Impact Report about Health Challenges

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ImpactReport about Health Challenges

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ImpactReport About Health Challenges

Thereare changes which occur around us, and we may support, be indifferentor contribute to this results in our health centers. The most concernin nursing management is the supervision of health services by healthcare professionals. The seniors in health management have to identifyproblems affecting an organization, analyses and take steps towardsits rectification so that positive impacts become deduced. Anychallenge in a medical department requires a complex handling processby employing tactics, strategies and implementing operations whichwould induce a quality care.

Thenursing challenges

Thereare many problems in the nursing field, which take a scope of impactto the health workers and patients. Some of these problems affectpatients and staffs, leading to poor performance in nursingoperations. The first challenge is about staffing (Reyes, Bekemeier &ampIssel, 2014). When a health care cost increases, it results in asignificant need to decrease the number of health workers. Thesituation is common to organizations that are unable to meetemployee’s expenses such as wages and insurance cost. When theremany job responsibilities, it becomes stressful for nurses to managethe situations. Additionally, this problem is affecting nurses whodeal with patient acuities in large scale. As a result, staff becomesdemoralized causing a great impact on health procedures.

Shortageof nurses is second challenge curbing many health organizations. Manyof medical centers are facing challenges of insufficient workers, andthis is due to failure of management to recruit more employees. Also,the government and education system has led to the shortage of workersupply, by failing to educate young individuals who would bepotential in a nursing career. The attitude of people towardcareering development in nursing has a great effect since fewerlearners end up serving in these health centers. As a result, theimpact of poor health services become dominant and this reducespatient care. Few workers will be unable to serve a significantnumber of patients who requires medical attentions. The challengecould hamper saving of lives of sick, especially if the shortage ofnurses get experienced in emergency departments units.

Aweak inter-professional relationship is another challenging issuewhich hinders a better health care. When conflicts arise among seniorstaffs and workers, right supervision becomes compromised. Nursesshould work in a conducive environment where they feel wellrepresented to resume their roles efficiently. Seniors should notoverwork nurses by employing mandatory overtime (Granstra, 2015). Theeffect of such a challenge causes low staff morale leading toineffective operations in a hospital. Additionally, conflicts betweennurses and patients could hamper better treatment. Much informationgets lost when elements such as evidence-based practice thatfacilitate proper health program to benefit patients andorganization, become underutilized.

Lastly,another challenge to nursing operations is an advancement intechnology. When technology improves, the career role advances aswell. Most of the work in health centers have now been electronicbased, such a compiling information on a database. The issue ofimprovement, therefore, threatens workers to adopt new methods orprocedures of servicing patients (Schoeb, 2016). The nurses with alow level of technology know-how, become challenged to upgrade theireducation and this lead to few staffs in a health center. If the teamfail to learn how to operate the new equipment, consequently itresults in a poor service.

Ahealth organization

Inevery organization, there are biding roles, mission, visions, goalsand principles to reach a successive performance. When issues thatthreaten operation of staffs emerge, a gap is created between the setprograms of the organization and its practices. The nursing challengeis a primary concern in this area which builds a conflict betweenobjectives of hospitals and mode of operation. When negativesituations arise, such as shortage of workers, the hospital is unableto offer fast, efficient and quality care for people. Few employeeswill be unable to meet the demand in the health organization, thusfailing to satisfy its customers and this lowers its reliability.Consequently, the set visions and objectives which aim at benefitingthe organization and its beneficiaries become hard to achieve.

Forinstance, the department of emergency medicine in the Middle East,own a vision of leading in a provision of better Emergency Medicalcare. The missions of this unit involve being committed to offeringquality emergency care, conducting are high-quality studies inresearch and developing professions (Reyes et al., 2014). The nursesin such a department hold on philosophy statements which arouse theinterest of availing better care. Some of this statement includeBelieving that better care is a human right, being passionate andagile when delivering health services to patients.

Suchan emergency department unit will be alienated from its missions,visions, and goals when nurses face enormous health challenges.Nursing problems part the development of health care service (Schoeb,2016). Workers will fail to establish a good relationship withpatients, and other colleagues, hence inconvenience communication getintroduced. As a result, holding on health missions or objectiveswill not be a primary factor to many nurses. Therefore, people willbecome reluctant to attend to such an unreliable health serviceprovider due to poor mismanagement.

SWOTAnalysis

Strengths

• Commitment of nurses to organization mission and visions

• Availed modern hospital facilities

• Outstanding healthcare quality

• Active management and supervision

• Improved organizational efficiency

Weaknesses

• Shortage of staffs

• Poor inter-professions relationship

• Lack of adequate health resources

• Failure of primary care network

Opportunities

• Advancing to a metropolitan community

• Increased management and health workers

• Availing advanced educations and technology to nurses

• Involve external support from a local state.

Threats

• Reluctant of government interventions

• Competitions from advanced health care providers

• Negative attitude toward nursing subject

• Specialist physicians compete for wages

Thenew position

Introducingnew nurse leader position will impact positive change in operationsof a hospital. A style of leadership will involve teamwork in thecontext of respect and collaboration. The new management will notseat and expect workers to follow their directions toward aproblem-solving. When a problem arises, the nurses, physicians orpatients will resume an interdependent role to help improve thequality of nursing practice. Teamwork is vital in availing criticalinformation (Granstra, 2015). The nurse will establish relations withpatients to aid awareness of health problem history and save time toconduct a research about a disease. When senior from a new managementwork together with nurses, they support knowledge and skills ofoperations, without consuming much time when consulting elsewhere.Consequently, employing teamwork will enhance reduction in medicalerrors, increasing patient outcomes.

Thenew management of nurses will drastically affect the performance ofhealth workers, and patient’s result becomes influenced. Theintroduced new style of leadership in management will ensure thatstaffs abide with the rules by enacting a system of nurse rewards andpunishment. The position will make sure that individuals working inthe hospital follow instruction and achieve the set targets. A styleof supervision such as the transactional leadership, focus onmanagement of subordinates and ensure that the organization runssmooth. When this new position implements this form of monitoring,the performance of an entire structure will change.

Thenew management will take the responsibility of exercising atransformational leadership hence causing a change in the structure.In the new position, the seniors will lead by examples. When nursesobserve the actions of leaders, they will emulate their behaviors andbecome inspired. A new culture of working hard as the seniors in thehealth care center become established. Nurses will perform more byputting great effort than before. The effort of leaders in thedepartments will become a motivation tool to the subordinate staffs.Therefore, managers and followers will together work for a commonpurpose. As a result, there will be a new dimension of procedureswhich involve workers in the high hierarchy and those undersupervision.

Bestqualities, knowledge, and skills in the new position will have to beemployed to attribute a real change. The seniors are required to makesmart decisions without taking sides, and this means that they haveto pay attention and listen keenly to problems or complaints of allworkers. The managers have to lead with integrity and be accountablefor any action taken. In a case of problem rising in the area ofwork, they seniors must respond appropriately to solve the problem(Granstra, 2015). A good leader should value team relation. Theyunderstand that as clinical managers, health care providers set anatural foot in the nursing field.

Conclusion

Propernurse supervision is critical to any health care in that employeesbuild teamwork and motivation to reach intended goals of offeringbest services. The management can contribute to failure or success oforganizations thus, it should hold all responsibilities within andoutside a health center. Seniors ought to lead by examples and takemeasures that tend to favor nursing operations such as educating andincreasing skilled, competent workers.

Reference

Granstra,K. (2015). Nurse Against Nurse: Horizontal Bullying in the NursingProfession.&nbspJournalof Healthcare Management,&nbsp60(4),249-257.

Reyes,D. J., Bekemeier, B., &ampIssel, L. M. (2014). Challenges Faced byPublic Health Nursing Leaders in Hyperturbulent Times.&nbspPublicHealth Nursing,&nbsp31(4),344-353. doi:10.1111/phn.12078

Schoeb,V. (2016). Healthcare Service in Hong Kong and its Challenges.&nbspChinaPerspectives, (4), 51-58.