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NURS 6053 Discussion: Review the Current Healthcare Issues

NURS 6053 Discussion: Review the Current Healthcare Issues

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RE: Discussion – Week 1

Thank you for taking the time to reply to this post, Gladys. The post offers examples from your experience which makes it even more engaging. I support that the provision of better and quality healthcare services has been hindered by several stressors in healthcare. These stressors have increased the financial costs of healthcare as the healthcare institutions solve them to improve the quality of services offered to the patient’s as well as improve the delivery of care. I agree that nurse shortage is one of the health stressors that impact healthcare today apart from other stressors such as cyber security of the Internet of Things. More patients continue presenting to the healthcare with a variety of emerging conditions and thus, this increased demand for healthcare services has resulted in the increase in nurse shortage (Newby et al., 2020). Also, improvements have been made in healthcare today and this has increased the need for more health practitioners due to the increasing number of patients. The post is illuminating since it offers a description concerning nurse shortage in your health setting. The situation explained in this case is not different from what I have experienced in my healthcare setting. The organization that I work in continues to report the case of nurse shortages. Also, just like in your health institution, the issue on nurse shortage worsened due to the COVID-19. Nurses were the frontline workers in this case and they were mostly overworked during this pandemic resulting in most of them leaving the nursing profession. Also, in my healthcare, most of the nurses left due to the fear of contracting the virus, which increased the issue on nurse shortage. It is encouraging knowing that your healthcare is working towards responding to the healthcare stressor on nurse shortage (Savitsky et al., 2020). I agree that ensuring that nurses leaving the healthcare are replaced and developing nursing models helps to solve the issue on nurse shortage. Great post!

Reference

Newby, J. C., Mabry, M. C., Carlisle, B. A., Olson, D. M., & Lane, B. E. (2020). Reflections on nursing ingenuity during the COVID-19 pandemic. The Journal of Neuroscience    Nursing.

Savitsky, B., Findling, Y., Ereli, A., & Hendel, T. (2020). Anxiety and coping strategies among nursing students during the covid-19 pandemic. Nurse Education in Practice46, 102809.

If you were to ask 10 people what they believe to be the most significant issue facing healthcare today, you might get 10 different answers. Escalating costs? Regulation? Technology disruption?

These and many other topics are worthy of discussion. Not surprisingly, much has been said in the research, within the profession, and in the news about these topics. Whether they are issues of finance, quality, workload, or outcomes, there is no shortage of changes to be addressed.

In this Discussion, you examine a national healthcare issue and consider how that issue may impact your work setting. You also analyze how your organization has responded to this issue.

To Prepare:

  • Review the Resources and select one current national healthcare issue/stressor to focus on.
  • Reflect on the current national healthcare issue/stressor you selected and think about how this issue/stressor may be addressed in your work setting.

By Day 3 of Week 1

Post a description of the national healthcare issue/stressor you selected for analysis, and explain how the healthcare issue/stressor may impact your work setting. Then, describe how your health system work setting has responded to the healthcare issue/stressor, including a description of what changes may have been implemented. Be specific and provide examples.

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RE: Discussion – Week 1

Response

Healthcare facilities across the nation are under increasing pressure to do more with less (Konkel, 2020).   From a healthcare staffing shortage to increasing patient volumes, the available resource strain is becoming increasingly palpable (Konkel, 2020). Nowhere is this resource strain more strongly felt than among the nurses, doctors, and technicians that make treatment and patient care possible (Konkel, 2020). While many institutions are taking great strides to help fill these workforce gaps, healthcare facilities rely upon their current clinicians to make up the difference in the interim (Konkel, 2020). Consequently, healthcare practitioners of all kinds are managing larger than typical caseloads, consistently working mandatory overtime, and are struggling to combat the effects of healthcare worker burnout (Konkel). Burnout refers to the exhaustion and apathy that one may feel when dealing with prolonged workplace stress (Mental Health America (MHA), n.d.). Burnout has become a significant problem and a challenge for public health. As MHA (n.d.) states, work-related stress can lead to burnout for anyone.

I currently, work for a mental health community center. Since the pandemic began, our facility has utilized telehealth to provide services. Though, the specific program I serve within has continued to see clients in their residence. Along with many of my colleagues, I find it difficult to provide high-quality services during these difficult times. We often find ourselves running in circles to locate the clients or establish communication with their contacts. The number of clients each team member services has doubled, leading to less time to communicate therapeutically with the individuals or family members.

One way the organization is combatting employee burnout is by offering an employee assistance program. The program is serviced through an independent organization to maintain privacy. An employee can use their employer-assisted insurance to cover applicable fees. The services include but are not limited to treatment for depression, anxiety, and substance use by licensed professionals.

References

De Hert S. (2020). Burnout in Healthcare Workers: Prevalence, Impact and Preventative Strategies. Local and Regional Anesthesiaume 13, 171–183. Retrieved from Burnout in Healthcare Workers: Prevalence, Impact and Preventative Strategies – Directory of Open Access Journals (DOAJ)

Konkel, K. (2020). Healthcare Worker Burnout. Premier Medical Staffing. Retrieved from Healthcare Worker Burnout – Premier Medical Staffing Services (premiermedstaffing.com)

Mental Health America. (n.d.). Facing Burnout as a Healthcare Worker. Retrieved from Facing burnout as a Healthcare Worker | Mental Health America (mhanational.org)

By Day 6 of Week 1

Respond to at least two of your colleagues on two different days who chose a different national healthcare issue/stressor than you selected. Explain how their chosen national healthcare issue/stressor may also impact your work setting and what (if anything) is being done to address the national healthcare issue/stressor.

NURS 6053 Discussion: Review the Current Healthcare Issues

RE: Discussion – Week 1

Response #2

            Audrey,

            Thank you for sharing this informative post on nurse burnout, an issue that has been handicapping the nursing workforce for decades. I agree with you that this national healthcare stressor affects nurses’ physical, emotional, and personal lives and, most importantly, negatively affects patient outcomes. Nurse burnout can impact my work setting since it is associated with poor patient care level, patient dissatisfaction, increased medical errors, higher infection rates, and higher mortality rates (Paul III et al., 2018). It can be caused by staffing shortages, long work hours, poor work environments, heavy workload, death, and sickness. Also, burnout increases organizational turnover and job dissatisfaction in nurses.

            Recent studies have demonstrated that workplace stressors linked to nursing burnout are prevalent during health crises such as the COVID-19 pandemic. Being overworked during COVID-19, or any pandemic, and experiencing a surplus of stressful scenarios likely increases burnout risk. Nurses who treat quarantined or isolated patients, especially frequently, are more likely to experience emotional issues. Nurse burnout is already a critical problem; however, the COVID-19 pandemic brings additional stressors, increased morbidity, and severe working conditions, which increase the likelihood of burnout (Kelly et al., 2021).

            For the past few years, my organization has been focusing on developing strategies to decrease workload, stress, and potential burnout, especially recently during COVID-19. These strategies include improving the work schedule by allowing more flexibility with nurses to self-schedule themselves. They also encourage self-management and provide personal resilience-building opportunities, such as mindfulness-based stress reduction and mental health awareness resources(Kelly et al., 2021). My organization also has a robust wellness program offered to employees every year. For example, the hospital could offer 30 days walking challenge where employees track their steps daily as a group. At the end of the 30 days, a winning team is identified to get a discounted insurance premium. Many other healthcare issues are affecting the nursing workforce. Organizations must collaborate with the nursing staff to determine what strategies could be helpful to address them.

                                                                                                                      References

Kelly, L. A., Gee, P. M., & Butler, R. J. (2021). Impact of nurse burnout on organizational and position turnover. Nursing Outlook, 69(1), 96–102. https://doi.org/10.1016/j.outlook.2020.06.008

Paul III, D. P., Bakhamis, L., Smith II, H. M., & Coustasse, A. (2018, April 19). Hospital nurse burnout: A continuing problem. Marshall University. https://mds.marshall.edu/cgi/viewcontent.cgi?article=1200

Submission and Grading Information

Grading Criteria

To access your rubric:

Week 1 Discussion Rubric

 

Post by Day 3 and Respond by Day 6 of Week 1

To participate in this Discussion:

 

Week 1 Discussion

NURS_6053_Module01_Week01_Discussion_Rubric

Excellent Good Fair Poor
Main Posting
Points Range: 45 (45%) – 50 (50%)

Answers all parts of the discussion question(s) expectations with reflective critical analysis and synthesis of knowledge gained from the course readings for the module and current credible sources.

Supported by at least three current, credible sources.

Written clearly and concisely with no grammatical or spelling errors and fully adheres to current APA manual writing rules and style.

Points Range: 40 (40%) – 44 (44%)

Responds to the discussion question(s) and is reflective with critical analysis and synthesis of knowledge gained from the course readings for the module.

At least 75% of post has exceptional depth and breadth.

Supported by at least three credible sources.

Written clearly and concisely with one or no grammatical or spelling errors and fully adheres to current APA manual writing rules and style.

Points Range: 35 (35%) – 39 (39%)

Responds to some of the discussion question(s).

One or two criteria are not addressed or are superficially addressed.

Is somewhat lacking reflection and critical analysis and synthesis.

Somewhat represents knowledge gained from the course readings for the module.

Post is cited with two credible sources.

Written somewhat concisely; may contain more than two spelling or grammatical errors.

Contains some APA formatting errors.

Points Range: 0 (0%) – 34 (34%)

Does not respond to the discussion question(s) adequately.

Lacks depth or superficially addresses criteria.

Lacks reflection and critical analysis and synthesis.

Does not represent knowledge gained from the course readings for the module.

Contains only one or no credible sources.

Not written clearly or concisely.

Contains more than two spelling or grammatical errors.

Does not adhere to current APA manual writing rules and style.

Main Post: Timeliness
Points Range: 10 (10%) – 10 (10%)
Posts main post by day 3.
Points Range: 0 (0%) – 0 (0%)
Points Range: 0 (0%) – 0 (0%)
Points Range: 0 (0%) – 0 (0%)
Does not post by day 3.
First Response
Points Range: 17 (17%) – 18 (18%)

Response exhibits synthesis, critical thinking, and application to practice settings.

Responds fully to questions posed by faculty.

Provides clear, concise opinions and ideas that are supported by at least two scholarly sources.

Demonstrates synthesis and understanding of learning objectives.

Communication is professional and respectful to colleagues.

Responses to faculty questions are fully answered, if posed.

Response is effectively written in standard, edited English.

Points Range: 15 (15%) – 16 (16%)

Response exhibits critical thinking and application to practice settings.

Communication is professional and respectful to colleagues.

Responses to faculty questions are answered, if posed.

Provides clear, concise opinions and ideas that are supported by two or more credible sources.

Response is effectively written in standard, edited English.

Points Range: 13 (13%) – 14 (14%)

Response is on topic and may have some depth.

Responses posted in the discussion may lack effective professional communication.

Responses to faculty questions are somewhat answered, if posed.

Response may lack clear, concise opinions and ideas, and a few or no credible sources are cited.

Points Range: 0 (0%) – 12 (12%)

Response may not be on topic and lacks depth.

Responses posted in the discussion lack effective professional communication.

Responses to faculty questions are missing.

No credible sources are cited.

Second Response
Points Range: 16 (16%) – 17 (17%)

Response exhibits synthesis, critical thinking, and application to practice settings.

Responds fully to questions posed by faculty.

Provides clear, concise opinions and ideas that are supported by at least two scholarly sources.

Demonstrates synthesis and understanding of learning objectives.

Communication is professional and respectful to colleagues.

Responses to faculty questions are fully answered, if posed.

Response is effectively written in standard, edited English.

Points Range: 14 (14%) – 15 (15%)

Response exhibits critical thinking and application to practice settings.

Communication is professional and respectful to colleagues.

Responses to faculty questions are answered, if posed.

Provides clear, concise opinions and ideas that are supported by two or more credible sources.

Response is effectively written in standard, edited English.

Points Range: 12 (12%) – 13 (13%)

Response is on topic and may have some depth.

Responses posted in the discussion may lack effective professional communication.

Responses to faculty questions are somewhat answered, if posed.

Response may lack clear, concise opinions and ideas, and a few or no credible sources are cited.

Points Range: 0 (0%) – 11 (11%)

Response may not be on topic and lacks depth.

Responses posted in the discussion lack effective professional communication.

Responses to faculty questions are missing.

No credible sources are cited.

Participation
Points Range: 5 (5%) – 5 (5%)
Meets requirements for participation by posting on three different days.
Points Range: 0 (0%) – 0 (0%)
Points Range: 0 (0%) – 0 (0%)
Points Range: 0 (0%) – 0 (0%)
Does not meet requirements for participation by posting on 3 different days.
Total Points: 100
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