I am writing to follow up on the Registered Nurse position as I have not received any correspondence on the paperwork to officially transition over from my current position as a Patient Care technician. My release date from my manager is on April 3rd as Sharon from the Nurse Recruitment and Retention office is working on getting the documents ready for new hire. I can be reached on my cell at 374-646-4924 or via my email at delarosa1020@hotmail.com.
State-mandated nurse-to-patient ratios remains a controversial topic in healthcare. Sufficient nurse staffing is key to ensure adequate patient care, while scarce staffing effects patients’ safety and puts nurses at risk for burnout. Determining nurse-to-patient ratios in nursing facilities remains a challenge for the nursing profession. There are many factors to consider when determining staffing methods, such as cost, nurses’ satisfaction, patient outcomes and safety. Mandating ratios is one attempt at ensuring nurses’ workloads do not exceed what is needed for adequate patient care and safety.
Week One Discussion Two Response to O 'Neill The addition of nurse leaders in the executive suite is essential in facilitating the perception that nurses are critical decision makers in the health care industry. Furthermore, it is imperative that a formal succession plan is incorporated in organizations to assure strategic leadership, quality care, and operational effectiveness incorporate nursing at the uppermost level of decision and influence (Trepanier & Crenshaw, 2013). The Chief Nurse Executive role is evolving as a tactical authority in acquiring a major influence on our nation’s health care delivery systems and clinical outcomes (Bradley, 2014). As health care shifts and changes, nursing must be at the forefront to assure optimal influence
Nurses are relied upon to work longer hours, and handle more obligations than any time in recent memory. There are recommendations and strategies that should be implemented to ensure that nursing unions are satisfied with the work that they provide to the organization that serves the community (Nurse Together, 2014). Phoebe Putney Hospital is worth millions of dollars. If the hospital were faced with a financial crisis, such as the nursing union demanding a 10 percent increase in salaries, a guarantee of no lay-offs, and an increase in pension benefits which would cost $1 million, considering the worth and the net income worth that the corporations brings in, the increase in salaries and pension I highly doubt it would cause for layoffs or
Studies have shown that when there are too few nurses for too many patients, patient length of stay is longer, the risk of infections and falls is higher, and overall customer satisfaction lowers, lowering the hospital's image and quality of care. - In the long run, having a lot of resignations and losing patients makes the hospital lose money because looking for staff means using up a lot of time and paying more to administrators just for finding staff. Plus, not having the trust of patients means having fewer people to care for and less and less
There is a need for greater reimbursement for nurse staffing for health care organizations. Nurses make up the bulk of medical personnel and are the frontline caregivers and health care providers. I agree with many experts’ opinion that adequate nurse staffing results in favorable patient outcomes and must therefore be financially supported. Dunham-Taylor (2015), argues that “effective workforce management is a key factor contributing to organizational success” (Dunham-Taylor, 2015). Moreover, the author asserts that adequate nurse staffing leads to better patient outcomes, better reimbursement, positive patient satisfaction scores, greater workforce satisfaction, increase employee retention, financial success and organizational stability
At this time, the province’s ratio of 72 nurses to every 100,000 people lags behind the nation’s average of 83 nurses to every 100,000 Canadians. As per the Canadian Nurses Association prediction, there is a staggering demand of 60,000 nurses that is needed by the year 2022. With continuously emerging trends in healthcare services, Ontario has become the top dream destination for patient care providers from all over the world. Plenty of job opportunities, best pay packages, government support, continuing education for specialization, cost of living and a rewarding career brings internationally educated nurses to Ontario to shape up their future. Ontario
When this happens, all of the time and money spent training that nurse is wasted and the organization will then need to spend that money again training a new replacement
The authors Rothberg et al, (2005) performed sensitivity analysis on independent variables like hourly compensation for nurses, relative risk of mortality, nurse dissatisfaction and decrease length of stay per
The purpose of the article is “to examine the current state of knowledge about the scope of the nurse turnover problem, definitions of turnover, factors considered to be determinants of nurse turnover, turnover costs and of most importance to the authors, the impact of turnover on patient, nurse, and system outcomes,” (Hayes, 238). Hayes uses his
Healthcare organizations (HCOs) face a number of difficulties within its organization each day, including patient acquisition and patient retention. It is commonly believed that getting individuals to their healthcare facility is the most challenging aspect that HCOs face. Of course, new patient acquisition could be a challenge without an efficient marketing strategy, but the challenge does not stop there. One of the biggest challenges for many practices today is maintaining a high patient retention rate. Pushing a patient from a one-time-visitor to becoming a frequent visitor of a specific healthcare organization involves much more effort than expected.
An aging baby boomer population has increased demand for healthcare services, placing pressure on our facilities. More patients require more people to care for them. Professionals in this industry were already observed to have a high turnover rate, but according to a study analyzing front line staff leaving their careers in 2021, there was a 27.1% uptick with RNs, 35.5% with certified nurse assistants, and 25.3% respiratory therapists (Turnover in Health Care: Why Health Care Worker Satisfaction Matters, n.d.). With the supply of nurses leaving from stress and burnout, the demand naturally skyrockets. With fewer experienced nurses in reserves, cost of staffing begins to rise as managers are forced to pay out heavy overtime and scramble to hire temporary travelers at a high
Nurse staffing is a significant region of worry because it can place a strain on patient safety as well as quality of patient care. With cost effectiveness in mind, hospital administrations have elected to reduce nursing staffing ratios and substitute licensed nurses using cheaper unlicensed personnel. This increases uneasiness as the quality of care in hospitals might be undesirably reduced. The necessity to evaluate nurse staffing is essential.
Without a doubt, retention remains a perennial problem for most large organizations; and in no other field is retention of qualified and dedicated professionals more critical to both the organization and its clients that the field of healthcare. Staffing hospitals, clinics and other medical facilities stands as a critical challenge due to the fact all patients need and deserve high-quality health care delivered efficiently and on time. The consequences are simply too great to consider any other possibility. Yet, hospitals and medical-care facilities seem to be suffering from a disease or high turnover rates as patient care providers leave for better opportunities or leave the field altogether due stresses caused by understaffing. Fortunately
The 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).
