This is an opportunity for the nursing community where they can now study at reduced costs and the expenditure of the studies would be reduced. In addition, the nurses would get employment soon after they pass out form nursing colleges (Rnaction.org, 2015)
This would translate into a patient getting additional care and the hospital and health care staff taking extra precaution about not letting a 'never event' take place. This would ultimately increase the health care facilities for patients admitted to health care centers and hospitals (Teufack, Jabbour, Maltenfort, Evans & Ratliff, 2009)
These specifically ingress and convert generic inputs from the external setting to create services and products. The instances mentioned in the paper outline the capacity of the Nursing Services Delivery Theory (NSDT) to support theoretical links among separate sets of nursing services study connected to nursing work, work settings, and employment variables (Cho, 2001)
A system-based practice is an element that can be employed to initiate health care changes and also promote the quality of health care rendered. Executing and applying a holistic approach to healthcare for the welfare and well-being of the patient is at the core of developing and advancing effective all-inclusive plans of care (Johnson et al
This particular paper will seek to offer a solution to the problem of shortage in staffing by using an Open-System Approach (vide infra). The theoretical basis of the Nursing Services Delivery Theory System (NSDT) is Open System Theory, as is practiced for large organizations (Katz and Kahn (1978)
It is imperative to consider scarce and insufficient human resources in an effective manner. The global staffing shortage in nursing is an issue and a challenge in the health services sector (Meyer and O'Brien-Pallas, 2010)
Leadership relates specifically to the human elements, such as motivation, engagement, vision, organizational culture and buy-in. In essence, where management is a function, leadership pertains to relationships (Maccoby, 2000)
Such training would in particular increase the capabilities of all the new workers. In many instances, adaptation strategies are necessary because the nursing shortage is global in nature, and it also relates to the rise in demand for health care -- hospital managers are only one part of the tactical solution (Nevidjon & Erickson, 2001) The leadership solution is going to be relationship-based by its nature
Furthermore, hospital leaders must team up with colleges/universities and secondary schools for picking out students who possess the traits needed for thriving despite challenges accompanying slow improvements to the healthcare sector. World-class hospitals or healthcare facilities do not simply sit back waiting for potential nurse candidates to find recruiting organizations (Curtis, de Vries & Sheerin, 2011)
Meanwhile, older nurses might appreciate a work environment characterized by job sharing or fewer hours a shift. Such flexible schedules help prolong or ease older nurses' transition into their retirement, but fixed schedules may compel them to opt for early retirement (Paller, 2004)
Although nurse executives have been talking about the necessity to measure nursing-sensitive patient outcomes as far back as the 60's, widespread utilization of this phrase (and similar phrases) is a fairly recent occurrence. Nursing-sensitive measures may be described as outcomes and processes nurses influence, impact, and provide, but for which they aren't solely accountable (Clarke & Donaldson, 2008)
The main questions typically raised by candidates when assessing job opportunities are the job's timing, pay location, and what they will learn from it. Considering nursing posts' typical hands-on nature, healthcare organizations cannot do much in increasing job attractiveness with regard to location changes (Hunt, 2009)
In a Texas research, nearly all participants reported some level of rationing in a minimum of one nursing activity, while a majority of the participants rationed several activities. Moreover, rationing preference trends support the accomplishment of tasks aimed at meeting the immediate physiological requirements of patients over other tasks (Jones, 2015)
For instance, researches into this area suggest that nursing staff constantly ration their care and time, and this seriously threatens patient care quality and, subsequently, patient safety. Areas like hygiene, patient mobilization, patient assistance, feeding, communication, discharge planning, patient education, care documentation and surveillance are frequently omitted or inadequately handled (Papastavrou, 2013)
A large number of best-practices have been devised, which have proven their ability to enhance job satisfaction. For instance, employee training levels have been found to correlate to overall satisfaction of individuals with their jobs (Schmidt, 2007)
Following enactment of California's staffing legislation, nursing workforce retention and satisfaction rates were analyzed. From 2004 to 2008, satisfaction levels of registered nurses serving in acute care settings rose (Tellez & Seago, 2013)
In the future, Nightingale will work with local universities to offer educational opportunities for students and help programs expand their capacity to admit qualified students in the RN, OT, and PT programs which are necessary for Nightingale to provide its critical services. In 2015 alone, "7% of nurse faculty positions nationwide remain vacant, 78,000 applicants to bachelor and advanced-degree nursing programs were turned away last year because there weren't enough faculty available to teach them" (Robeznieks 2015)
According to a 2011 New England Journal of Medicine study, "insufficient nurse staffing was related to higher patient mortality rates. These researchers analyzed the records of nearly 198,000 admitted patients and 177,000 eight-hour nursing shifts across 43 patient-care units at large academic health centers" (Rosseter 2014)
Unfortunately, the faculty shortage and corresponding nursing shortage results in a spiraling problem, given that overburdened staff are more likely to become burned out and frustrated and leave the profession. A number of institutions are developing creative solutions to this problem which Nightingale could adopt in the future -- for example, one facility "pays for two years of nursing education -- up to $6,000 -- in exchange for a two-year commitment to work" (Wood 2008)