MHA 601 Principles of Healthcare Administration Ashford General Hospital Proposal

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RUNNING HEAD: Ashford General Hospital Proposal1Ashford General Hospital ProposalStephanie LeeMHA 601 Principles of Healthcare AdministrationInstructor’: Hwang-Ji LuNovember 10, 2014How can Ashford General Hospital address its nursing staff retention challenges, consideringfactors such asstaffing shortages, workload stress, and financial implications? Provide a detailedproposal with recommended strategies, referencing successful case studies from other healthcarefacilities. (Word count: 1,200–1,500 words)

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RUNNING HEAD: Ashford General Hospital Proposal2As we all know employee retention is vital to long termhealthfacilities and can help to ensurethe best success for your healthcare organization.Most management will readily agree, that theyhold a key part in marinating staff retention. Who is really affected by maintaining or notmaintaining retention? What changes need to be made within an organization for this to occursuccessfully? What fiscalimpacts may occur? And what if any would be the ethical and legaland diversity risk factors involved. This is a proposal for Ashford General Hospital and staffretention. In the following paragraphs I will answer the questions above.Staff Retention ProposalAshford General Hospital is a 263-bed regional hospital located in California, serving itscommunity for more than 50 years. The hospital maintains the only 24-hour emergencydepartment in the area and an "extended hours" urgent care clinic. Similar to other hospitals inthe United States, Ashford General Hospital is encountering a nursing shortage. Sixty-eightpercent of the nursing staff is over the age of 45, facing retirement. The retention rate on nursesis 61%, compared to 65% nationwide.Many of thenursing staff find the work too physicallydemanding and have a feeling of emotional burn-out as well.In the past two years, the hospitalhas used both per diem nurses and traveling nurses who sign short-term contracts to fillindividual shifts and accommodate short-term staffing needs arising from staff vacations ormedical leaves.This has not only driven up personnel costs but also resulted in lower scores onpatient satisfaction surveys. Ashford General Hospital faces significant challenges in nursestaffing ahead as it grapples with these issues, and the hospital board is very concerned. They

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RUNNING HEAD: Ashford General Hospital Proposal3know there must be some changes made in order to prevent a major financial and humanresources crisis in the future.Nurses and staff who work in hospitals with a high turnover have shown I n reports to have ahigher report of stress, this in part is due to the lack of staff, so they in turn are called in moreoften to cover shifts, and also possibly to do additional trainings offered. (Erenstein &McCaffrey, 2007). A major challenge in the nursing profession, especially when there is newtechnologies, and major changesin medical insurance coverages, is keeping and maintain apermanent staff. There are several challenges, such as pay scale differences, more at workresponsibilities on the staff per shift, and more stressful working conditions. With the pay scaleissues, is more nursing students are turning to other professions that offer more money annually.Moreover, in many instances, a bad turn for the economy and the subsequent budget cuts thatusually follow, career registered nurses are the first to be cut and are often replaced with nursetechnicians. This can be an issue due to the fact the Technicians replacing them may not beproperly equipped to care for the acute patient care, and may not be able to work unsupervised,or independently.“Many healthcare experts attribute the nursing shortage to the increased number of fatalities inhospitals around the country. In far too many instances, there is no career registered nurse inplace to monitor the condition of a patient and when a condition changes for the worse rapidly,the opportunity to intervene quickly is diminished. Nurse Managers are finding ways to come upwith better retention strategies to keep their current nursing staff content and encourage thosejust entering the profession toconsider their facility for a place of employment.” (nursepro.com,2014)

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