Nursing Shortage

Nursing Shortage

Change Can Be Difficult Even When It Is Inevitable Therefore Change Change can be difficult, even when it is inevitable. Therefore, change can often be met with resistance initially. Individuals resist change for many reasons, such as fearing the unknown, feeling overwhelmed, or believing a change will not last. However, once the resistance is overcome and a change grows into a habit or new baseline, most individuals will consider the effort worthwhile and may also do what they can to help others surpass the barriers they once faced. In this Discussion, you will consider a time when you resisted change and how you might use that experience to help a team overcome their resistance to changes.

To prepare for this Discussion: · Think about a time when you needed to make a change, whether personal or professional, but were resisting it and what helped you overcome that resistance. · Also consider the role of a leader within an organization in helping individuals and teams overcome resistance to change. Post your explanation of how to overcome resistance to change at the individual and organizational level, to include the following: (200 words or more) · Describe a time when you needed to make a change, whether personal or professional, but resisted it. · Analyze what was holding you back initially from making the necessary change and what helped you to overcome your resistance to the change. · Now put yourself in the position of a team leader within an organization.

If you were called upon to lead change within your team and you encountered resistance, summarize how you might apply those lessons learned from your own life experience to help that team overcome their resistance to change. References: There is a plethora of reasons why organizations experience resistance to change. For example, there might be sunk costs associated with a process or technology that an organization’s leaders do not want to lose. As a result, they may resist a particular change, even though investing in a different process or technology could significantly increase productivity and profits. Change can be perceived as a threat, and most people (and organizations) are programmed to avoid threats.

Managers and leaders often decline new initiatives and ideas, not because they are bad or unprofitable, but because they would require crossing the threshold of change that can be difficult to overcome. Using these resources, you will examine how organizations and their leadership can overcome resistance to change. · Altadonna, N. (2020, July 28). Resistance to change: How to overcome employee pushback Links to an external site. . Apty . Assuming an organization has recognized its need for change and has broken past its resistance, what should it do next?

Just because change may be necessary, does not mean that it will always be easy to implement. It is important for leadership to determine how ready the organization is for the desired changes and then take the appropriate steps to ensure that transitions occur as smoothly as possible, not only from an operational standpoint but also in the attitudes and feelings among employees. Through these resources, you will examine how to evaluate how ready an organization is for change. · Combe, M. (2014). Change readiness: Focusing change management where it counts Links to an external site. . PMI.

Have you ever worked for a company that was undergoing change? Whether that change was company-wide or affected just one department or team, there may have been some process in place to ensure that the affected individuals were aware of the change, the reason(s) for the change, and the process for how the change was going to take place. Leaders who have a solid grasp of change management principles and procedures can help to guide their teams through significant shifts in organizational goals, structure, technologies, and processes. And at the broader organizational level, the ability to manage change well can mean the difference between successful initiatives and ones that fail to deliver the desired results. · McKinsey & Company. (2016, March 22).

Dan Levin: The importance of change management Links to an external site. [Video]. YouTube. In your Week 8 Discussion, you considered policy issues affecting nurses on a national scale. However, what about on a global scale? What issues are affecting healthcare on a global level?

What initiatives are addressing these issues and/or impacting the field of nursing? While it can be easy to focus specifically on our own practice and organization, healthcare is a global practice. And considering the impact of global initiatives, policy issues affecting nurses on a global scale can help us to better understand, remedy, connect, and even prepare for current or potential national issues. For this Assignment, you will identify a global initiative impacting the nursing profession. You will defend, with evidence, your selection and discuss the impact.

Submit a 2-page paper that describes a global initiative that impacts the nursing profession. Defend, with evidence, why this particular initiative has the most impact and/or importance on the nursing profession. Topic: Nursing Shortage

Paper For Above instruction

The global nursing shortage represents a critical challenge affecting healthcare systems worldwide. This initiative has garnered significant attention due to its implications for patient safety, healthcare quality, and the sustainability of health services globally. The shortage is driven by multiple factors, including aging populations, increased chronic disease prevalence, inadequate nursing workforce planning, and disparities in education and training opportunities across regions. Addressing this issue requires comprehensive international efforts, which underscore the importance of initiatives aimed at workforce development, policy reform, and international collaboration.

One of the most impactful global initiatives targeting the nursing shortage is the World Health Organization’s (WHO) Global Strategy on Human Resources for Health. This initiative emphasizes strengthening health workforce capacity, improving workforce planning, and fostering international cooperation to address human resource gaps. The WHO’s effort not only highlights the importance of increasing nursing education and training but also advocates for better working conditions, equitable distribution of nurses, and supportive policies to retain nurses within healthcare systems (WHO, 2020). The strategy helps to set international standards and encourages countries to adopt policies tailored to their specific needs, making it a pivotal element in mitigating the nursing deficit worldwide.

Furthermore, the International Council of Nurses (ICN) has launched programs aimed at attracting more nurses into the profession and retaining current practitioners. These initiatives include leadership development, policy advocacy, and promoting the recognition of nursing as a vital component of healthcare. The ICN’s global efforts address the critical issue of nurse migration, which, while alleviating shortages in some regions, can exacerbate deficits elsewhere. Their advocacy emphasizes the need for ethical recruitment practices and supportive policies to balance global nurse distribution (ICN, 2019).

The importance of these initiatives is underscored by the direct impact the nursing shortage has on patient outcomes. Evidence shows that shortages correlate with increased mortality rates, medical errors, longer hospital stays, and reduced access to care (Aiken et al., 2014). As such, initiatives like the WHO’s global strategy serve as foundational frameworks that guide nations toward sustainable solutions by fostering international cooperation, improving workforce flexibility, and investing in nursing education. Addressing the global nursing shortage is not just a matter of workforce numbers; it is intrinsic to ensuring health equity and optimal patient care worldwide (World Health Organization, 2020).

References

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• International Council of Nurses (ICN). (2019). Nurse migration: Ethical recruitment practices. Retrieved from https://www.icn.ch
• World Health Organization. (2020). Global strategy on human resources for health: Workforce 2030. WHO Press.
• World Health Organization. (2016). Global strategic directions for strengthening nursing and midwifery 2016-2020. WHO.
• Shrestha, R., et al. (2017). Nursing shortages in low-income countries: Brief review. International Journal of Nursing & Midwifery, 9(4), 55-61.
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• Hall, P., & Adams, M. (2020). Innovations in global health workforce development. Global Health Research and Policy, 5(1), 10.