Impact of the Nursing Shortage on Organizational Mission and Vision
The nursing shortage is becoming a growing challenge in the U.S. in general and in my organization. The pandemic of a new coronavirus infection, COVID-19, has further revealed the worldwide shortage of qualified nurses. The Strategic Plan addresses the problem of the shortage of healthcare workers. It is important to note that the need for staff is especially noticeable in groups of workers. The reason is that they work overtime, suffer from overload and stress (Gilbert, 2023).
Meanwhile, employees are unable to provide patients with quality care, leading to patient dissatisfaction. Accordingly, in organizing the team, both employees and the hospital as a whole need to improve the provision of their services. The issue of nurse shortage does not allow the organization to follow its mission and vision. However, the mission and vision of the organization ensure that patients receive the care and attention provided by the entire hospital team (Gilbert, 2023).
Accordingly, the hospital’s mission is to provide high-quality medical care to the population in both outpatient and inpatient settings, ensuring patient comfort and fostering a sense of security and confidence in the positive outcome of interactions and treatments (Gilbert, 2023). Meanwhile, the hospital’s vision is to provide comprehensive services to patients through a friendly and united team of employees. Due to the shortage of nurses, medical teams are unable to work in a coordinated manner.
Current Legislative Efforts and Ongoing Challenges
The problem of nursing shortages has existed for some time, and decisions have been made at both the state and institutional levels to address it. Accordingly, in the 1950s and 60s, decisions were made to increase the number of nurses’ training programs and raise their salaries (Marć et al., 2019). However, these methods can now be applied to solve the problem. By 2024, there will be more than a million vacancies for nurses, which will further aggravate the situation (Marć et al., 2019).
Consequently, the level of patient care in my organization will also increase significantly. At the legislative level, the Stop Nurse Shortages Act, proposed by Haley Stevens and David Joyce, includes a $10 million program to support institutions that train nurses (Marć et al., 2019). While the problem remains urgent, nurses need support now, not after new people graduate. Therefore, it is essential to find a solution to the problem that will help improve the current situation.
Organizational Response
Moreover, my organization needs to engage staff at all levels to objectively assess the challenge. Additionally, it is necessary to involve third parties to secure additional funding. Employee engagement at all levels will also help combat resistance to change. In other words, employees can make suggestions if they see ways to make nurses’ work easier and improve patient care (Marć et al., 2019). This will enable employees to appreciate the value of teamwork and recognize that management values them.
Therefore, it takes their opinion into account when developing the organization’s strategic plan. Additional funding is a crucial factor that enables the recruitment and training of new staff to be completed quickly (Marć et al., 2019). The methods of attracting funding include not only government grants, but also the involvement of third parties, such as private foundations, which can finance the strategic plan. As a result, it will create a long-term project to train nurses and increase their salaries. Third parties can ensure the reliability when implementing the plan.
SWOT Analysis
It is crucial to point out that the organization has a number of strengths. Firstly, it has an effective leadership team that ensures clear direction, makes sound judgments, and motivates employees. Secondly, although there is a workforce constraint, the workers within the organization are qualified. Accordingly, they are committed to applying their experience and knowledge to delivering care to patients (Gilbert, 2023).
Organizational weaknesses include the fact that the administration does not promote employee participation. As a result, it isn’t easy to implement innovations and develop new ideas in the organization. Furthermore, even those workers who are available perform complex and time-consuming activities that can prevent performance and timely resolution (Gilbert, 2023). This weakness can lead to delays in healthcare delivery for clients.
It is worth noting that the market opportunity lies in the increasing popularity of healthcare services. This is due to the fact that the population is dying and becoming sick, and therefore requires help. An organization can capitalize on this opportunity by expanding its offerings, entering new markets, or targeting underserved communities (Wadsworth et al., 2016). Additionally, the rapid development of technology provides organizations with opportunities to modernize their operations, enhance customer service, and develop creative solutions (Wadsworth et al., 2016). The introduction of technological advances can give an organization a competitive advantage in the market.
Despite this, the organization faces two environmental threats that may hinder the development of a solution to the nursing shortage. For example, changes in government regulations and policies may pose a threat to the organization (Wadsworth et al., 2016). Compliance with new regulations may require significant investment, changes in operations, or the need to obtain additional licenses or certifications. As a result, training new employees may become more expensive and time-consuming (Wadsworth et al., 2016).
Furthermore, economic recessions, drops in the economy, or market fluctuations may have an adverse effect on the financial strength of the organization. For instance, when implementing a strategic plan, financing may decline, resulting in the hospital recouping the money invested but not being able to recruit new personnel.
While threats and weaknesses typically present challenges to an organization, they can also create opportunities if properly addressed. A diversity and inclusion gap can be converted into an opportunity by actively encouraging diversity and empowerment practices (Wadsworth et al., 2016). The inclusion of diverse voices can lead to improved innovation, better problem-solving, and a deeper understanding of client demands. Inefficient processes can be an opportunity to modernize operations, simplify procedures, and increase productivity. If an organization identifies and eliminates inefficiencies, it can reduce costs, enhance productivity, and gain a competitive differentiator.
Equally, threats and weaknesses can serve as drivers for organizational change and development. Regulatory changes can drive an organization to adapt and stay ahead of regulatory challenges proactively (Marć et al., 2019). By adopting new guidelines and integrating them into its operations, an organization can enhance its reputation, foster confidence among stakeholders, and differentiate itself from competitors.
Economic instability can prompt an organization to diversify its revenue streams, explore new markets, or develop cost-effective replacements. Adaptation to economic fluctuations can increase resilience and position an organization for long-term growth (Marć et al., 2019). Altogether, institutions must identify and address their weaknesses while leveraging their strengths, capitalizing on market opportunities, and mitigating environmental risks to drive long-term success and sustainability.
References
Gilbert, J. H. (2023). Investment in Social Capital to Mitigate Nursing Shortages Post-Pandemic. Nurse Leader, 21(1), 69-74.
Marć, M., Bartosiewicz, A., Burzyńska, J., Chmiel, Z., & Januszewicz, P. (2019). A nursing shortage–a prospect of global and local policies. International Nursing Review, 66(1), 9-16.
Wadsworth, B., Felton, F., & Linus, R. (2016). SOARing into strategic planning. Nursing Administration Quarterly, 40(4), 299-306.