NUR 674 Discuss the purpose of conducting an organizational needs assessment

NUR 674 Discuss the purpose of conducting an organizational needs assessment

NUR 674 Discuss the purpose of conducting an organizational needs assessment

A needs assessment is a process used by organizations to determine priorities, make organizational improvements, or allocate resources. It involves determining the needs, or gaps, between where the organization envisions itself in the future and the organization’s current state. You then develop a plan of action to address the needs (or closing the gaps) to bring the organization closer to its desired future state

Exploration and identification: During the first phase of the needs assessment, you need to determine what you already know about your organization’s needs, whether it be additional resources, new technologies, or market expansion. It’s about figuring out where you are and where you want to be. You also need to discover other undisclosed needs that may be hindering you from moving from where you are to where you want to be. You will often rank these needs in order of importance. You will then set the scope of your research. In other words, the needs you are going to focus on.

Data gathering and analysis: At this stage you are collecting the information you need to better understand the gaps (needs) between where you are and where you want to be. Data may be collected from internal company records or externally through market research techniques such as surveys and analysis of secondary data, including statistical data collected by the federal government. After the data is collected, it is organized and analyzed.

Utilization: This is where the data you analyzed is used to create a plan of action and implement it. You will set priorities, evaluate solutions, apply a cost-benefit analysis to determine which solution is best in light of the relative costs and benefits of each, formulate a plan to implement your solution, and then allocate the resources necessary for implementation. Again, the goal is to develop a plan to close the gaps between the organization’s desired future state and its current state.

Evaluation: While many organizations will not evaluate the results of their needs assessment, smart organizations do. You will evaluate the results of the action plan against the results: has the action plan placed you closer to where you want to be? Evaluation can help you determine what made an action plan successful or find the errors in your needs assessment. For example, did you miss an important gap, or were the resources you allocated insufficient to close the gap?

On my fist site visit, I observed that there was a great need for Nurse to understand vascular access needs for the patient. This was observed with nurses do not understand exactly what type of device that is present and be able to correlate what the radiologist interpreted on the x-ray. For example, the Radiologist read that the tip of the picc line has been retracted back to the auxilia.  The nurse was not able to understand for this to be true there must be a  excess amount of catheter on the outside of the body. There was none. Not to mention the catheter was mark with the word midline. There for the position read for the tip was correct for the midline not a picc, which the patient has. Also, there is confusion for the nurses to under stat the difference with non-tunneled lines versus tunneled lines.

 

Reference

 

CDC. (2018). Data collection methods for project evaluation: Observationhttps://www.cdc.gov/healthyyouth/evaluation/pdf/brief16.pdf

An organizational guide to Building Health Services Research Capacity. AHRQ. (n.d.). Retrieved June 17, 2022, from https://www.ahrq.gov/funding/training-grants/hsrguide/hsrguide1.html

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Needs Assessment

Organizations work to achieve different goals. Despite the differences in their missions and objectives, there is a

NUR 674 Discuss the purpose of conducting an organizational needs assessment
NUR 674 Discuss the purpose of conducting an organizational needs assessment

natural urge to improve over time and deliver the best results. As they work towards achieving the targeted outcomes, organizations should conduct a needs assessment. From an operation dimension, an organizational needs assessment evaluates the current needs or gaps between the organization’s current and envisioned state (Niles, 2019). It helps the organization determine priorities and areas where maximum resources should be allocated to make appropriate improvements. Leaders, staff, and change agents can conduct a needs assessment.

I have identified various needs in my clinical/practicum setting. One of such needs is employee motivation. There are many inadequate employee motivation strategies for enhancing performance. Staff shortage is another area of need that should be addressed. Opportunities for self-care should be improved too. Self-care is vital for improving physical and mental health and well-being (Bernburg et al., 2020). It helps health care professionals to concentrate and make informed decisions. It also improves relationships and leads to better patient care.

I used both observations and the needs assessment matrix to conduct the needs assessment. Observations gather data by natural observation of behaviors and noting physical characteristics of the setting (Centers for Disease Control and Prevention (CDC), 2018). They can be overt or covert depending on one’s relationship with the other staff. My observation was covert, implying that no one knew about it. The needs assessment matrix analyzes the department, required functions, needs, and current training methods. It can help determine needs such as performance appraisal, diversity and inclusion training, and employee retention. The focus of my project will be the needs that should be addressed to enhance performance. Employee retention, addressing shortage, resilience training, and motivation can help to enhance performance.

References

Bernburg, M., Groneberg, D., & Mache, S. (2020). Professional training in mental health self-care for nurses starting work in hospital departments. Work67(3), 583-590. https://doi.org/10.3233/wor-203311

CDC. (2018). Data collection methods for project evaluation: Observation. https://www.cdc.gov/healthyyouth/evaluation/pdf/brief16.pdf

Niles, N. J. (2019). Basic concepts of health care human resource management. Jones & Bartlett Publishers.

You identified several areas that significantly affect nurses. Adequate nursing staff is also an on-going issue that exist at my facility. Adequate staffing plays a critical role in ensuring healthcare organizations are functioning at the maximum level of performance by utilizing an optimal staffing plan with appropriate nursing skill mix and ratios to safely meet the healthcare needs of patients. Numerous studies support the benefits of optimal staffing such as higher nurse satisfaction, enhanced patient care and outcomes, and decreased costs of care (Copanitsanou et al., 2017). For example, Kiekkas et al. (2019) highlighted some of the harmful effects of insufficient hospital nursing staffing such as death, suboptimal nursing care, hospital‐associated infections, falls, and pressure ulcers, thus increasing healthcare costs (Kiekkas et al., 2019). I’m sure you will do well with your clinical project. Good Luck!

 

References

Copanitsanou, P., Fotos, N., & Brokalaki, H. (2017). Effects of work environment on patient and nurse outcomes. British Journal of Nursing26(3), 172-176. https://doi.org/10.12968/bjon.2017.26.3.172

Kiekkas, P., Tsekoura, V., Aretha, D., Samios, A., Konstantinou, E., Igoumenidis, M., Stefanopoulos, N., & Fligou, F. (2019). Nurse understaffing is associated with adverse events in postanaesthesia care unit patients. Journal of Clinical Nursing28(11-12), 2245-2252. https://doi.org/10.1111/jocn.14819

Since it is difficult to continue to reply to the general question for this topic, I am going to piggyback off of your idea about using change agents.

“Every organizational change, whether large or small, requires one or more change agents. A change agent is anyone who has the skill and power to stimulate, facilitate, and coordinate the change effort” (Lunenberg, 2010). It is important to have a change agent so one person is appointed to oversee and guide the change effort. According to Lunenberg (2010), the different types of change agents are outside pressure types, people-change-technology type, analysis-for-the-top type, and organization-development type. Whether internal or external, the change agent must be able to train, consult, and do proper research to ensure that the change plans continue to take place accordingly. It is important to have a leader and guiding team that can contribute knowledge, expertise, experience, and collaboration. The change agent will guide the team through any challenges or mishaps. “Taking the time to prepare for the change creates a clear plan of action and, with input from the team, helps to identify possible risks that can be eliminated or reduced” (Johnson et al., 2017). When everyone has the same understanding and agenda for the change process, it is easier for the plan to take place. One important trait that the team must have is good communication. “Communicating vision for change effectively engages the team and gains trust. Being open and transparent when communicating status updates or changes makes stakeholders feel trusted, and as a result, more committed to the outcomes” (Johnson et al., 2017). A few other characteristics of a good team and leader is determination, ambiguity, empathy, linkage, proximity, structuring, and openness (Lunenberg, 2010). Change is important for any organization to grow and having a strong team is important for a successful change process.

References

Lunenberg, F. (2010). Managing change: the role of the change agent. Retrieved September 25, 2021 from http://www.readbag.com/nationalforum-electronic-journal-volumes-lunenburg-fred-c-managing-change-the-role-of-change-agent-ijmba-v13-n1-2010.

Johnson, B., Johnson, D., Biedenbender, D., Tamimi, H. A., Lowery, J., Kiehne, J., Berwick, K., Horton, K., Steinke, L., Ohs, M., Mangan, M., Elteir, N., Swier, R., Hemmingsen, R., Sujecki, S., Wilson, T., & Kailani, W. (2017, November 28). Guiding a team through change. Change A Leaders Perspective. Retrieved September 25, 2021, from https://mlpp.pressbooks.pub/undertherushes/chapter/guiding-a-team-through-change/.