lot of turnovers overs in the last year. The article states how CNAs leave their jobs due to their wages and the workload but they love working with the residents. CNAs do 80%-90% of director care towards the residents so they know everything about them and are the ones with them the most. Knowing that CNAs leave due because of the pay and workload we can try to have more CNAs on the floor so the workload is not so heavy. We know the company controls what the CNAs get paid but we could we could offer Christmas bonus and yearly bonus and also higher raises. Having a $100 attendances bonus would benefit at our facility. If

The current and growing shortage of nurses is posing a real threat to the ability of hospitals, long-term care facilities, and others to provide timely access to quality care. Nurse staffing shortages and nurse turn-over contributes to the growing reduction in the number of staffed patient beds available for services, increasing costs, and rising concerns about the quality of care. Health care organizations highly depend on nurse managers and leaders to reverse this trend. This paper discusses the reasons for nursing shortage and turn-over, different approaches to solve this issue, and my personal philosophy about this issue.

Recruitment of registered nurses is invaluable for any health care facility. When vacancy rates reach high digits, the cost to the facility is significant,

Instead of providing the care they thought they would be providing, they were reigning in members to a program with the promise of improved health while they felt their own health was being neglected or jeopardized due to added stress, no time for breaks or guaranteed family time. Corporate compliance was called anonymously with complaints of working conditions and a state wide meeting was held with the RN case managers to gather information. Staff was assured that their concerns were being heard and efforts would be made to improve the current state of affairs.

The area currently has 11,663 within the five-block radius. This strategy would more effectively reach these potential patients. If we could get people to come in once for their employee physical or workers compensation then this would increase our chance of them returning for their personal common illnesses and help increase the word of mouth advertising.

Neighborhood’s hospital is filled with patients who are ill with exacerbations of asthma and emphysema related to the poor air quality and smoke. The hospital’s emergency department calls for in-patient beds but there are no beds available. There are more patients needing beds than there are beds available. The emergency room nurses keep calling the floors to request beds, and none are available. The staff morale is low because they all feel the stress related to the pressure of early discharge for patients to make beds available. The nurses are kept busy with discharges and admissions, and are feeling overwhelmed and under-staffed. Hospital administration has decided to implement mandatory overtime adding to the stress of the staff.

A continuous concern that continues to present itself within the healthcare environment is adequate staffing on nursing units. Most hospital organizations try their very best to accommodate staffing needs, though many units remain understaffed for an unspecified amount of time. Inadequate staffing can negatively affect patient outcomes, lead to nurse burnout, and decrease patient satisfaction scores. Combating this issue will require a great deal of effort, as many geographical face nursing shortages when seeking new graduates and qualified candidates. Employees may begin to feel that they are unable to pursue personal goals within a healthcare organization, due to inability to transfer as a result of staffing shortages. This often results in nursing seeking employment or career advancement outside of the organization or geographical area, which further intensifies ramification associated with inadequate staffing.