Nurse Staffing Ratio

The findings with 1:8 ratios showed the lowest labor cost but it was associated with high patient mortality rates. For every decline in nurse to patient ratio showed labor cost increased but mortality rates declined (Rothberg et al., 2005). To view the information in dollar amounts, the savings of even one life by lowering nurse to patient ratio from 1:8 to 1:7 would amount to $46,000. To compare, if nurse to patient ratio is decreased from 1:5 to 1:4, it would cost about $142,000 (Rothberg et al., 2005). In terms of saving in labor cost, it was found that if nurse to patient ratio increased from 1:6 to 1:7, this would save the hospital about $92 in labor costs on average per case but keep in mind that the more patients the nurse has the higher probability of a fatal error occurring increases, causing about 1.4 additional lives per 1,000 admission (Rothberg et al., 2005).

Anthony Medical Center is approximately the same in all age groups. The largest group of admission are those ages 0 to 64 years, with the majority of those patients are under 44 years. This data suggests the possibility of increased poverty in St. Anthony’s service area and patients that have less access to care (CDC, 2017). For patients over 65 years, there is fluctuations in admissions that is suggestive of a higher readmission rate for this group of patients. Readmission are a concern for organizations since in 2010, CMS began finically penalizing hospitals for readmission within 30-days of discharge.

An article conducted on nurses showed that workplaces that consist of incivility in healthcare result in lack of satisfaction, high turnover rates, and adverse patient outcomes (Berry, 2016). The purpose of this article is to address and research the importance of nurse incivility, such as bullying in the workplace and its impact on its turnover rates. Also, this article will further address the strategies and solutions to decrease the high turnover rates in the healthcare setting. Research suggests that as new nurses begin their socialization into the profession that they are encouraged to accept incivility as a professional norm. In one study, results showed that workplace bullying behaviors (WPB) range from 27.3% to 31% for twice-weekly incidents for nurses and 21.3% for daily WPB for novice nurses (Berry, 2012).

Nurses in California reported that patient

A report by the Agency for Healthcare and Quality in America projected that hospitals involving increased levels of Registered Nurse (RN) staffing showed decreased degrees of substandard patient outcomes and increased nurse staffing ratios were linked with a 2% to 25% decrease in substandard outcomes (Mark & Stanton, 2010). As a result, education on nurse staffing and the influence on quality of patient care warrants evidence based decision on existing and forthcoming practices. The influence of nurse staffing ratios on quality of care has been observed in four studies. Hospitals using decreased levels of nursing staff faced a 7% escalation in 30-day mortality and a 7% escalation in failure-to-rescue.

Nurse Practitioner Interview I spoke with a friend’s sister, a recent graduate DNP, who works as a women’s health NP at a public health clinic system in Utah. Role The role of the women’s health care nurse practitioner can vary widely depending on the setting. J. Yale sees patients for both annual visits as their main care provider and for gynecological issues (personal communication, September 9, 2016). “Many people don’t realize you can do annual visits,” she said, “for example, I can treat someone for high blood pressure in the clinic, in an office setting.”

In Higgins-Williams v. Sutter Med. Found. the question of whether or not an employee’s inability to work with a specific supervisor qualified as a “disability” was put to the test in court. Michaelin Higgins-Wiggins was a clinical assistant in Sutter’s Shared Services Department. She reported to her physician that she was experiencing stress as a result of her involvement with both her direct supervisor and the human resources department on the job.

Working overtime signifies many variables such as working over 40 hours every week, mandatory as well as voluntary overtime, working paid shifts, extended shifts and working two shifts back to back (Kunaviktikul et.al.). The institute of medicine (2004) recommends nurses to avoid working beyond 12 hours per day and past 60 hours in a week, but the recommendation is often not followed through in the nursing profession (as cited in hahtela, paavilainen, mccormack, slater, helminen, suominen, 2015, p. 932). Nurses are perceived to be the once that are mandated to work overtime in the healthcare facility compared to any other health care professionals (Golden & Wiens-Tuers, 2005 as cited in Bae & Brewer, 2010, p.99). Increased physical injuries

However, it’s the nurses that face several risks. The dangers range from sickness to violent people to just plain fatigue. The first hazard of working in a hospital, is the sickness that gets passed around. She tells me you have to be careful around the ill people and not to become sick yourself. The next jeopardy, is working with unsafe patients and their disruptive behaviour.

1LITERATURE REVIEW The Incidence of Burnout in Psychiatric Nursing Evidence Based Nursing Research and Practice April 15, 2017 Nursing is the protection, promotion, and optimization of health and abilities, prevention of illness and injury, facilitation of healing, alleviation of suffering through the diagnosis and treatment of human response (nursingworld.org). Nursing gives us purpose, it gives us remarkable human endeavors by healing the wounded, which bring allure, but after a while that aspect no longer have the specialness of rejuvenation and creativity that good kind of arousal. Instead, because of the many factors including things going on in our personal lives we loss that drive and become more emotional fragile

This article talks about how studies show how staffing measurements effectquality of care and how risk adjustment variables play a role in the outcomes. Staffingmeasures include the amount of nursing staff per patient and the amount of hours aresident gets with staff members and staff member retention. The studies show thatincreased time with licensed staff have improved care and provided much betteroutcomes than with time with for example a social worker. It says that it is difficult tocalculate the retention of staff because the studies are inconsistent. Quality of care ischaracterized by resident and facility outcomes.

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A foreseen problem with DNR’s is whether to treat the patient or not. I feel that patients with DNR orders deserve treatment. The emphasis of treatment is a shift from the traditional lifesaving efforts to a treatment of palliative care, Hospice. In other words, a humane and dignified way of approaching the impending cessation of life. As a nurse working on an oncology and renal unit, I encounter patients in different stages of acuity.

Further research stated that the American Nurses’ Association have guidelines for making decisions on staffing, which “suggest that the number and acuity of the patients, the level of staff working

The one piece of information that will most likely affect my nursing practice will be to ensure I inquire about a caregiver’s emotional state and how he or she is coping. As an intensive care unit (ICU) nurse, I see firsthand how caregivers resume care at the hospital for his or her loved ones, even though there are health care professionals ready to take care of personal needs. It seems as if a caregiver does not know when to stop giving. A caregiver will at times, succumb under mounting challenges and tribulations at some point and will need support. For caregivers experiencing stress, self-help groups can be beneficial (Tabloski, 2014).