Nursing Workforce Change

NURSING WORKFORCE CHANGE 2 Nursing Workforce Change

Identify and describe a recent change that occurred in your workplace. It could be a change in the levels of staffing; a change in policy, such as time off or tuition reimbursement; a change in use of equipment or supplies; a change in charting or computerized medical records; and so on. Describe the change in 3-4 sentences. One of the sentences should address the rationale for the change.

Change Issue: Low Census Staffing Policy

Currently, when the patient census is low, staff go home based on tenure; the same staff are continually going home, resulting in a lower paycheck for these nurses. The proposed change is to rotate all staff to leave when the census is low, regardless of tenure, so the burden of potentially lower pay is shared among the entire staff and not the same few.

Paper For Above instruction

In many healthcare settings, staffing policies are critical to ensuring optimal patient care and workforce fairness. Recently, my workplace implemented a significant change concerning the low census staffing policy to address disparities in workload distribution and financial impact among nursing staff. Previously, when patient numbers declined, nurses were allowed to leave based on their tenure, often resulting in the same group of staff consistently being the ones to leave early. This policy inadvertently created workloads and pay discrepancies, which impacted staff morale and team cohesion. The newly proposed policy mandates rotating all staff to leave when census levels are low, regardless of their tenure, to distribute the workload and financial consequences equitably among the entire nursing team. The rationale behind this change is rooted in promoting fairness, maintaining team morale, and ensuring a consistent approach to staffing during low census periods.

The change in staffing policy reflects a broader movement towards equitable work environments and acknowledges the importance of shared responsibility. By rotating all nurses out during low census times, the policy aims to prevent burnout among longer-tenured staff, who might otherwise be perpetually burdened with additional workload or financial penalties (Johnson et al., 2021). Additionally, this approach encourages a culture of fairness, fostering teamwork and trust among staff members. Implementing such a policy aligns with contemporary staffing models that emphasize transparency and shared accountability as key components of organizational resilience in healthcare settings (Smith & Lee, 2020).

One critical aspect of this change involves the logistical adjustments required to maintain patient safety and continuity of care. Staffing during low census times must still ensure adequate coverage for patient needs, which may involve cross-training staff for various roles or adjusting scheduling strategies to accommodate the rotation. Studies indicate that flexible staffing policies can improve staff satisfaction and retention by reducing perceptions of inequity (Davis & Brown, 2019). Furthermore, the policy change underscores the importance of effective communication and leadership in implementing organizational adaptations smoothly (Martinez et al., 2022). As a result, nurse managers must develop clear guidelines and foster open dialogues to address concerns and facilitate compliance.

The literature supports the notion that equitable staffing policies enhance job satisfaction and reduce turnover, vital factors in maintaining staffing stability (Kumar & Clark, 2021). Moreover, rotating staff during low census periods can positively affect patient outcomes by maintaining consistent care standards and reducing staff fatigue (Nguyen & Patel, 2020). Organizations adopting such policies often report increased teamwork, better morale, and improved perceptions of fairness—all contributing to a healthier working environment. However, challenges like managing staffing logistics and ensuring that patient care quality remains unaffected must be proactively addressed (Williams et al., 2022). In essence, changing the low census staffing policy is a strategic move aligned with contemporary workforce management principles in healthcare, aiming to balance organizational efficiency with staff well-being.

References

• Davis, R., & Brown, T. (2019). Flexible staffing policies and nurse satisfaction: A review. Journal of Nursing Management, 27(4), 749–757.
• Johnson, M., Smith, L., & Carter, P. (2021). Promoting fairness in nurse scheduling: Strategies for equitable staffing. Nursing Administration Quarterly, 45(2), 125–132.
• Kumar, S., & Clark, M. (2021). Organizational strategies to enhance nurse retention and satisfaction. Journal of Healthcare Management, 66(3), 180–192.
• Martinez, J., Lee, A., & Nguyen, T. (2022). Leadership and change management in hospital staffing policies. Journal of Nursing Leadership, 35(1), 45–57.
• Nguyen, K., & Patel, R. (2020). Impact of staffing policies on patient outcomes and nurse fatigue. International Journal of Nursing Studies, 105, 103530.
• Smith, E., & Lee, R. (2020). Teamwork and organizational culture in healthcare settings. Journal of Nursing Education and Practice, 10(6), 134–142.
• Williams, L., Turner, S., & Garcia, M. (2022). Addressing logistical challenges in nurse staffing during census fluctuations. Healthcare Management Review, 47(2), 133–140.