Nursing Leadership - Essay Example

?  PICO Paper            PICO Paper The population is made up of registered nurses on a Labor & Delivery and Postpartum Unit. The intervention involves the implementation of federal regulations highlighting work load thresholds for all nurses and nurse to patient ratios. It also entails supporting a legal prohibition on forced overtime for all nurses. Comparison incorporates investing in nurse instruction, including providing educational advantages, acting as a base for clinical rotation, and concentrating on nurse instruction. The outcome entails realizing enhanced staff morale and reduced absenteeism through the intervention (Needleman & Buerhaus, 2003). Patient or Population (Problem)  The nurse leader or manager employs transformational leadership. In this form of nursing leadership, the aim is to merge the nursing leader and her workers so as to achieve a common objective. Every individual in a unit cooperates so as to realize a significant accomplishment through a common objective. These management techniques permit nurses to adopt an active duty in assessing, determining and developing policies. Nurses assist advance the most appropriate actions for patient services by cautiously investigating current strategies and giving response to their nurse leader (Needleman & Buerhaus, 2003). In addition, the transformational leadership technique is significantly related with perceived job satisfaction and efficiency. For example, transformational nurse leadership entails staff nurse involvement in performance development initiatives and strategic planning. My clinical experience occurred in labor & delivery or postpartum unit. Hospitals provide training programs, for example, assistant or technician trainings, which frequently incorporate trainee nurses right into the system of that facility. The labor & delivery or postpartum unit provided high danger and usual postpartum care. The unit was made up of ten beds, nine labor rooms, two examination rooms, one operating room, and one observation room. The labor & delivery or postpartum unit delivered almost seventy babies monthly. Most hospitals have websites where an individual may get information regarding nursing job vacancies and their requirements. The labor & delivery or postpartum unit merged caring proficiency with the most novel creative activities and up to date equipment (Kaestner, 2005). Participation also permitted firsthand experience and was an adequate way of learning. The model of care delivery is the synergy model. This model is a structure for creating nursing practice and establishing capabilities that indicate a combination of experience, skills, and knowledge of the nurse. The synergy model employs registered nurses incorporating them in the process of clinical decision making in the facility. There are ten nurses, six females and four males. The central point of view of the synergy model is that the synergy outcomes when the characters and requirements of the clinical unit, patient, or system are matched with the capabilities of a nurse. The problem is in the clinical decision making process. The synergy model provides the nurses with a strategy to make decisions in creating patient responsibilities matching the appropriate nurse with the adequate expertise for patient care. This model reduces work intensity, enhances the work surrounding, assures communication and cooperation between teams, and promotes a culture of learning (Kaestner, 2005). Intervention  The nurse leader or manager proposes to deal with the issue of staffing shortage of registered nurses on a labor and delivery or postpartum unit in a number of ways. First, the nurse leader proposes the approval of federal standards indicating nurse to patient work load threshold and nurse to patient ratios. Health care providers should be required to offer necessary skill mix and efficient staffing levels to make sure there is an appropriate working environment for nurses and quality service to patients. Second, the nurse manager proposes a legal ban on forced overtime for nurses. There should not be a nurse who is compelled to work for more than the required period, particularly those nurses who are largely depended on by patients (Kaestner, 2005). The nurse leader is always willing to give up domination over decision making processes. The nurse leader allows the members of staff take ownership of the practice. The nurse leader employs guiding and coaching in the process of making decisions. The nurse leader does not tell the staff what they are required to do. The leadership duty is that of a mentor and facilitator, with the nurse manager assisting the staff negotiate to realize best results and make their desired decisions (Kaestner, 2005). The nurse manager has the responsibility of translating his opinions for others and the connection to nurses external to the unit. The nurse manager encourages the nurses to posses their practice and gives them the chance to engage in the decision making process. Staffing shortage of registered nurses on a labor & delivery or postpartum unit has tremendous effects for patient safety and quality of care. There is a wide range of proof and belief that augmented levels of nursing workers have a positive effect on the safety and quality of hospital services. In addition, there are studies that have shown inadequate staffing enhances the strain on nurses and the possibility of medical mistakes during labor. For instance, the media has stated that a large number of patients going through labor, perish annually because health institutions are losing nurses and are compelled to deal with the work burden with less nurses. Moreover, studies assert that since the 90s, over one thousand seven hundred women going through labor have died (Needleman & Buerhaus, 2003). This has been credited to errors made by inefficiently trained and over burdened nurses who are under stress to give adequate labor care with dwindling resources. This has also caused infections and ulcers in patients due to improper care. Staffing shortage of registered nurses on a labor & delivery or postpartum unit also has a significant impact on the staff. The persistent shortage of registered nurses generates demands for the nurses to deal with labor issues without reprieve, thus adding to job strain and the consequent inclination for probable mistakes. Also, nurse shortage alludes to a severe concern in relation to the correct diagnosis of predicaments which may appear at any period due to the need for a significant labor decision to be made or a patient’s deterioration. In addition, these shortages cause an increased dissatisfaction at the work place and decreased quality of care at both the international and national levels. The shortages have also enhanced the intention of moving away from the nursing profession due to job strain (Needleman & Buerhaus, 2003). The duty of a registered nurse on a labor & delivery or postpartum unit is extremely demanding on the individual’s physical make up and is sometimes considered as manual labor. This problem may be dealt with in a number of different ways. One, the few registered nurses should always be permitted and encouraged to make the most of their capacities in giving labor services. In all the realistic forms of care, there should be a balance between financial viability, supply and demand, satisfaction, and organizational efficiency and quality. Joint attempts toward this objective will be of service to both the patients and nurses. Second, these few registered nurses should be properly rewarded through enhanced benefits and increased salaries (Kaestner, 2005). Literatures assert that the need for nurses has been susceptible to the cyclic character of the nationwide economy. Nursing jobs are reduced during economic melt downs. This makes registered nurses to turn to different sectors or professions. Also, there are minimal students who enroll in nursing courses. The demand for nurses rises after the economy is stable. Nevertheless, the current shortage of nurses is distinctively dissimilar from the previous pattern. This is because it can be associated to a decreasing supply of nurses and lasting increase in their demand. Literatures also assert that nursing has turned into a less attractive profession in the last 20 years and is presumed to be undervalued and overworked (Kaestner, 2005). The American Hospital Association approximates that over one hundred and twenty six thousand nurses are required to fill positions in health facilities. Other health facilities have dealt with the issue by revealing to the population about their nursing staffing levels for every shift and unit. The lists comprise both registered and unregistered nurses (Sochalski, 2004). In addition, the lists indicate the techniques employed to establish and change staffing levels in the health facility. An appropriate solution to this issue should be highlighting the nursing staffing level for a facility and making members of the population conscious of the sufficient and insufficient staffing levels (Sochalski, 2004). This will assist members of the public make knowledgeable choices concerning their own health care. Comparison This issue is being dealt with by investing in nurse education. The most widespread education plan is training nurses. Many health facilities have opened nursing schools or are extending their training size. Through this, health institutions are developing their nurses. Nevertheless, this strategy is not working because applicants regard minimal nursing size as a barrier. Numerous qualified individuals are rejected because there are inadequate nurse faculties. Also, nursing institutions have inadequate finances to give financial help and raise salaries (Sochalski, 2004). Outcome The nursing inefficiency and the impact it exhibits on health care has caused an increase in proposals and nurse recruitment activities. A large number of hospitals are depending on nurses recruited by non-permanent staffing organizations (Sochalski, 2004). I aim to realize enhanced staff morale and decreased absenteeism through this intervention. References Kaestner, R. (2005). An overview of public policy and the nursing shortage. JONA, 35(1), 8-22. Needleman, J., & Buerhaus, P. (2003). Nurse staffing and patient safety: Current knowledge and implications for action. International Journal for Quality in Health Care, 15(4), 275-277. Sochalski, J. (2004). Is more better?: The relationship between nurse staffing and the quality of nursing care in hospitals. Med Care, 42(2), 67-73. Read More