[2025] Describe the national healthcare issue stressor you selected

Describe the national healthcare issue stressor you selected and its impact on your organization. Use organizational data to quantify the impact

Assignment: Analysis of a Pertinent Healthcare Issue
The Quadruple Aim provides broad categories of goals to pursue to maintain and improve healthcare. Within each goal are many issues that, if addressed successfully, may have a positive impact on outcomes. For example, healthcare leaders are being tasked to shift from an emphasis on disease management often provided in an acute care setting to health promotion and disease prevention delivered in primary care settings. Efforts in this area can have significant positive impacts by reducing the need for primary healthcare and by reducing the stress on the healthcare system. NURS 6053 week 2 Assignment: Analysis of a Pertinent Healthcare Issue

Changes in the industry only serve to stress what has always been true; namely, that the healthcare field has always faced significant challenges, and that goals to improve healthcare will always involve multiple stakeholders. This should not seem surprising given the circumstances. Indeed, when a growing population needs care, there are factors involved such as the demands of providing that care and the rising costs associated with healthcare. Generally, it is not surprising that the field of healthcare is an industry facing multifaceted issues that evolve over time.

In this module’s Discussion, you reviewed some healthcare issues/stressors and selected one for further review. For this Assignment, you will consider in more detail the healthcare issue/stressor you selected. You will also review research that addresses the issue/stressor and write a white paper to your organization’s leadership that addresses the issue/stressor you selected. NURS 6053 week 2 Assignment: Analysis of a Pertinent Healthcare Issue

To Prepare:

• Review the national healthcare issues/stressors presented in the Resources and reflect on the national healthcare issue/stressor you selected for study.
• Reflect on the feedback you received from your colleagues on your Discussion post for the national healthcare issue/stressor you selected.
• Identify and review two additional scholarly resources (not included in the Resources for this module) that focus on change strategies implemented by healthcare organizations to address your selected national healthcare issue/stressor.

The Assignment (3-4 Pages):

Analysis of a Pertinent Healthcare Issue

Develop a 3- to 4-page paper, written to your organization’s leadership team, addressing your selected national healthcare issue/stressor and how it is impacting your work setting. Be sure to address the following:

• Describe the national healthcare issue stressor you selected and its impact on your organization. Use organizational data to quantify the impact (if necessary, seek assistance from leadership or appropriate stakeholders in your organization).
• Provide a brief summary of the two articles you reviewed from outside resources on the national healthcare issue/stressor. Explain how the healthcare issue/stressor is being addressed in other organizations.
• Summarize the strategies used to address the organizational impact of national healthcare issues/stressors presented in the scholarly resources you selected. Explain how they may impact your organization both positively and negatively. Be specific and provide examples.

Expert Answer and Explanation

Analysis of a Pertinent National Healthcare Issue/Stressor

National Healthcare Issue/Stressor: Retention Challenges in Healthcare

The selected national healthcare issue that affects my organization is retention. The nursing shortage remains a critical healthcare issue/stressor in the healthcare industry, significantly impacting organizational efficiency and patient outcomes. While the shortage itself is problematic, retention emerges as a key challenge that worsens this issue. Retention is a critical challenge in the healthcare industry, especially when addressing the broader issue of nursing shortages (Cosgrave, 2020). High turnover rates among nursing staff contribute to significant organizational strain, such as increased workloads, diminished morale, and reduced patient satisfaction. At my organization, retention has emerged as a pressing issue affecting operational efficiency and care delivery.

Addressing this concern requires implementing targeted strategies to stabilize the workforce while maintaining high-quality healthcare services (Cosgrave, 2020). This paper explores the impact of retention challenges, examines strategies employed by other organizations, and recommends evidence-based approaches to mitigate retention-related issues in our organization.

Impact of Retention Challenges

Retention challenges have had a measurable impact on my organization. Frequent staff turnover has led to an overburdened workforce, with nurses working longer shifts and managing increased patient loads. This has resulted in burnout, decreased job satisfaction, and lowered team morale. Organizational data indicates a turnover rate increase over the past year. The turnover increases occur at a time when there is a rise in overtime expenses. Patient satisfaction scores have also declined significantly illustrating the broader effects of staff shortages on care delivery. These trends highlight the urgency of addressing retention to ensure the organization’s stability and efficiency.

Summary of the Two Articles Reviewed On the Selected National Healthcare Issue

The first article by Niskala et al. (2022) emphasized the effectiveness of wellness programs designed to reduce burnout and enhance job satisfaction. Interventions such as mindfulness activities, professional development opportunities, and flexible work arrangements have proven successful in reducing turnover rates.

The second article by Mohammadnejad et al. (2024) explored the use of innovative technologies, such as remote patient monitoring systems, to ease the workload of nurses. Automating routine tasks through these systems allows nurses to focus on higher-level care, creating a more sustainable work environment. Lessons from these studies provide valuable insights into improving retention in healthcare settings.

Strategies to Address Retention Challenges

Implementing wellness programs tailored to support mental health and reduce stress would significantly benefit nursing staff. Initiatives such as mindfulness breaks, access to mental health resources, and stress management workshops have demonstrated a positive impact on nurse satisfaction and retention (Winter et al., 2022). For instance, an organization implementing monthly wellness days observed a significant decline in nurse turnover. Incorporating such programs could improve staff morale and reduce burnout-related resignations. However, the potential drawback lies in implementation costs and ensuring equal participation across shifts, which may require additional planning.

Organizations offering self-scheduling and part-time options report higher levels of job satisfaction and lower turnover rates (Winter et al., 2022). At our organization, adopting similar practices could empower nurses to manage their schedules effectively, promoting retention. However, challenges such as ensuring adequate staffing during peak hours must be addressed through strategic workforce planning. Additionally, the integration of technologies like remote patient monitoring systems has proven effective in reducing nurse workload.

These systems automate routine tasks such as vital sign monitoring, allowing nurses to focus on direct patient care and critical decision-making. Implementation of such technologies could streamline operations and enhance nurse efficiency (Winter et al., 2022). The potential downside includes initial implementation costs and training requirements, but long-term benefits such as improved nurse satisfaction and patient outcomes justify the investment.

Despite these potential benefits, challenges must be anticipated. Initial costs for wellness programs and technologies may strain budgets, while staff training could require additional resources (Winter et al., 2022). Flexible scheduling could also disrupt existing workflows if not implemented strategically. These concerns underscore the importance of careful planning to ensure these initiatives achieve desired outcomes without unintended consequences.

Positive and Negative Impacts on Our Organization

The adoption of the above strategies could yield significant benefits for the organization. Wellness programs and flexible scheduling could enhance job satisfaction and create a supportive work environment, reducing turnover rates. Technological innovations, meanwhile, could alleviate staff workload and improve operational efficiency, indirectly supporting retention efforts.

However, challenges such as implementation costs, potential resistance to change, and ensuring equity in program access may arise. For example, wellness initiatives may require additional staffing or funding, while flexible scheduling could disrupt current workflows if not carefully managed (Xu et al., 2021). Similarly, integrating new technologies demands significant investment and staff training to ensure seamless adoption. Addressing these challenges proactively will be key to the success of retention-focused strategies.

Conclusion

Retention is a vital solution to the ongoing nursing shortage, directly influencing organizational stability and healthcare quality. Prioritizing retention strategies such as wellness programs, flexible scheduling, and innovative technologies offers a clear path to improving staff satisfaction and reducing turnover. Addressing these challenges will not only create a more supportive work environment but also strengthen the organization’s ability to provide consistent and high-quality care to patients. Investing in these solutions is essential to navigating current retention challenges and achieving long-term success in the healthcare industry.

References

Cosgrave, C. (2020). The whole-of-person retention improvement framework: a guide for addressing health workforce challenges in the rural context. International Journal of Environmental Research and Public Health, 17(8), 2698. https://doi.org/10.3390/ijerph17082698

Mohammadnejad, F., Freeman, S., Klassen-Ross, T., Hemingway, D., & Banner, D. (2023). Impacts of technology use on the workload of registered nurses: a scoping review. Journal of rehabilitation and assistive technologies engineering, 10. https://doi.org/10.1177_20556683231180189

Niskala, J., Kanste, O., Tomietto, M., Miettunen, J., Tuomikoski, A. M., Kyngäs, H., & Mikkonen, K. (2020). Interventions to improve nurses’ job satisfaction: A systematic review and meta‐analysis. Journal of Advanced Nursing, 76(7), 1498-1508. https://doi.org/10.1111/jan.14342

Winter, N., Russell, L., Ugalde, A., White, V., & Livingston, P. (2022). Engagement strategies to improve adherence and retention in web-based mindfulness programs: systematic review. Journal of Medical Internet Research, 24(1), e30026. https://www.jmir.org/2022/1/e30026/

Xu, H. G., Tuckett, A., Kynoch, K., & Eley, R. (2021). A mobile mindfulness intervention for emergency department staff to improve stress and wellbeing: A qualitative study. International Emergency Nursing, 58. https://doi.org/10.1016/j.ienj.2021.101039

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