St. Angels Integrated Healthcare Services

Providing the best care to each patient starts with providing the proper amount of staff members to each unit. Looking at the needs of different units not only allows administration to see areas for improvement, but also areas that are being handled correctly. Utilizing the indicators provided by The Joint Commission, 4 East, a pediatric medical/surgical floor, has a high rate of falls and nosocomial pressure ulcers that appears to be related to the increase overtime nurses have been working for that floor (Nightingale, 2010). Research has shown increases in adverse events have been related to nurses working over 40 hours a week (Bae, 2012).

Staffing needs affect the nursing department’s budget, staff productivity, the quality of care provided to patients and even the retention of nurses (Jooste, 2013). The nurse manager has to explain to the management of the benefits of change in providing adequate staffing all the time. Adequate staffing helps staff retention. Staff retention saves a lot of money in terms of orienting new people to the unit. Safe staffing always helps in the reduction of falls, infection rates, pressure ulcers, decrease hospital stays and death. Flexible and creative scheduling is essential for retaining staff and promoting a positive work climate (Grohar-Murray & Langan, 2011). Adequate staffing with good staffing ratio will help nurses to concentrate on their patient care which may help in a reduction in medical errors and lawsuits to the hospital.

Nurse-to-patient ratios is not a new topic of debate for all of us who deliver care to patients every day. Only lately it has been a big issue that have caught the attention of many. Demands by the medical community for changes concerning staffing, asking for the government interventions in minimum staffing laws. Registered nurses have long acknowledged and continue to emphasize that staffing issues are an ongoing concern, one that influences the safety of both the patient and the nurse. (ANA, 2015) .nowadays hospitals are running for profit and the emphasis is not put on job burnout, stress, and endangerment of patients. Nursing shortages is a very pertinent problem, it will be optimum to have laws in place to help with the issue, however meanwhile leadership and management methods to the matter can help to mend the nursing situation and avoid many of the damaging effects of unfitting nurse-to-patient ratios.

Patient falls in hospitals continue to be a major and costly problem. The definition of a patient fall is an unplanned descent to the floor, assisted or unassisted, with or without injury to the patient. The authors of this article wanted to investigate the effect “missed nursing care” has on patient fall rates and patient outcomes. The authors also looked at hospital staffing as it relates to patient falls and nursing staff having enough time to carry out all nursing responsibilities.

In terms of resources and finances, inpatient care is the most costly form of healthcare. It not only requires the medical supplies, but basic care supplies such as food, bedding, etc. It requires more practical resources in terms of electricity and other services, as well as more human resources, as the patients require round the clock care and availability. Hospitals and centers providing inpatient care therefore need a minimum of two shifts, and possibly three in order to avoid unnecessary and costly mistakes due to the workers’ exhaustion.

A realistic goal of this study is to reduce the fall related to a delay in answering the call light to less than the standard national data base that can be found in National Database of Nursing Quality Indicators (NDNQI). The nurse will be able to compare the data obtained on the unit to similar hospital units by referencing (benchmarking) to the national data from NDNQI. There will be a follow up study and gradual modification of the plan in order to achieve the outcome. The team has to set

I prepare the case study with different scenario for nursing diagnosis to take place under varied situations mainly to disseminate the knowledge to stimulate critical thinking on code sepsis. The evaluation of teaching and learning will be conducted through questionnaire at the end of the day, as nurses find their own time to go through the case study for assimilation by means of reading references or discussion with colleagues. Periodical reminder for benefits of revision on subjects which are vital in patient safety and care will help nurses to accustomed to practice. The encouragement and feedback will render change in practice. In case of Sepsis, the clinical nurses are responsible in prevention of infection by means of hand hygiene, wound care, caring chronic conditions, prevention of Hospital acquired infections and communication to respective physicians. Patient education play the key role in inpatient as well at home with following the facts in identifying and seeking medical attention at once. The clinical educator is not only responsible for teaching in the unit but also act as patient navigator in educating the patients in preparation of reading materials and providing the guidelines and

Finding the issue or problem of the organization and provide the possible solutions can aid the organization development and growth. As a leader of the future nurses, it should be one’s responsibility to provide a good change in the organization to enhance the holistic quality of care. The problem of PAMC is falling so as a student of the BSN program, will utilize the evidence-based studies and work on fall reduction and

Salina Health Education Foundation founded in 1979 and Salina Care founded in 1991, merged in 2004 to form Salina Family Health Care Center (SFHC). Since the inception the clinic has served Saline County with health and dental care for uninsured and low income residents. In addition the clinic has provided residency programs for family medicine physicians for future role as providers to rural Kansas towns. In December of 2004 SHEF became a Federally Qualified Health Center (FQHC). Following in 2009, SHEF transformed the practice into a patient-centered healthcare home. Through this work, SHEF redefined its mission to: provide excellent healthcare in a patient-centered setting that fosters education, all in a positive work environment

Relationships among workers in the ICU of Changeable Medical Center are at best, strained. In the past six months, the unit has expanded from 8 to 12 beds, changed to a different electronic health record vendor, and changed unit managers. Ten of thirty registered nurses have resigned or left, two of the remaining twenty are out on sick leave, and absenteeism is at a record high. As the new unit manager, you are looking for ways to improve morale and deal constructively with the many problematic relationship issues.

Hospital data on specific nursing-sensitive indicators can help a facility advance quality patient care and prevent any new adverse events through education, increased staff, acknowledgement, and accountability. The healthcare facility can post these indicators and the data associated with them including location in the facility and staffing numbers. This helps to bring these indicators to a more individual level whether it be per unit or per person. This along with acuities helps to justify the need for larger numbers in staffing. Although facilities would sometimes rather work with minimum staffing allowed, it is necessary to show that with more staff patients are receiving a higher level of quality care. These numbers might reflect this. This data might also compare the number of hospital acquired pressure ulcers with the use of restraints. This might show staff another reason for promoting a restraint free environment. It must be stressed to nursing staff that they have a direct impact on these nursing-sensitive indicators. Nursing staff could be educated on prevention and early detection of any indicators.

First, as the unit managers, we will listen to our employees’ concerns. Next, we will address the specific complaints about working with certain staff members and the lack of supplies available on the unit. We will investigate further to see which employees are not performing to hospital standards and then schedule a meeting to explore their reasons and work together to find a solution to the problems. Next, we will address the lack of supplies available on the floor by scheduling a meeting with the manager of central supply. During this meeting, we will explain that the nurses are often working short-staffed and having available supplies will allow the nurses to manage their time more efficiently. Then, to implement evidence-based

Salina Health Education Foundation, founded in 1979 and Salina Care founded in 1991, merged in 2004 to form Salina Family Health Care Center (SFHC). Since the inception the clinic has served Saline County with health and dental care for uninsured and low income residents. In addition the clinic has provided residency programs for family medicine physicians for future roles as providers to rural Kansas towns. In December of 2004 SHEF became a Federally Qualified Health Center (FQHC). Following in 2009, SHEF transformed the practice into a patient-centered healthcare home. Through this work, SHEF redefined its mission to: provide excellent healthcare in a patient-centered setting that fosters education, all in a positive work

Nursing is the powerhouse in the delivery of safe, quality patient-centered care in the healthcare industry. To ensure continued safety of the patient and nursing staff, the issue of inadequate staffing must be addressed. Consequently, patient’s mortality rate has been linked to the level of nursing staff utilized in ensuring an utmost outcome (Aiken, 2011). This paper will outline the issue associated with inadequate nurse to patient staffing ratios in the hospital setting; essential factors such as economic, social, ethical and political and legal affecting the issue will be established; current legislature and stakeholders will be ascertained and policy option, evaluation of bill and the results of analysis will be reviewed.

Therefore, the staff of these units and nurse managers will be involved. Thus, nurse professionals employed in these units will be invited as participants. They have the first-hand experience of work in critical and intensive conditions and can evaluate the suggested project. Also, it is necessary to include nurse managers because they should be able to provide their activities in a way to achieve maximum retention and reduce nurse shortage. A nurse manager will be the leader of the project. A representative of a nurse labor union will be involved as well. Unions protect labor interests of professionals and can provide legal advice in case of necessity. A representative of the organization's administration will also be invited. Although critical and intensive care units are quite autonomous, they are parts of the organization and follow its mission and policies. Moreover, the administration is expected to be interested in improving working conditions and thus reducing nurse