A recommended long term approach for narrowing this credibility gap is closer collaboration between the organization’s HR department and its department managers. Fallon and McConnell (2007) explain that a key aspect of this collaboration is assembling a group of personnel from both departments. The major function of this group is to review the nursing scheduling practices of both the departments, and replace the existing rigid practices that are currently used to schedule nurses, with creative alternatives.
In addition, the new nursing scheduling practices must reflect the realities of the organisation’s workplace and the nursing marketplace. Basically, this approach will help realign the goals and values of the two departments to avoid pronounced differences. In this way, the two departments will be in one regarding the recruiting, hiring and scheduling of nurses and decision made on the same will reflect the expectations of both departments. When such scheduling practices are in place, there will be no acceptable reason for rejecting the application of a qualified nurse during the time of staff shortages.
The most difficult part of managing employees in a hospital setting is diversity management. Disparity in group affiliations that are most likely to affect the hospital workplace mainly involve identity, or cultural groupings based on national origin, ethnicity, race, and religion. Diversity could also result from the job-related functions, for example, the presence of hospital administrators and various healthcare professionals in one setting. If diversity is not managed well, it leads to the problem of “us” verses “them” in the workplace. A diverse workforce is critical in meeting the patient healthcare needs and thus diversity is a big issue where employees are required to work together. Such a situation requires that hospital managers should be highly skilled in turning employee diversity into a resource by creating an environment that works for all employees. In order to develop this skill, managers should be sensitive or develop sensitivity to cross-cultural issues in communication and values (Lenora, 1998). This will help them to deal with marked behavioral differences among various groups and develop ways of assimilating groups that seem un-assimilable. In this way, the managers will develop an inclusive employee management strategy and workplace culture that ensures that there is a good interaction among employees. The culture and strategy developed will reflect or at least accommodate to the greatest possible extend the expectations and values of the various workforce groups. This is very important in the development of successful work teams. The Importance of Transforming Nursing Education The idea of having an improved education system that promotes seamless academic progression among nurses is important in ensuring an improvement in patient safety and quality care. Such kind of an education system will ensure that nurses are more competent in dealing with the current healthcare demands and the needs of the patient than before. In addition, it will ensure that nurses are able to respond to the changing trends of healthcare practices for example the use of technology. Nurses who have achieved higher levels of education are also more effective in implementing evidence-based practices that are meant