Hospital Staffing Crisis - Research Proposal Example

Hospital Staffing Crisis Proposal This study seeks to analyze the staffing crisis experienced in hospitals. Itthen puts out possible remedies to the crises. The crises are due to dissatisfactions amongst medical personnel, which make them quit their jobs. This leads to vacancies and the hospital strains in re staffing. Labor costs are also a limitation to the hospital departments. Solutions to these crises are necessary and they include collaborative agreements between the chief nursing officers and the hospital managers.

It is also necessary to create a working environment that is conducive to encourage the personnel in order to ease the dissatisfaction habitOutlineI. Introduction Higher numbers of nurse staffing in hospitals has revealed to correspond with lower mortalities as well as rates of medical complications. In addition, increased staffing leads to reduced lengths of stay and improved outcomes (Bowers& Flood, 2008).II. Body 1st Body ParagraphTopical sentence: One crisis that affects hospital staffing is the rate of dissatisfaction habits amongst the nurses.

The work environment easily influences their satisfaction levels and once they feel dissatisfied, they quit and look for jobs elsewhere (Myers, 2012).2nd Body ParagraphTopical Sentence: Nursing has proved to take the highest cost of labor in the hospitals. More often, consultants visit the chief nursing officers to inquire about the issues concerning their staffing (Ellerbe, 2013).3rd Body ParagraphTopical Sentence: As a solution to this crisis, there must be a collaborative relationship between the chief nursing officers and the hospital management.III. Conclusion IV.

References IntroductionHigher numbers of nurse staffing in hospitals has revealed to correspond with lower mortalities as well as rates of medical complications. In addition, increased staffing leads to reduced lengths of stay and improved outcomes (Bowers& Flood, 2008).One crisis that affects hospital staffing is the rate of dissatisfaction habits amongst the nurses. The work environment easily influences their satisfaction levels and once they feel dissatisfied, they quit and look for jobs elsewhere (Myers, 2012).

Constant quitting amongst nurses reduces the quality of patient care as well as the safety of the patients. According to a job satisfactory survey done, nurses registered low satisfactory rates when it comes to duties carried out as well as pay (Myers, 2012). According to the Joint Commission on Accreditation of Health Care Organizations, dissatisfaction among the nurse has persisted and recent study indicate that 41% of nurse currently working agree to dissatisfaction and 22% plan on quitting their jobs.

A population of these nurses are unhappy about their jobs experiences due to the work overloads amongst other difficulties (Hinshaw, & Grady, 2011). They say that they would not recommend nursing to their relatives and friends. Nursing has proved to take the highest cost of labor in the hospitals. More often, consultants visit the chief nursing officers to inquire about the issues concerning their staffing (Ellerbe, 2013). The labor costs that the hospitals incur are because of bonus payments, fees to fill shits because of the many vacancies as well as overtime caused by personnel shortage.

Expenses invested in advertising and increasing revenue in order to increase staff do not seem to bare fruits. The Joint Commission on Accreditation of Health Care claims that there is direct linkage between nursing shortage and quality care. As a solution to this crisis, there must be a collaborative relationship between the chief nursing officers and the hospital management. The managers will be able to listen to the chief nursing officers to understand their model for staffing. The chief nurses on their part will listen to the leaders about the finances situation of the hospital.

This way, they will be able to understand the reasons for overstaffing as well as the fact that maintaining the budgets is critical (Ellerbe, 2013). This will lead to understanding, which will improve the relationship between the two bodies hence will form a basis for making future actions. In addition, it is important that the nurses are paid well and are provided with good working conditions to prevent instances where they quit hence leaving vacancies. They also need a more flexible working schedule to ensure that they do not overwork (Great Britain, 2007).

The more they become satisfied, the less they quit hence improved patient care and enhanced safety.ReferencesBowers, L. L., & Flood, C. C. (2008). Nurse staffing, bed numbers and the cost of acute psychiatric inpatient care in England. Journal of Psychiatric & Mental Health Nursing, 15(8), 630-637. doi:10.1111/j.1365-2850.2008.01280.xEllerbe, S. (2013). What is driving the growing demand for consulting in hospital staffing, scheduling, and productivity?. Nursing Economics, (5). 237.Great Britain. (2007). Improving the use of temporary nursing staff in NHS acute and foundation trusts.

London: The Stationery Office.Hinshaw, A. S., & Grady, P. A. (2011). Shaping health policy through nursing research. New York, NY: Springer.Joint Commission on Accreditation of Health Care Organizations. Health Care at the Crossroads: Strategies for Addressing the Evolving Nursing Crisis. Assessed on July 8, 2014 from, http://www.jointcommission.org/assets/1/18/health_care_at_the_crossroads.pdfMyers, S. (2012). Patient safety and hospital accreditation: A model for ensuring success. New York: Springer Pub. Co.