Interdisciplinary Plan Proposal
The problem of understaffing among nurses directly impacts the care provided for the client. This proposal will aim at planning on how to resolve this problem. It will begin by finding a location within the organization where it can take place. The purpose is to create an opportunity for better outcomes for everyone involved, including the clients.
Objective
Understaffing is one of the challenges that put nurses and other workers at risk of medical errors, and it is also draining both the old and new staff. The issue of medical errors is capable of cursing, rendering a client dependent, or even death. The interdisciplinary plan is a channel to ease most of the factors contributing to the stressors that nurses and other staff deal with to lessen the workload. The project also aims at creating an avenue to maintain current staff, which will upsurge the employment of the employees within the organization. To bring this situation under control, we must begin by resolving its underlying cause. According to Tamata, Mohammadnezhad, & Tamani (2021): One of the significant reasons nurses are always understaffing is poor planning for the workforce and inadequate policies. As a result, they constantly experience over workload, lack of force, unusual work hours, and other risks.
Questions and Predictions
With all the changes installed in place, their efficiency, benefits, and accuracy must be tested. Still, the question remains which of the change in policies or workforces needs to occur to achieve the desired goal? There is a high expectation for changes in the staffing procedures; existing facilities use methods based on quantity and not quality. Systems should be found on the complication of the care needed to adequately provide care for that unique client. Consequently, the client’s understanding should be a factor within staff while making shift assignments. How do we prevent nurses from quitting and leaving to reduce turnover rates? According to the Nursing Standard (April 5, 2017), appreciate the nurses by giving them and other wider multidisciplinary groups a pay increment to keep pace with the cost of living, not the usual 1% increase. This would be preferable to using agency staff who gets more pay than the regular staff. Let’s think of the team devoted to the organization’s stakeholders. What could be the solution for the understaffing of the nurses? The article, Solutions for nursing shortage (2021) believes that a retention package is worth investing in because new employees are essential to the nursing workforce. As a result of these, I think that the problem of nurses understaffed or high demand can be controlled if the stakeholders and the management can come up with a better way of supporting nurses, for example, providing them with incentives such as programs that could help pay off their student loan during their years of employment with a particular organization.
Change Theories and Leadership Strategies
One known strategy to resolve the understaffing nursing crisis is to determine the underlying causes, already mentioned previously. This would affect the organization, and it would also help the interdisciplinary team to work together, execute, and also adhere to this proposal plan. This plan has a high interest in all organizations because it has the capabilities to influence clients’ safe care. Policymaking and staff adjustment are less expensive than lawsuits and medical errors. Hospital administration needs to collaborate with its staff to discuss a way forward. Staff’s input will be valued. Any Implementation would be based on the outcome of the meeting. Again, this type of purchased plan can be compared to the financial resources used against vital losses without any plan.
Team Collaboration Strategy
An operative collaboration can be successful only if employees trust the organization and feel charged. Know that any supportive relationship among a group defines the future successful cooperation of their team. Based on the trust that binds a team, the hospital administration, the organization, and regular staff will be able to progress and implement new work policies and measures from the approved collaboration. Other Strategies such as pay increment, new staff-to-client ratio procedures, and new staff can be implemented for all units within the organization of the hospital. This can be effective based on the agreement. Since this will be new to most people, they have to tread with caution for the organization’s safety before emerging into full effect. A trial and error period may proceed before full development for the company’s safety. Data can be collected and evaluated to check for adequate capital, accuracy, and competence for both
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