The Assignment 2: Developing Organizational Policies

The Assignment 2 3 Pagesdeveloping Organizational Policies And Prac

Add a section to the paper you submitted in Module 1. The new section should address the following: Identify and describe at least two competing needs impacting your selected healthcare issue/stressor. Describe a relevant policy or practice in your organization that may influence your selected healthcare issue/stressor. Critique the policy for ethical considerations, and explain the policy’s strengths and challenges in promoting ethics. Recommend one or more policy or practice changes designed to balance the competing needs of resources, workers, and patients, while addressing any ethical shortcomings of the existing policies. Be specific and provide examples. Cite evidence that informs the healthcare issue/stressor and/or the policies, and provide two scholarly resources in support of your policy or practice recommendations.

Paper For Above instruction

Developing effective organizational policies and practices is essential in addressing complex healthcare issues and stressors within clinical environments. In this paper, I will examine two competing needs influencing a common healthcare stressor—staff burnout—and analyze a relevant policy within my organization. Additionally, I will critique the policy’s ethical considerations and recommend modifications to improve ethical alignment and balance among resources, staff, and patient care.

Identifying and Describing Two Competing Needs

The selected healthcare issue for this analysis is staff burnout, which significantly impacts the quality of patient care, staff well-being, and organizational efficiency. The first competing need is the allocation of organizational resources towards operational efficiency and cost containment. Healthcare institutions often face budget constraints, necessitating resource distribution that prioritizes technological investments, staffing levels, and administrative costs to sustain financial viability. This need for fiscal responsibility can sometimes limit staffing hours, reduce training opportunities, or restrict support services, thereby intensifying workloads and contributing to burnout.

The second competing need is ensuring high-quality patient care through sufficient staffing and supportive working conditions. Patient safety standards and care quality metrics demand adequate staffing ratios, ongoing staff education, and a supportive work environment. These requirements, however, often conflict with the financial constraints described earlier, especially when increasing staffing levels or providing additional staff benefits conflicts with cost-saving initiatives.

Relevant Policy and Its Influence on Healthcare Issue

Within my organization, a key policy aimed at managing staffing and workload is the "Staffing Optimization Policy," which emphasizes maintaining minimum staffing ratios and encourages flexible scheduling to prevent burnout. The policy advocates for regular workload assessments and staff wellness programs to promote work-life balance. It influences the healthcare stressor by setting standards designed to prevent excessive workloads that lead to burnout, aiming to optimize staffing levels without overextending resources.

Critique of the Policy: Ethical Considerations, Strengths, and Challenges

This policy exhibits strengths in its proactive approach to staff well-being, emphasizing preventive measures and workload management. Ethically, it aligns with principles of non-maleficence and beneficence, aiming to prevent harm to staff and ensure they can deliver safe, quality care.

However, challenges arise regarding resource allocation. The policy's reliance on flexible scheduling and workload assessments presumes the availability of sufficient staffing and financial resources. In contexts of budget constraints, it may lead to compromises—such as reduced staffing hours or neglect of wellness programs—to meet fiscal targets. Ethically, this approach can conflict with the principle of justice, as it may inadvertently result in unequal care or overburdened staff, especially in underfunded settings.

Recommendations for Policy or Practice Changes

To better align the policy with ethical principles and address competing needs, I recommend the implementation of a comprehensive staffing strategy that includes dedicated funding for staff wellness initiatives and increased staffing ratios in high-stress units. This could involve reallocating existing resources or advocating for additional funding based on workload data and patient care outcomes.

Specifically, adopting a staffing model that incorporates flexible staffing ratios based on real-time patient acuity ensures that staffing levels match actual care demands, thereby balancing resource utilization with patient safety and staff well-being. Furthermore, integrating ethical training into management practices can heighten awareness of justice and beneficence principles, fostering decision-making that prioritizes equitable resource distribution.

These changes promote ethical practices by ensuring fair staffing, reducing burnout, and maintaining high standards of care. They also demonstrate organizational commitment to staff well-being and ethical responsibility, fostering a sustainable working environment that benefits all stakeholders.

Conclusion

Addressing healthcare stressors, such as staff burnout, requires careful consideration of competing organizational needs and ethical principles. While policies like staffing optimization aim to mitigate burnout, they often face limitations due to resource constraints. By revising these policies to incorporate equitable resource allocation, real-time staffing adjustments based on patient needs, and ongoing ethical training, healthcare organizations can better balance the needs of staff, resources, and patients. These strategies not only promote ethical standards but also enhance overall quality of care and organizational resilience.

References

  • Benner, P., Sutphen, L., Leonard, V., & Day, L. (2010). Educating clinicians for the future: Nursing education, practice, and policy. Springer Publishing Company.
  • Hall, L. H., Johnson, J., Watt, I., Tsipa, A., & O'Connor, D. (2016). Healthcare staff well-being, burnout, and patient safety: A systematic review. PLOS ONE, 11(7), e0159015. https://doi.org/10.1371/journal.pone.0159015
  • Shanafelt, T. D., & Noseworthy, J. H. (2017). Executive leadership and physician well-being: A enduring challenge. Mayo Clinic Proceedings, 92(1), 129-146. https://doi.org/10.1016/j.mayocp.2016.10.004
  • American Nurses Association. (2015). Code of ethics for nurses with interpretive statements. ANA.
  • Rosenstein, A. H., & O’Daniel, M. (2005). Impact and implications of disruptive behavior in the healthcare environment. The American Journal of Medicine, 118(2), 119-122. https://doi.org/10.1016/j.amjmed.2005.09.005
  • Garman, A. N., & Corrigan, J. M. (2013). Patient safety: Achieving a new standard for care. National Academies Press.
  • Sinsky, C., et al. (2013). In search of joy in medicine: Rehumanizing the patient-physician relationship. Annals of Internal Medicine, 159(12), 865-866. https://doi.org/10.7326/M13-2000
  • Sepulveda, J., et al. (2021). Burnout, well-being, and resilience among healthcare professionals during COVID-19: A systematic review. Journal of Clinical Medicine, 10(10), 2177. https://doi.org/10.3390/jcm10102177
  • World Health Organization. (2016). Framework for action on interprofessional education & collaborative practice. WHO.
  • Shahid, S., et al. (2021). The impact of organizational policies on healthcare worker burnout: A systematic review. International Journal of Nursing Studies, 114, 103798. https://doi.org/10.1016/j.ijnurstu.2020.103798

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