Nursing Term Paper Ashford General Hospital Final (Term Paper Sample)
Ashford General Hospital is a 263-bed regional hospital located in California, serving its community for more than 50 years. The hospital maintains the only 24-hour emergency department in the area and an "extended hours" urgent care clinic. Similar to other hospitals in the United States, Ashford General Hospital is encountering a nursing shortage. Sixty-eight percent of the nursing staff is over the age of 45, facing retirement. The retention rate on nurses is 61%, compared to 65% nationwide. Many of the nursing staff find the work too physically demanding and have a feeling of emotional burn-out as well. In the past two years, the hospital has used both per diem nurses and traveling nurses who sign short-term contracts to fill individual shifts and accommodate short-term staffing needs arising from staff vacations or medical leaves. This has not only driven up personnel costs but also resulted in lower scores on patient satisfaction surveys. Ashford General Hospital faces significant challenges in nurse staffing ahead as it grapples with these issues, and the hospital board is very concerned. They know there must be some changes made in order to prevent a major financial and human resources crisis in the future. As the newly hired CEO, you are asked to present a proposal in the next board meeting.
For your Final Paper, you will create a 10 to 15 page proposal (excluding title and reference pages) for the Ashford General Hospital Board of Directors. In your proposal, you will:
Include an executive summary.
Research and describe solutions implemented at five other hospitals in the US that were dealing with these same issues.
Based on your research, describe two solutions that are the most viable for Ashford General Hospital to implement within the next two years.
Create a total of two stakeholder group analyses for two solutions you select. Each analysis should include at least five stakeholder groups involved (e.g. patients, hospital executive administration, accounting, Human Resources (HR), marketing, third-party payers, etc.). As part of your analysis, address the following questions:
Who is impacted?
What change processes may be required?
What fiscal impact would occur?
What are the ethical, legal, and diversity risk factors involved?
Based upon the stakeholder group analyses, recommend the best solution for Ashford General Hospital with detailed justification. Explain why you feel it is the most viable and appropriate solution given the financial impact, HR issues, and interpersonal dynamics of hospital personnel, cultural shift, and change management.
To prepare your board proposal, including the textbook, utilize at least 10-to-12 scholarly and/or peer-reviewed sources that were published within the past five years, as well as hospital or foundation websites. All sources must be cited according to APA style as outlined in the Ashford Writing Center.
Writing the Final Paper
The Final Paper:
Must be 10-to-15 double-spaced pages (excluding title page and references page) in length, and formatted according to APA style as outlined in the Ashford Writing Center.
Must include a title page with the following:
Title of paper
Course name and number
Must include an executive summary.
Must begin with an introductory paragraph that has a succinct thesis statement.
Must address the topic of the paper with critical thought.
Must end with a conclusion that reaffirms your thesis.
Including the textbook, must utilize a minimum of 10 to 12 scholarly and/or peer-reviewed sources that were published within the past five years, as well as hospital or foundation websites. Must document all sources in APA style, as outlined in the Ashford Writing Center.
Must document all sources in APA style, as outlined in the Ashford Writing Center.
Must include a separate reference page, formatted according to APA style as outlined in the Ashford Writing Center.
Carefully review the Grading Rubric for the criteria that will be used to evaluate your assi
Ashford General Hospital Final
Ashford General Hospital Final
The United States’ healthcare sector is experiencing an alarming shortage of nurses with the trend expected to worsen going into the future. The escalating healthcare problem is characteristic of factors such as the high turnover rates as a result of poor working conditions and low job satisfaction among nurses, an aging nursing labor force, and lack of an effective recruitment and nursing replacement strategies. Like many other healthcare facilities in the United States, Ashford General Hospital experiences its fair share of the negative effects of the nursing shortage. Among the adverse repercussions witnessed at the hospital include low retention rates on nurses, aging nursing stuff, and over-exhaustion among the nurses. The hospital’s interventional measures are further stretching its resources while registering poor results in the delivery of quality care to its patients. An analysis of some of the best practices and solutions to the problem of nursing shortage as applied in five other healthcare facilities in the U.S. provide a framework for proposing and developing both an effective and comprehensive interventional measure at the healthcare facility.
Statement of the Problem
Ashford General Hospital has a bed capacity of 263 patients with over fifty years in California’s healthcare sector. The hospital provides the only 24-hour emergency department within the area of its location as well as an urgent care clinic offering its services even past the nurses’ working hours. The fact that the hospital provides the only emergency care services across the region creates an intense working environment that demands sufficient human resources to deal with the heavy workloads. However, Ashford General Hospital struggles with the challenges of the nursing shortage that affects its commitment to the delivery of safe and quality patient care. Currently, 68% of the nursing staff at Ashford is over the age of 45 and thus facing retirement in the near future. The facility further has a low retention rate on the primary care providers at 61%, which falls short of the 65% national retention rate on nurses. Hence, the hospital has a low nurse-patient ratio as a result of the nursing shortage, and future projections indicate a worrying trend due to lack of an effective interventional measure to prevent the looming crisis at the hospital. The low nurse-patient ratio leads to heavy workloads for the nurses who find the job both physically and emotionally demanding, which results in burnouts among the care providers. The hospital instituted interventional measures to curb the nursing shortage crisis at the facility by using per diem and traveling nurses on a contractual basis for the past two years. The intervention served to offset the heavy workload on the residential nurses who remained on duty while others took their medical leaves and staff vacations. The short-term intervention, however, resulted in higher expenditures on personnel costs and lowered patient satisfaction from the surveys conducted on the quality of services offered at the hospital.
As the CEO of the hospital, I am tasked with the mandate of coming with a proposal for the effective long-term intervention against the nursing shortage at the facility and its subsequent effects on the organization’s financial expenditures. The first step in developing a long-lasting solution to the problem entails a comprehensive analysis of the contributing factors to the problem of nursing shortage at the healthcare organization. The second step involves outlining some of the solutions and best practices embraced by other healthcare facilities...
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