Write a 6–8-page paper identifying, comparing and contrasting at least 3 different decision-making approaches of care from a multidisciplinary perspective using a pertinent and significant topic in nursing (examples might include nursing shortage and nurse turn-over, nurse staffing ratios, unit closures and restructuring, use of contract employees (i.e., registry and travel nurses), continuous quality improvement and patient satisfaction, and magnet designation or another current and relevant nursing issue) the topic MUST BE APPROVED by your nursing instructor before writing the paper. . You are required to use APA 7th edition format and the page count does not include title page or reference page. Reflect on your own decision-making practices and the implications this will have regarding differing approaches taken of nursing leaders and staff nurses/clinical practitioners in decision making within to issues in practice. To complete this assignment, do the following:
- Select and describe an issue in nursing that impacts nurses at all levels from bedside to advanced practice. Make sure to provide an adequate background and its significance to all levels of nursing using a strong review of the literature. Additionally, this should include a thorough literature review that provides a good understanding of what the cause of this problem is; what is suggested to
- Identify how you would expect a nurse leader/manager, a bedside/staff nurse and an Advanced practice nurse (CNO or NP) to address your selected issue using at least 3different decision-making approaches which are clearly supported by the literature review. This must first include aa detailed analysis/overview of the selected decision making models and how they are used in practice. Then a detailed analysis of how these decision-making approaches/models would address the problem/along with a detailed analysis of how each of the three selected models would be applied to address the selected issue/problem making sure to incorporate this at all levels of practice
Full Answer Section
The Nursing Shortage: A Persistent Crisis
The nursing shortage is not a new phenomenon, but it has intensified in recent years, exacerbated by factors such as an aging workforce, increased demand for healthcare services, burnout, and inadequate recruitment and retention strategies (Aiken et al., 2012). The shortage has profound consequences: overworked nurses, reduced quality of care, increased patient mortality, and a decline in the overall health of the nursing profession (Haddad et al., 2019). The literature suggests that the shortage stems from a complex interplay of factors including:
- Aging workforce: A significant proportion of nurses are nearing retirement age, leading to a loss of experienced professionals.
- Increased demand: The aging population, coupled with advancements in medical technology, has increased the demand for healthcare services, requiring more nurses.
- Burnout and job dissatisfaction: Heavy workloads, long hours, and lack of support contribute to burnout, driving nurses away from the profession.
- Inadequate recruitment and retention: Insufficient efforts to attract new individuals to nursing and retain existing nurses contribute to the shortage.
- Education capacity: Limited capacity in nursing education programs restricts the number of new nurses entering the workforce.
Effective solutions require a multi-pronged approach, including strategies to improve recruitment, enhance retention, address burnout, and optimize workforce utilization.
Decision-Making Approaches in Addressing the Nursing Shortage
Different decision-making approaches can be applied to address the nursing shortage, each with its strengths and limitations.
1. Rational Decision-Making Model:
This model is a structured, analytical approach involving several steps:
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Problem Definition: Clearly identify the nursing shortage, its scope, and its impact on the organization.
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Information Gathering: Collect data on vacancy rates, turnover rates, workload, and other relevant metrics.
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Alternative Generation: Develop a range of potential solutions, such as recruitment campaigns, retention programs, or staffing adjustments.
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Evaluation of Alternatives: Assess the feasibility, cost-effectiveness, and potential impact of each alternative.
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Selection of Best Alternative: Choose the solution that best addresses the problem and aligns with organizational goals.
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Implementation and Evaluation: Implement the chosen solution and monitor its effectiveness.
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Nurse Leader/Manager: Would use this model to analyze workforce data, develop recruitment and retention strategies, and allocate resources effectively. They might analyze the cost-effectiveness of different staffing models and use data to justify budget requests for additional staff.
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Bedside/Staff Nurse: Might use this model on a smaller scale, for example, when deciding how to best manage their time and prioritize tasks during a shift with limited staff. They might analyze which tasks are most critical and how to delegate effectively.
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Advanced Practice Nurse (CNO/NP): Would use this model to advocate for policy changes related to staffing ratios or reimbursement models. They might analyze the impact of different policies on patient outcomes and use data to support their recommendations.
2. Intuitive Decision-Making Model:
This approach relies on experience, gut feeling, and pattern recognition. It is often used in situations where time is limited or information is incomplete.
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Recognition of Patterns: Recognizing familiar situations and applying previously learned solutions.
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Rapid Response: Making quick decisions based on experience and intuition.
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Nurse Leader/Manager: Might use intuition to quickly address emergent staffing crises, such as calling in extra staff or reassigning nurses to critical areas. They might rely on their experience to anticipate potential staffing challenges.
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Bedside/Staff Nurse: Might use intuition to quickly assess patient needs and prioritize care when faced with multiple competing demands during a busy shift. They might rely on their experience to recognize subtle signs of patient deterioration.
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Advanced Practice Nurse (CNO/NP): Might use intuition to identify potential risks or opportunities related to staffing and resource allocation based on their extensive clinical experience. They might rely on their intuition to advocate for changes in practice based on observed trends.
3. Collaborative Decision-Making Model:
This approach involves engaging multiple stakeholders in the decision-making process. It is particularly useful for complex issues that require diverse perspectives.
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Stakeholder Involvement: Including nurses at all levels, as well as other healthcare professionals, in the decision-making process.
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Shared Decision-Making: Working together to develop solutions that meet the needs of all stakeholders.
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Nurse Leader/Manager: Would facilitate meetings with staff nurses, advanced practice nurses, and other stakeholders to discuss the nursing shortage and brainstorm potential solutions. They would work collaboratively to develop and implement strategies.
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Bedside/Staff Nurse: Would actively participate in shared governance councils or unit-based committees to provide input on staffing needs, workload issues, and other relevant concerns.
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Advanced Practice Nurse (CNO/NP): Would advocate for the inclusion of staff nurses' perspectives in organizational decision-making related to staffing and resource allocation. They would foster a culture of shared decision-making.
Personal Reflection and Implications
Personally, I tend to lean towards a combination of the rational and collaborative decision-making models. I believe that data and analysis are essential for understanding complex issues like the nursing shortage. However, I also recognize the importance of incorporating diverse perspectives and engaging stakeholders in the decision-making process. This has implications for how I interact with nursing leaders and staff nurses. I need to be prepared to present data-driven arguments to leaders while also actively listening to the concerns and suggestions of staff nurses. Bridging the gap between these perspectives will be crucial for developing effective and sustainable solutions to the nursing shortage. It is important to be mindful that staff nurses are the experts in their everyday work and often have valuable insights into the root causes of the nursing shortage within their specific work environment and therefore their input is vital to the success of any intervention. I must be willing to adapt my approach based on the specific context and the individuals involved.
Conclusion
The nursing shortage is a complex and pressing issue that requires a multifaceted approach. By utilizing a combination of rational, intuitive, and collaborative decision-making models, nurses at all levels can contribute to developing and implementing effective solutions. Addressing this crisis requires a commitment to data-driven decision-making, stakeholder engagement, and a recognition of the diverse perspectives within the nursing profession. By working together, we can create a more sustainable and supportive environment for nurses, ensuring high-quality care for patients and a thriving future for the nursing profession.
Sample Answer
Addressing the Nursing Shortage: A Multidisciplinary Approach to Decision-Making
Introduction
The nursing shortage is a persistent and multifaceted crisis plaguing healthcare systems globally. This shortage impacts nurses at all levels, from bedside staff to advanced practice nurses and nurse leaders, compromising patient care, increasing workload burdens, and affecting job satisfaction. This paper will explore the nursing shortage as a significant issue in nursing, analyzing its causes and potential solutions. Furthermore, it will examine how different decision-making approaches – specifically the rational decision-making model, the intuitive decision-making model, and the collaborative decision-making model – might be employed by nurse leaders, bedside staff nurses, and advanced practice nurses to address this complex challenge. Finally, the paper will reflect on personal decision-making practices and their implications for navigating the diverse perspectives involved in tackling this issue.