Developing Organizational Policies And Practices For Competi

Developing Organizational Policies And Practicescompeting Needs Arise

Developing Organizational Policies And Practices Competing needs arise within any organization as employees seek to meet their targets and leaders seek to meet company goals. As a leader, successful management of these goals requires establishing priorities and allocating resources accordingly. Within a healthcare setting, the needs of the workforce, resources, and patients are often in conflict. Mandatory overtime, implementation of staffing ratios, use of unlicensed assisting personnel, and employer reductions of education benefits are examples of practices that might lead to conflicting needs in practice. Leaders can contribute to both the problem and the solution through policies, action, and inaction.

In this Assignment, you will further develop the white paper you began work on in Module 1 by addressing competing needs within your organization. Be sure to review the Learning Resources before completing this activity. Follow the instructions provided to identify and analyze competing needs, relevant policies, and propose ethical and practical policy changes to balance these needs effectively.

Sample Paper For Above instruction

Introduction

Healthcare organizations continually face complex challenges related to balancing the diverse and sometimes conflicting needs of staff, resources, and patients. Effective policy development is essential to navigate these competing priorities ethically and efficiently. This paper explores two significant competing needs impacting healthcare delivery—staffing adequacy versus cost containment—and examines the influence of organizational policies, critiques their ethical considerations, and proposes targeted policy modifications to achieve optimal balance.

Identifying and Describing Two Competing Needs

One primary conflict in healthcare organizations revolves around staffing adequacy versus fiscal responsibility. On one hand, ensuring sufficient staffing levels is critical to maintaining patient safety, providing quality care, and worker satisfaction. Understaffing can lead to increased errors, burnout, and compromised patient outcomes (Aiken et al., 2018). Conversely, organizations often strive to reduce staffing costs to remain financially viable, which can involve limiting hiring, reducing overtime, or using less regulated personnel. These cost-saving measures, while beneficial to the organization’s fiscal health, risk undermining patient safety and staff well-being (Kelly & Porr, 2018).

Another competing need pertains to the ethical obligation of nurses to provide high-quality care versus administrative policies aimed at resource efficiency. Nurses are ethically compelled to advocate for patient safety and well-being, consistent with the American Nurses Association (ANA, 2015). However, organizational policies emphasizing productivity and cost-efficiency may inadvertently pressure nurses to prioritize efficiency over safety, creating ethical dilemmas (Milliken, 2018).

Organizational Policy Influences and Ethical Critique

A pertinent policy within many healthcare organizations is the implementation of staffing ratios designed to ensure patient safety. For example, California's mandated nurse-to-patient ratios exemplify policies intended to address staffing concerns ethically. These policies are supported by evidence indicating improved patient outcomes and reduced nurse fatigue (California Nurses Association, 2019). Ethically, such policies align with the principles of beneficence and nonmaleficence.

However, challenges arise in enforcing staffing ratios consistently, especially during budget constraints or unexpected surges in patient volume. The policy’s strength lies in its focus on patient safety, but its rigidity may restrict operational flexibility, leading to staffing shortages when resources are limited. This can exacerbate ethical tensions, as nurses might feel compelled to work beyond safe limits or reduce care quality to meet organizational targets (Kelly & Porr, 2018).

Proposed Policy Changes to Balance Needs and Address Ethical Shortcomings

To better balance staffing needs with organizational sustainability, a flexible staffing policy that emphasizes real-time workload assessments could be implemented. Such a policy would incorporate evidence-based workload measurement tools like the National Database of Nursing Quality Indicators (NDNQI) system to adjust staffing dynamically based on patient acuity and volume (Aiken et al., 2018). This approach respects nurses' ethical obligation to patient safety while allowing for resource management aligned with financial realities.

Additionally, introducing incentives for staffing during peak times or for urgent surges, such as hazard pay or overtime compensation, can address both resource and staffing needs ethically. This financially compensates staff for additional work, aligning with principles of justice and fairness (Milliken, 2018). Moreover, expanding the use of unlicensed assistive personnel under proper supervision can alleviate nursing workload without compromising care quality, provided these policies are ethically justified and evidence-based (Kelly & Porr, 2018).

Implementation of such policy changes requires thorough staff engagement, transparent communication, and ongoing evaluation to ensure ethical standards are maintained and goals aligned. Regular audits and feedback mechanisms can identify ethical violations or resource shortfalls, allowing for iterative improvements (ANA, 2015).

Conclusion

Addressing competing needs within healthcare organizations requires deliberate policy crafting that balances patient safety, staff well-being, and fiscal responsibility. By adopting flexible, evidence-based staffing policies and ethical incentives, organizations can foster a culture of safety and efficiency. Leaders must continuously evaluate policies through an ethical lens and adjust strategies to uphold the core principles of beneficence, nonmaleficence, justice, and autonomy in healthcare.

References

• Aiken, L. H., Sloane, D. M., Ball, J., et al. (2018). Nurse staffing and patient outcomes: Potential benefits of merit-based staffing. Journal of Nursing Scholarship, 50(2), 145-154.
• American Nurses Association. (2015). Code of ethics for nurses with interpretive statements. ANA.
• California Nurses Association. (2019). Implementation and impact of nurse staffing ratios. CNA Reports.
• Kelly, P., & Porr, C. (2018). Ethical nursing care versus cost containment: Considerations to enhance RN practice. Online Journal of Issues in Nursing, 23(1), Manuscript 6.
• Milliken, A. (2018). Ethical awareness: What it is and why it matters. Online Journal of Issues in Nursing, 23(1), Manuscript 1.
• National Database of Nursing Quality Indicators (NDNQI). (2020). Workload measurement tools for staffing decisions. American Nurses Association.
• American Nurses Association. (2015). Beneficence and nonmaleficence principles in nursing ethics. ANA.
• O’Connor, S., & McConnell, C. (2019). Ethical considerations in staffing policy implementation. Nursing Ethics, 26(4), 1157-1168.
• Rosenberg, D. K., et al. (2020). Ethical challenges in healthcare resource allocation. Journal of Medical Ethics, 46(2), 123-129.
• Squires, A. (2019). Nurse staffing and quality of care: A review of organizational policies. Nursing Management, 50(8), 14-21.