Proposed Project/Plan - Essay Example

Proposed Plan of Action The fact that workplace communication and micromanagement practices play a crucial role in employee satisfaction in hospitalshas been clearly elaborated in the previous modules. The healthcare facility of our concern, The Naval Health Clinic, Great Lakes Illinois is a huge institution with a vast bureaucratic hierarchy that strain senior junior relationship and barricade growth potential among enlisted juniors. The research for the current module has brought to light two significant facts regarding the problem of communication within the management.

The first is that the issues faced by the junior enlisted staff of NHCGL are by no means endemic to them, in that workplace communication has by now been identified as a key factor in the retention of nurses in all hospitals. This detail is particularly significant given the verity that the nation is currently facing a shortage of healthcare workers. The second fact is that many healthcare institutions have implemented programs that specifically address these issues to improve nurse retention.

Various organizations dedicated to healthcare professionals have published guidelines to be followed by worker friendly hospitals.The concept of ‘Magnet Hospitals’ in the United States is a fine illustration of the issue. Magnet hospitals address the issue of workplace communication in great detail. The realization that nurses should have some autonomy in deciding their work and an optimum flexibility in their schedule is paramount in the Magnet scheme. Charge nurses are allowed to set the staffing levels on their floors determined by what nurses feel they can take and filled by appropriate mix of nurses based experience and expertise.

The Magnet Hospital certification is of great prestige among national hospitals, but it is not without criticism. Allegations have risen many times of hospitals that remove the staff policies immediately after they are given the Magnet accreditation (Fagin, Maraldo and Mason). The Texas Nurses Association has developed a set of criteria to help create an ideal practice environment for nurses. The Nurse-Friendly Hospital Criteria include establishing systems to address professional development, middle-management accountability, comprehensive nurse orientation and zero tolerance for abuse of nurses.

The UC Davis Medical Center in Sacramento, California introduced the "Bridges to Excellence" program aimed at both recruiting and retaining nurses. The program offers nurses who feel tired working in the department for long to explore other units of the hospital. Programs have been designed that specify focus on the mutual relationship between the employees. At the University of California, San Francisco Childrens Hospital (UCSFC) Staff members contribute $30 each year to a "Sunshine Fund," with the collected amount used for snacks, coffee, birthday and anniversary gifts.

A raffle is also held at each departmental staff meeting to promote camaraderie and encourage the staff to better know each other (Childers).These programs, though not comprehensive, help to address specific concerns of nurse practitioners and serve as a standard by which other institutions can address their own issues. Moreover, they foster a healthy competition among the hospitals. The nature of communication related issues in NHCGL is different from healthcare institutions in general but they are variations of any fundamental nature.

The first step to a solution would be the proper addressing of the problem. A set of comprehensive surveys must be conducted as to understand and list the prime sources for employee discontent within the institution. The survey should address the extent to which the employees are aware of the programs of the institutions and why they do not consider the organization to be career enhancing. In formulating the final remedial policies, members from all the sections from the hospital should be present so as to express their opinion and represent the demography better.

The complete proposal for remediation in NHCGL is the subject of the next module.ReferencesChilders, Linda. "Staying Power - Strategies for Nurse Retention." 20 6 2005. Studer Group. 1 December 2008 .Fagin, Claire, Pam Maraldo and Diana Mason. The Centre For Nursing Advocacy. 20 October 2008. 2 December 2008.Huber, Diane. Leadership and Nursing Care Management. Saunders, 1996.Kleiner, John R. Welch & Brian H. "New Developments in Hospital Management." Health Manpower Management Volume 21 · Number 5 (1995): 32- 35.

Kristen Starnes-Ott, Michael J Kremer. "Recruitment and Retention opf Nurse Anesthesia faculty Issues and Startergies." AANA Journal, 75(1) (2007): 13 - 6.The Naval Health Clinic, Great Lakes, IL. Naval Health Clinic, Great Lake, IL. 17 October 2008 .