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The policy was first implemented in the California legislature through the passage of the Bill 394. Stakeholders such as the Institute of Medicine, California Hospital Association, California Nurses Association and the Service Employees International Union combined efforts and contributed jointly to development and implementation of the nursing policy. These associations contributed significantly in the policy formation process to address a number of factors. Factors addressed comprised of inadequacy of nurses in hospitals, registration of nurses, poor results from nurses and poor patient care services (Tevington, 2011). Health care stakeholders believed that the policy would solve problems experienced in the healthcare sector. In addition, they believed the policy would increase desired patient outcomes, increase recruitment of nurses, decrease shortages of nurses and increase job satisfaction (Unruh, 2008). Currently, many legislatures in the world have adopted the nursing policy and others are still adopting the policy.
Mandatory Nurse-Patient Ratios Policy was developed for several purposes. The nursing policy was developed in order to develop an appropriate and specific ratio of nurses to patients that would be adopted by hospital to ensure that there are adequate nurses. In addition, the policy focused on improving the patient results in hospital through employment of registered and licensed nurses in different units in hospitals (Tevington, 2011).
The Mandatory Nurse-Patient Ratios Policy has a wide range of users and participants. According to Douglas (2010), users of the Mandatory Nurse-Patient Ratios Policy consist of patients, physicians, nurses, healthcare unions, medical researchers, nursing organizations and associations and state governments. The policy affects nurses, patients and hospitals directly and physicians, health unions, medical researchers and
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The base of seeking support is related to the following proof: Nursing organizations have, for a long time, reported the shortage of the personnel required in the provision of the high quality care (Aiken, Xue, Clarke & Sloane, 2007). The recent large scale research on nursing shortage indicates that the current nurse patient ratio is 1:4.
Low staffing levels has a direct influence on the quality of care offered by an institution and patient safety because overstretched staff can experience burn out and cannot meet the demands of all patients (Swayne et al, 2008). Milton Keynes hospital is one if the healthcare institutions faced with shortages of staff especially the nurses.
Having said, particular care should be made in managing talents in organization. My talent leadership model would be comprehensive starting from recruitment until developing such employee to perform at his or her optimum.
In recruiting talents, I will
Staffing usually takes into account the skills and knowledge matching the company or organization’s employees based on the requirement of the job of concern (Searle 120). For example, having knowledge on the job specification. Staffing process in any organization
Therefore making it to the legislative arena is the first step towards bring policy change.
The key issues that influence the votes include district voters’ preferences, party politics, pressure from organized groups and personal preferences. This is why
Most importantly, the issue of safe nurse staffing has become an important aspect of the nursing profession as an issue that helps nurses to achieve effectiveness in their work output.Nurse staff perceptions of need in the area of safer staffing have indicated that safe nursing staff needs have not yet been addressed, yet it is an important aspect of the nursing profession.