NRS 493 Discuss one strength and one weakness for each of these six articles on why the article may or may not provide sufficient evidence for your practice change

NRS 493 Discuss one strength and one weakness for each of these six articles on why the article may or may not provide sufficient evidence for your practice change

NRS 493 Discuss one strength and one weakness for each of these six articles on why the article may or may not provide sufficient evidence for your practice change

Nurses okay a vital role in keeping the health setting on track. The nursing shortage is a massive issue in the healthcare industry. Research shows that the nursing shortage is becoming a huge problem for healthcare professionals, and there is a projected shortage of one million nurses in the year 2020 (Haddad et al., 2022). As per the strong points of this article, it is a ray of hope for the upcoming nursing professions as it clearly states the increase in demand for nurses. Many places have irrelevant information, as many organizations work entirely for nurses’ welfare.

The pandemic disrupted the peace of healthcare professionals as there has been a considerable lapse in the overall operations. Research shows a higher level of burnout in the nursing profession (Galanis et al., 2021). Although the article favors the nurses, it is strongly believed that doctors and physicians have to endure the same stress as the nurses did. The nursing shortage will put a massive dent in the healthcare setting. Research shows that many nurses will leave the nursing profession by the end of 2030 (“4 Ways to Address The Nursing Shortage in 2021 – Apploi”, 2022). Although the research is concrete, the exit of an individual from a profession is unlikely to happen regardless of the conditions. Evidence-based practices are regarded as one of the most vital parts of patient care. Starting with a fundamental question and going to further diagnostics is a part of the overall process (“Overcome Barriers to Applying an Evidence-Based Process for Practice Change,” 2022). The downside to the approach is that it has become somewhat outdated in some healthcare settings. The prevalence of present research lays the basis for evidence-based practices (“Adopt an Evidence-Based Practice Model to Facilitate Practice Change,” 2022). There are, however, certain occurrences that involve a proper examination. These are the areas where evidence-based practices might not be feasible.

References

4 Ways to Address The Nursing Shortage in 2021 – Apploi. Apploi. (2022). Retrieved 4 May 2022, from https://www.apploi.com/blog/nursing-shortage/4-ways-to-address-the-nursing-shortage-in-2021/.

Adopt an Evidence-Based Practice Model to Facilitate Practice Change. ONS Voice. (2022). Retrieved 4 May 2022, from https://voice.ons.org/news-and-views/adopt-an-evidence-based-practice-model-to-facilitate-practice-change.

Galanis, P., Vraka, I., Fragkou, D., Bilali, A., & Kaitelidou, D. (2021). Nurses’ burnout and associated risk factors during the COVID‐19 pandemic: A systematic review and meta‐analysis. Journal of advanced nursing, 77(8), 3286-3302.

Haddad, L. M., Annamaraju, P., & Toney-Butler, T. J. (2022). Nursing shortage. In StatPearls [Internet]. StatPearls Publishing.

Overcome Barriers to Applying an Evidence-Based Process for Practice Change. ONS Voice. (2022). Retrieved 4 May 2022, from https://voice.ons.org/news-and-views/overcome-barriers-to-applying-an-evidence-based-process-for-practice-change.

Self-scheduling has been found to decrease nurse turnover which leads to staffing shortages (Wright et al., 2017). Studies have been conducted all over the world in an effort to improve nurse retention. Self-scheduling has been found to improve job satisfaction and autonomy, which decreases hospital turnover and hospital costs. In my own life, my managers and directors have helped me create a family friendly schedule for the past 17 years. This has allowed my husband and I to work opposite schedules, not need babysitters or child-care for our children, and increased job satisfaction for both of us. Allowing parents to be a good employee as well as a good parent increases job satisfaction and employee retention. I have also found that offering part-time positions improves employee retention at my small hospital. When you only have 12 full-time positions, retaining three nurses in part-time positions may cost extra in relationship to hospital paid benefits, but I think overall savings (of not rehiring and training new employees) outweigh that small additional cost.

References

Wright, C., McCartt, P., Raines, D., & Oermann, M. H. (2017). Implementation and Evaluation of Self-Scheduling in a Hospital System. Journal for nurses in professional development33(1), 19–24. https://doi.org/10.1097/NND.0000000000000324

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Correcting the shortage will require a paradigm shift. Changes that require expenditure are a hard sell to

NRS 493 Discuss one strength and one weakness for each of these six articles on why the article may or may not provide sufficient evidence for your practice change
NRS 493 Discuss one strength and one weakness for each of these six articles on why the article may or may not provide sufficient evidence for your practice change

organizations. We need to reduce hospital-acquired line infections, urinary infections, pneumonia, and pressure injuries, among other issues. There is plenty of research on the outcomes of high nurse-to-patient ratios, including the above and increased patient mortality and nurse turnover (Adolfo et al., 2021). It seems a simple solution to those on the front lines, yet it is not happening. The barrier is when administrators realize it affects profits and their paycheck: in the long run, it would increase profits. However, I dare to say greed and fear motivate the resistance. The change in the payer model, and financial risk from insurers to the provider, has changed profits and consequently the health care culture.

Cultural emphasis shifts from quality care to the conservation of resources and rapid mergers of health plans and institutional providers. With all the turmoil, as rules change, eliminating or minimizing primary and support services is the strategy to save money. This shift is dominant since Covid as it took away decisions from patients and families because of the rationing of resources, yet, new mergers are still happening (Adolfo et al., 2021).

This shift undermines the old school health care ethics of advocacy for staff and patients. There is unhealthy competition in market-based health care that claims profit and market shares as successful performance (Adolfo et al.,2021). The challenge to health care providers is to educate our organizations on the human capital of their actions. It will require reeducation of our administrators back to old school ethics. Nurses have that influence if they choose.

Adolfo, C., Albougami, A., Roque, M., & Almazan, J. (2021). Nurses’ attitudes toward quality improvement in hospitals: Implications for nursing management systems. Nursing Practice Today8(3), 206–215. https://doi-org.lopes.idm.oclc.org/10.18502/npt.v8i3.5935

Nursing shortages continues to be an ongoing problem, and our patients are affected greatly when we continue to work short. Our patients are growing sicker and are requiring more time and care. Our nursing workload is increasing and the time that we are able to spend with our patients is decreased. When we have such as heavy workload, our time being spent collaborating with our patients and with the physician, decreases. This is where medical errors can happen and can lead to a poor communication amongst the interdisciplinary team, including our patients. Our patient’s quality of care decreases as well. Our patients are at a great risk for infection and poor outcomes when we are not able to spend time understanding and caring for their needs. Our nurses are having to take on such a great deal of workload that we are seeing an increase in our nurse burnout. Our nurses are being burned out by limited resources and shortages; our nurse satisfaction rates are going down. When nurses are feeling unsatisfied with their jobs, our patients care is also affected. Our nurses are not able to practice at the highest level that they can when they are feeling burned out, and unsatisfied with their positions. This is leading to an increase in workload and an increase in errors as well.  We are not able to spend our time and knowledge in using our critical thinking skills. We may not be able to notice with the decrease in time spend on patient care when something may be going on with our patients.

Carayon P, Gurses AP. Nursing Workload and Patient Safety—A Human Factors Engineering Perspective. In: Hughes RG, editor. Patient Safety and Quality: An Evidence-Based Handbook for Nurses. Rockville (MD): Agency for Healthcare Research and Quality (US); 2008 Apr. Chapter30.https://www.ncbi.nlm.nih.gov/books/NBK2657/?msclkid=95d7694fcf0a11ec82c716076c8b358e