Impact Report to Senior Leadership; Nurse Leadership Position

Introduction

In this scenario, the unit-based Shared Governance Council has identified a major nursing-related challenge, namely nursing staff shortages, within the selected health care organization. The system administrator’s decision to create a new nurse leadership position that would have the responsibility and authority to address this specific issue is appropriate. As a member of the shared governance council’s subcommittee, I need to present the committee’s final report. The nursing facility in the Texas area is a rehabilitation centre in a central region.

 Identification of a nursing challenge and its impact from a nursing perspective

The identified nursing challenge can be viewed as a serious problem that has emerged in the health care industry. Nursing staff shortages affect the quality of nursing care; therefore, this challenge should be addressed in a proper way. Nursing staff’s role in care delivery is critical as nurses provide a number of services to patients. As a rule, the identified nursing challenge is associated with cost savings. Nursing staff shortages are caused by low job satisfaction, poor motivation and improper work environment, as defined in recent study (Atefi et al., 2014). The lack of spiritual feeling leads to nurses’ job dissatisfaction. Poor team cohesion, improper benefit and rewards, adverse working conditions, lack of medical resources, unclear duties and responsibilities,  poor leadership skills and ongoing discrimination in the workplace affect nurses’ decision to leave their jobs. Besides, nurses’ job satisfaction depends on task requirements, professional development opportunities, and maintenance of clinical autonomy (Atefi et al., 2014). Hence, from a nursing perspective, the impact of nursing staff shortages on the organization, staff, and patients is adverse.

Explanation of how the identified nursing challenge creates a gap or conflict between the organizations statements and practice, and refers to systems theory to explain factors that contribute to the problem

The identified nursing challenge, namely nursing staff shortages, creates a gap or conflict between the organization’s statements and practice because of the lack of the proper human resources to fulfil the assigned tasks. Mission and vision statements of the identified rehabilitation centre in a central region should be considered by nursing staff to achieve the established goals, such as to provide high quality care and rehabilitation services and to guarantee positive health outcomes. The key practices are designed to ensure excellence in medical rehabilitation. Hence, nursing staff shortages prevent the organization from becoming the most effective and compassionate provider in the central region.   

Referring to systems theory, it is possible to explain the major factors that contribute to the problem of nursing staff shortages. According to systems theory, the organization can be viewed as an open living system, which actively interacts with the environment. The major factors that lead to the identified nursing challenge include mainly organizational factors, including management and leadership effectiveness. Large patient load is the key consequence for the organization, if this challenge remains unresolved. According to researchers, “absenteeism and turnover among healthcare workers have a significant impact on overall healthcare system performance” (Daouk-Oyry et al., 2014, p. 93). The components of the system include working environment, technology, social and physical design. These factors are important to nursing care and services provision.

Identification of organizational factors that impact the situation

The major organizational factors that impact the situation should be assessed, using SWOT (strengths, weakness, opportunities, threat) analysis.

Strengths Opportunities
Good reputation of the organizationSufficient medical resources, such as equipment, etc. Flexible schedulesClearly defined mission and vision statements Compliance with legal requirementsEffective HR management Professional development and training for nurses at all organizational levelsIncreased accountability and responsibility of the nursing staffEnhanced organizational cultureImplementation of the desired change improved internal communication and collaboration
Weaknesses Threats
Lack of team cohesionLarge patient loadDifficult nurse-patient relationships Increased competitionFailure to address the needs of the staff because of the lack of financial resources  

There is a need for paying due attention to the opportunities in improvements. The rehabilitation centre located in the central region is an organization with massive opportunities in technological development that can collaborate with other organizations in order to share experience and make improvements in the areas that are assessed as weaknesses of the organization. 

Identification of key leadership skills, knowledge, or abilities required for the position

There are certain leadership skills, knowledge, and abilities required for the proposed new nurse leadership position that would have the responsibility and authority to address the problem of nursing staff shortages. Leadership skills include decision making and problem solving skills, openness in communication, creativity, and coaching and mentoring skills. The knowledge required for this position includes not only the knowledge of management and nursing disciplines, but also the knowledge of  psychology, finance and economics. These skills and knowledge provide the ability to guide and motivate nursing staff members and to delegate responsibility. The nurse leader should have the ability for visionary decision making in order to promote organizational change and foster professional development at all levels of the organization. The organizational power dynamics may be affected by changes in the organizational structure, culture and organizational behaviour. The organizational culture   (values, beliefs, practices and assumptions) has a strong impact on nursing staff motivation, job satisfaction and performance outcomes (Wong, 2015).

Assessment of  how the new nurse leader position will have power and influence and impact patient outcomes

The new nurse leader position will have power and influence on patient outcomes. The new nurse leader will be able to provide control of the key nursing operations, ensure stability of work and achieve high level of efficiency in care delivery. Due to the proper training, the new nurse leader will be able to increase self-confidence with respect to carrying out the identified roles and responsibilities. The nursing staff will be able to experience positive changes in their performance because the new nurse leader’s style will strengthen the staff’s perceptions of organizational culture (Tyczkowski et al., 2015). According to research studies, “Less than 12.5% of nurses aspire to leadership roles, noting lack of support and stress as major factors in their decision not to pursue this area of practice” (Tyczkowski et al., 2015, p. 172). The new nurse leader will have the ability to demonstrate adaptation to stress and adversity. In addition, the new nurse leader’s high level of emotional intelligence will affect leadership and management practices in the health care facility.

In addition, the new nurse leader position will impact the organization’s power structure and dynamics. It is crucial to develop an action plan to reduce nursing staff turnover rate. The new nurse leader will be able to determine the proper strategies aimed at increasing nurses’ motivation and job satisfaction. There is much  evidence that highlights a “connection between supportive leadership approaches and positive patient safety outcomes (lower medication errors, nosocomial infections and patient mortality) and higher patient satisfaction” (Wong, 2015, p. 275). The new nurse leader’s value for the quality of care delivery and knowledge of patient care requirements will affect interpersonal relationships and will help to enhance the quality of interpersonal skills and nursing staff engagement in positive organizational behaviours. These practices will lead to creation of enhanced and highly motivated nursing teams, and increased level of performance as the major predictors of improved patient outcomes (Wong, 2015). Nursing staff should be motivated to perform their duties and responsibilities in a proper way through professional development and training, additional benefits and rewards and career advancement opportunities.

Conclusion

Thus, it is necessary to conclude that the system administrator’s proposition to create a new nurse leadership position that would have the responsibility and authority to address the problem of nursing staff shortages is a need for the rehabilitation centre. This final report shows that the new nurse leadership position provides an opportunity to implement change in the facility and achieve positive outcomes due to the ability to influence nursing staff’s decisions to perform their duties and responsibilities in a proper way. The new nurse leader will have power and influence on patient outcomes.

References

Atefi, N., Abdullah, K. L., Wong, L. P., Mazlom, R. (2014). “Factors influencing registered nurses perception of their overall job satisfaction: a qualitative study,” International Nursing Review, 61(3): 352-360.

Daoyk-Oyry, L., Anouze, A., Otaki, F., Dumit, N., Osman, I. (2014). “The JOINT model of nurse absenteeism and turnover: A systematic review,” International Journal of Nursing Studies, 51(1):  93-110.

Tyczkowski, B., Vandenhouten, C., Reilly, J., Bansal, G., Kubsch, S., Jakkola, R. (2015). “Emotional Intelligence (EI) and Nursing Leadership Styles Among Nurse Managers,” Nursing Administration Quarterly, 39(2): 172-180.

Wong, C. A. (2015). “Connecting nursing leadership and patient outcomes: state of the science,”  Journal of Nursing Management, 23(3): 275-278.

The terms offer and acceptance. (2016, May 17). Retrieved from

[Accessed: October 27, 2021]

"The terms offer and acceptance." freeessays.club, 17 May 2016.

[Accessed: October 27, 2021]

freeessays.club (2016) The terms offer and acceptance [Online].
Available at:

[Accessed: October 27, 2021]

"The terms offer and acceptance." freeessays.club, 17 May 2016

[Accessed: October 27, 2021]

"The terms offer and acceptance." freeessays.club, 17 May 2016

[Accessed: October 27, 2021]

"The terms offer and acceptance." freeessays.club, 17 May 2016

[Accessed: October 27, 2021]

"The terms offer and acceptance." freeessays.club, 17 May 2016

[Accessed: October 27, 2021]
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