Hsm 541 Week 2 You Decide

Michelle Marrs, the new CEO for the C. W. Williams Health Center examines the current operational conditions of the facility. She understands the importance of the health care

There are many challenges facing today’s nursing leaders and managers. From staffing and scheduling, to budget cuts and reduced reimbursements, today’s nursing leaders must evolve to meet the ever changing health care environment. Constance Schmidt, Chief Nursing Officer at Cheyenne Regional Medical Center (CRMC), identified retaining experienced registered nurses (RN) as one of the biggest problems she faces as a nursing leader. She went on to state “Nationally, most hospitals have more than 60% of their nurses with at least 5 years of experience. At CRMC, it’s the reverse. We have more than 60% of our nurses with less than 5 years of experience” (personal communication, March 28, 2014). The two largest factors affecting those numbers are the nursing shortage and nursing retention. The first, the nursing shortage, was identified years ago and has been researched countless times. Some projections indicate the number representing the gap between available registered nurses, and the positions needing to be filled, could be over a million before the end of the current decade. The latter, retention of nurses, is a problem in every health care facility in the nation. Nursing turnover results in both a significant financial cost to hospitals, and a significant impact on the community through its effects on patient outcome.

Since the employee morale is going down, I think it is important to obtain a good relationship with the local university, Essex University, to provide jobs and internships to the students in the nursing program. This nursing program will make sure that our managers will be able to teach classes at the university and help train the students to be prepared to work in the hospital. This should address the problem of the employee turnover rate to decrease and bring down the number of nursing vacancies. Nurses are a very important part of the hospital because they are by the patient’s side more than the doctor can be, so they have to show

hospital’s leadership and physicians total asset control. Customization of the facility and control of the facility is a definite advantage. Appeal While renovating existing facilities should be more cost effective, it is still a short-term solution. A newly designed facility is a long-term initiative. New facilities bring in future concepts and all kinds of opportunities for new services. One of the other primary advantages to a new facility is that it has appeal to physicians, future recruits, current employees, and potential hospital donors. New facilities appeal to community investors as well. Financial According to one commercial real estate acquisitions and marketing manager, the assumption that leasing real estate costs less than building or buying real estate assets is completely fallacious. Because hospitals use different

Middlefield Hospital has been a great healthcare facility to the Middlefield area. Middlefield Hospital consists of a 450-bed tertiary facility in a major urban area in the Northeast. The hospital is an integrated health system that provides the full array of inpatient and outpatient services. The hospital enjoys a reputation of quality care in the area. In recent years, there are areas of concern that need to be addressed. As I have been assigned the position as the new Chief Executive Officer (CEO) of Middlefield Hospital, I will provide strategies and recommendations needed for implementation to turnaround the hospital into a more positive experience not only for the patients but for the employees as

The board of directors and the president know that they have serious human resource issues. They understand that management practices have to change in order to compete in the local healthcare market as an employer-of-choice. As in any healthcare organization, fiscal resources are limited, but the board is firmly committed to investing in a well developed human resources plan that will decrease the turnover and stem the ever-growing turnover and vacancy rates. The president has asked you to attend the next board of directors meeting to share your plan for addressing these serious issues. What will you tell them? Outline the focus of your presentation and include the issues you have identified, as well as the recommended strategies for turning this around. (Points : 25)

Middlefield should also sit down with Barbara and spend some time to better develop its quality improvement program by doing more than just collecting data but also take the results and actually using them to make improvements around the hospital that may actually attract some of their lost patients back, people usually leave for a reason because quality, personal touch, or just standards were lacking. So of Middlefield can work on improving some of these things that they may not even see because they are just so used to doing their usual that could make a huge difference and also bring some of their patients back because people tend to like to stay with the doctor who already knows their history and someone they are also ready comfortable with. When their quality of care changes then maybe their patient base will also and they will get back some of the paying insured patients from the area. All patients want to feel like they are in a very safe facility.

A comprehensive satellite health clinic will reduce admissions, as well as re-admissions to the current single hospital within the county. This extra resource will reduce the possibility of competitors moving into the area, specifically those from neighboring hospitals that could bring the needed services that PMH is lacking and looking to provide. Additionally, consumers feeling forced to travel out of the area for care, or those facing the potential of being transferred out of the area due to the severity of the case as a result of inadequate primary and preventative care, or lack of space will diminish through these efforts.

The nursing shortage in healthcare has been a highlighted issue for many years. With the ever-growing health care system, hospitals and healthcare facilities often find themselves searching for ways to acquire new nurses and retain their very own. Throughout the years, the number one solution to this problem remains the same: decreasing nurse turnover, and increasing nurse retention. This paper discusses the causes of high nurse turnover rate, the negative effects on health care, and ways to improve the turnover rate.

It is a possible that a third of current personal illness/exam patients from the northern portion will switch to the new clinic because of location.

Healthcare changes occurring today along with shrinking budgets and reimbursement rates for hospitals has forced institution CEOs to do more with less. Changes and restructuring of various health facilities require nursing leaders with flexibility and adaptability. Nurse leaders must also consider budgetary constraints, cost effectiveness, patient safety, and quality care while maintaining focus on improved patient outcome. The responsibility of ensuring patients receive safe and high quality care belongs to every employee in the hospital, including support staff such as IV therapy. In this hospital, this led to the development of a nurse director position to oversee the

f. Also follow up with the new nurses’ manager and mentor to ensure they have a successful integration within the hospital and understand the crucial role they have.

With the ongoing changes in the healthcare field, nursing workforce retention presents itself as one of the greatest challenges facing healthcare systems today. According to the American Nursing Association, nursing turnover is a multi-faceted issue which impacts the financial stability of the facility, the quality of patient care and has a direct affect on the other members of the nursing staff (ANA, 2014). The cost to replace a nurse in a healthcare facility ranges between $62,100 to $67,100 (ANA, 2014). The rising problem with nursing retention will intensify the nursing shortage, which has been projected to affect the entire nation, not just isolated areas of the country, gradually increasing in its scope from 2009 to 2030 (Rosseter,

The health care issue that I have chosen to research is how we should address the shortage of nurses. I have chosen this topic because I work in a hospital and it is very difficult to recruit new nurses especially in specialized areas. Nurses in the workplace are the largest population of health care employees at 2.7 million nurses employed in the United States according to the Bureau of Labor Statistics. This is almost double the nursing assistants employed at 1.4 million which is the second leading health care occupation in the United States. The nursing profession has the largest job growth from 2008 to 2018 with a total of projection of more than 581,500 new registered nurse positions to be created. It is also projected by 2025 to have a nursing shortage that will grow to more than 260,000 registered nurses (N.d.), Overview of BLS Statistics by Occupation, http://www.bls.gov/bls/occupation.htm

The nursing profession will continue to experience a workforce shortage estimated at a vacancy between 300,000 - 500,000 RNs by 2025 (UHC/AACN, 2009). This shortage is mostly due to the large population of baby boomer nurses approaching retirement, currently the largest demographic of nurses are those between the ages of 50 and 60 (UHC/AACN, 2009), as well as the increasing rates of nurse turnover. Of specific concern on this front is that many new graduate nurses (NGNs) are not only leaving jobs within the first 1-2 years but may leave the profession altogether (Griffin, 2005). At a rate of 30% the