Nursing Strategic Planning
3.0 The strategic planning for staff retention Strategic planning for retention of nursing staff using SWOT analysis. Strengths and weaknesses are often internal to organization, while opportunities and threats generally relate to external factors. For this reason, SWOT is sometimes called Internal-External Analysis and the SWOT Matrix is sometimes called an IE Matrix. 3.1 Strength The strength of the organization for retention of nursing staff. To develop a retention strategy is to identifying the factors that motivate nurses to stay. Among these are a positive working environment, high standards for quality care, respect for each employee and opportunities for professional growth. Place hires new staff on other units during orientation so …show more content…
Potential factors include lack of adequate staffing ratios in hospitals and other health care facilities, lack of placement programs for newly trained nurses, and inadequate worker retention incentives.High nurse turnover and vacancies rate negatively affect health care access, patient care qualities and nurse job satisfaction. Nursing shortage can be described as lack of sufficient skilled nursing staff as well as lack of sufficient educated staff that are able to care for patients. Two problems, floating and scheduling issue, are frequent causes for dissatisfaction among nurses, but solution can be found to reduce those …show more content…
However, there are some personal problems a nurse may be having that a hospital can help to reduce. One common reason nurses leave a hospital is compassion fatigue, when nurses take care of many high-risk patients, "over time they will get burned out and can 't really connect with patients. Another issue is when nurses feel they have hit a "glass ceiling." "Nurses become comfortable with their clinical skills and look for an expanded role. If there are no expanded roles, they will oftentimes move to new settings."To avoid this problem. Some personal reasons nurses have for leaving a position are unavoidable, but there are some things hospitals can do to make sure their nurses are content. For instance, hospitals can try to prevent compassion fatigue by making sure nurses are not working with high-risk, extremely sick patients on every shift, every day. Steering clear of these three main drivers of nurse turnover will help hospitals keep nurses long-term, ultimately saving money and keeping quality and patient satisfaction
Nurse Turnover Case Study
441 Words | 2 PagesIn the Vila Heath scenario, data is presented from St. Anthony Medical Center in Minneapolis. The areas of concern are: RN turnover, medication errors, and admissions by age. When evaluating the data, there are limitations for interpreting the data since there are critical pieces of information missing. This review of the data is an assumption based on data from national studies and statistics. RN
ICU Nurse Burnout
572 Words | 3 PagesNursing burn out is at an all-time high. Hospitals are adding more and more to what nurses do on a daily basis and nurse to patient ratio is forever changing. In Jill’s situation, she was a very happy nurse placed in a horrible situation. ICU nursing is not the easiest, and Jill definitely got the bad deal of the deck with she started working on the ICU floor. Nurses and physicians were overwhelmed and burn out, setting a very stressful atmosphere for everyone including Jill, making it hard for Jill to be happy in the decision she made to become and ICU nurse.
Healthy Work Environment Analysis
627 Words | 3 PagesIn addition, nursing turnover has been reported to range from 15-36% per year, a much higher rate than other health care professionals. Several professional organizations in nursing have identified and established criteria for a healthy workplace. As a result, the 8 Essential Attributes of a Healthy Work Environment was developed to reflect what staff nurses perceive to be the key to a healthy workplace. Examples of a few of the 8 essentials are supportive nurse managers, adequate staffing and a culture in which concern for patients is paramount. Evidence has shown that all 8 essentials are positively correlated and therefore all 8 need to be addressed by the improvement strategies.
Cravia Case Study Assignment
1061 Words | 5 PagesThe identification of SWOT is important because they can inform later steps in planning to achieve the objective. SWOT analysis is a tool to analyze the internal and the external factors that is stands for strengths and weaknesses, opportunities and threats. Firstly, strengths describe the core competencies of a business, strategic factors that may make a certain extend more likely to succeed where the commerce may have positive points over other comparable businesses. For instance, Cravia has harmony and chemistry between workers, people and groups. This agreement makes a difference in encouraging the work and assignments.
Essay On The Importance Of Staff Retention
924 Words | 4 PagesThe importance of staff retention Nurse retention is to provide staff with implements that will empower them in the workplace. Empowerment in organizational structures include power and opportunity. Employees with high levels of power are included in lines of information, support, resources and opportunities to learn and grow (Schwinger ET AL., 2010). In additional employees who have high levels of opportunity in their jobs tend to be more proactive problem solvers and accept change. When staff have opportunity and power, they are motivated, feel more in control, have increased wellbeing and have greater job satisfaction (Schwinger ET AL., 2010).
Effective Succession Planning In Nursing Literature Review
337 Words | 2 PagesGriffith, M. B. (2012). Effective succession planning in nursing: A review of the literature. Journal of Nursing Management, 20(7), 900-911. http://dx.doi.org/10.1111/j.1365-2834.2012.01418.x
Nurse Selection Plan
1503 Words | 7 PagesGood critical nurses possess the critical thinking ability to handle emergency situations and equipment but also are compassionate, helping patients and family members through stressful circumstances (Kirpal, 2004). It can be difficult for HR professionals and health care managers to screen potential critical nurse candidates that encompass both critical thinking and empathy characteristics. In addition, many experienced critical care nurses experience burn out from dealing with multiple previous stressful patient encounters and long hours, causing them to leave the nursing profession (Kirpal, 2004). Moreover, to increase efficiency many hospitals expect their nurses to float to other departments to help fill temporary staffing shortages—increasing the stress levels of nurses to learn new skills in unfamiliar environments in short periods of time (Kirpal, 2004). As previously mentioned, younger individuals are not choosing to become nurses, creating an age disparity among nurses in many hospitals (Kirpal, 2004).
Staffing Shortage In Nursing Care
793 Words | 4 PagesThe causes of nursing shortages are attributed to aging populations, increase of patient lifespan, and the expanding role of nurses. Recent reforms in healthcare will also provide people access to the healthcare system. Additionally, the
Magnet Hospital Research Paper
479 Words | 2 PagesRunning head: Magnet Hospitals Magnet Hospitals Teresita Coleman Texas Tech Magnet Hospitals have become the topic of discussion among those in the healthcare field. Many hosptials with Magnet status have been known by people to be very sucessful. Hospitals that are of magnet status are recognized by the American Nurse Credentialing Center. These hospitals meet certain criteria in several areas to gain this status. People wonder if the education the nurses get by obatining knowledge to gain a BSN in nursing help these organiztions become sucessful or does the hospitals itself offer more to their employees than the public eye can see.
Shortage In Nursing
1621 Words | 7 PagesNursing shortages are seen nationwide with a strong correlation between nurses leaving the bedside and a decrease in nurse satisfaction, which furthermore impacts patient outcomes (Cicolini, Comparcini, & Simonetti, 2014). According to the American Association of Colleges of Nursing, by the year 2025, there will be a shortage of over 260,000 nurses (Hunt, 2014). “A lack of job satisfaction is one of the most common reasons nurses leave their jobs and was, in many reports, negatively influenced by such factors as administration, the amount of time available for clinical duties and job security” (Hunt, 2014, p. 573). Understanding opportunities for improvement within individual facilities is essential to develop and implement a process improvement
Nursing Swot Analysis
1153 Words | 5 PagesStrategic planning for retention of nursing staff using SWOT analysis. Strengths and weaknesses are often internal to organization, while opportunities and threats generally relate to external factors. For this reason, SWOT is sometimes called Internal-External Analysis and the SWOT Matrix is sometimes called an IE Matrix. The first step in SWOT is strength of the organization for retention of nursing staff. To develop a retention strategy is identifying the factors that motivate nurses to stay.
Staff Turnover In The Nursing Field
88 Words | 1 PagesStaff turnover happens so often in the nursing field, it is a shame that the reason people are leaving is due to the management. In the situation at your hospital upper management would be foolish if they did not look at the management of that department and make changes. They should be able to compare the staff retention rates of that department compared to other departments in the hospital. Of course, some people will always leave when there is a change of management but it should be minimal.
Shortage In Nursing Care
409 Words | 2 PagesJessica, I also listed staff shortages as a critical factor that influences nursing/healthcare organizations. I agree high turnover rates are often a result of insufficient staffing. According to the findings from Cox et al. , (2014), “of the nurses surveyed about the increasing shortage of nurses available to serve patients 98% stated an increased stress on their nursing career, 93% an impending lowering of quality care towards patients and 93% mentioned it as a reason to leave the profession result of nursing shortages” (Cox et al., 2014 p. 6). Is is unfortunate such a high percentage of nurses feel they want to leave the healthcare field as a result of insufficient staffing.
Compassion Fatigue In Nursing
1006 Words | 5 PagesNursing is a calling that is professionally satisfying and rewarding as nurses set out to give care to other people. However, the hard work can become emotionally and physically challenging due to the tension and turmoil that comes within the profession. Nurses may start feeling frustrated due to common nursing stress or something more serious, such as compassion fatigue and burnout. It is thus important to watch out for the warning signs for burnout and compassion fatigue, which put both the healthcare workers and their patients at risk. Compassion fatigue affects job satisfaction, emotional and physical health of nurses as well as productivity and turnover in the nursing profession.
Nurse Retention In Nursing Care
134 Words | 1 PagesSince, one-third of the entire Canadian healthcare workforce consists of regulated nursing profession, it has been suggested that “as nurses goes, so goes the rest of the system” (CNAC, 2002, p 9). So, the healthcare delivery system requires good leadership for the enhancement of effective, productive and sustainable nursing workforce to address the nursing shortage. Since, retaining nurses in the workforce by decreasing nurse turnover could also decrease the healthcare costs, increase job satisfaction among nurse and enhance safe and quality patient care, it is vital to address the issue of nursing shortage by retaining nurses in the workforce now. Hence, my paper will argue that failure to focus on retention of nurses is a critical factor
More about Nursing Strategic Planning
Nurse Turnover Case Study
441 Words | 2 PagesICU Nurse Burnout
572 Words | 3 PagesHealthy Work Environment Analysis
627 Words | 3 PagesCravia Case Study Assignment
1061 Words | 5 PagesEssay On The Importance Of Staff Retention
924 Words | 4 PagesEffective Succession Planning In Nursing Literature Review
337 Words | 2 PagesNurse Selection Plan
1503 Words | 7 PagesStaffing Shortage In Nursing Care
793 Words | 4 PagesMagnet Hospital Research Paper
479 Words | 2 PagesShortage In Nursing
1621 Words | 7 PagesNursing Swot Analysis
1153 Words | 5 PagesStaff Turnover In The Nursing Field
88 Words | 1 PagesShortage In Nursing Care
409 Words | 2 PagesCompassion Fatigue In Nursing
1006 Words | 5 PagesNurse Retention In Nursing Care
134 Words | 1 Pages