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MHA 601 Principles of Healthcare Administration Ashford General Hospital Proposal

Healthcare administration proposal for Ashford General Hospital.

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    RUNNING HEAD: Ashford General Hospital Proposal 1 Ashford General Hospital Proposal Stephanie Lee MHA 601 Principles of Healthcare Administration Instructor’ : Hwang - Ji Lu November 10, 2014 How can Ashford General Hospital address its nursing staff retention challenges, considering factors such as staffing shortages, workload stress, and financial implications? Provide a detailed proposal with recommended strategies, referencing successful case studies from other healthcare facilities. (Word count: 1,200 – 1,500 words)

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    RUNNING HEAD: Ashford General Hospital Proposal 2 As we all know employee retention is vital to long term health facilities and can help to ensure the best success for your healthcare organization. Most management will readily agree, that they hold a key part in marinating staff retention. Who is really affected by maintaining or not maintaining retention? What changes need to be made within an organization for this to occur successfully? What fiscal impacts may occur? And what if any would be the ethical and legal and diversity risk factors involved. This is a proposal for Ashford General Hospital and staff retention. In the following paragraphs I will answer the questions above. Staff Retention Proposal Ashford General Hospital is a 263 - bed regional hospital located in California, serving its community for more than 50 years. The hospital maintains the only 24 - hour emergency department in the area and an "extended hours" urgent care clinic. Similar to oth er hospitals in the United States, Ashford General Hospital is encountering a nursing shortage. Sixty - eight percent of the nursing staff is over the age of 45, facing retirement. The retention rate on nurses is 61%, compared to 65% nationwide. Many of the nursing staff find the work too physically demanding and have a feeling of emotional burn - out as well. In the past two years, the hospital has used both per diem nurses and traveling nurses who sign short - term contracts to fill individual shifts and acc ommodate short - term staffing needs arising from staff vacations or medical leaves. This has not only driven up personnel costs but also resulted in lower scores on patient satisfaction surveys. Ashford General Hospital faces significant challenges in nurs e staffing ahead as it grapples with these issues, and the hospital board is very concerned. They

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    RUNNING HEAD: Ashford General Hospital Proposal 3 know there must be some changes made in order to prevent a major financial and human resources crisis in the future. Nurses and staff who work in hospitals with a high turnover have shown I n reports to have a higher report of stress, this in part is due to the lack of staff, so they in turn are called in more often to cover shifts, and also possibly to do additional tra inings offered. ( Erenstein & McCaffrey, 2007). A major challenge in the nursing profession, especially when there is new technologies, and major changes in medical insurance coverages, is keeping and maintain a permanent staff. There are several challenges , such as pay scale differences, more at work responsibilities on the staff per shift, and more stressful working conditions. With the pay scale issues, is more nursing students are tur ning to other professions that offer more money annually. Moreover, in many instances, a bad turn for the economy and the subsequent budget cuts that usually follow, career registered nurses are the first to be cut and are often replaced with nurse technic ians. This can be an issue due to the fact the Technicians replacing t hem may not be properly 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 in hospitals around the country. In far too many instances, there is no career registered nurse in place to monitor the condition of a patient and when a conditio n changes for the worse rapidly, the opportunity to intervene quickly is diminished. Nurse Managers are finding ways to come up with better retention strategies to keep their current nursing staff content and encourage those just entering the profession to consider their facility for a place of employment.” (nursepro.com, 2014)

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