Review of Current Healthcare Issues
Review of Current Healthcare Issues
If you were to ask 10 people what they believe to be the most significant issue facing healthcare today, you might get 10 different answers. Escalating costs? Regulation? Technology disruption?
These and many other topics are worthy of discussion. Not surprisingly, much has been said in the research, within the profession, and in the news about these topics. Whether they are issues of finance, quality, workload, or outcomes, there is no shortage of changes to be addressed.
In this Discussion, you examine a national healthcare issue and consider how that issue may impact your work setting. You also analyze how your organization has responded to this issue. Review of Current Healthcare Issues
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To Prepare:
- Review the Resources and select one current national healthcare issue/stressor to focus on.
- Reflect on the current national healthcare issue/stressor you selected and think about how this issue/stressor may be addressed in your work setting.
By Day 3 of Week 1
Post a description of the national healthcare issue/stressor you selected for analysis, and explain how the healthcare issue/stressor may impact your work setting. Then, describe how your health system work setting has responded to the healthcare issue/stressor, including a description of what changes may have been implemented. Be specific and provide examples.
Main Post
Many national healthcare issues need to be addressed, but I chose to highlight the impact of baccalaureate-prepared nurses on the nursing workforce. I received my Associate Degree in Nursing (ADN) eight years ago through a community college nursing program. I just graduated with my Bachelor of Science in Nursing (BSN) this year through Walden University. So, I am in a unique position to see both sides of the nursing training differences and how it can affect patient care and a healthcare organization’s dynamic. BSN-prepared nurses have an advantage because they are trained in critical thinking, leadership, case management, and health promotion (American Association of Colleges of Nursing [AACN], 2019). Evidence shows that healthcare organizations with BSN-prepared nurses have improved patient outcomes, lower mortality, and less risk of hospital-acquired infections (Straka et al., 2019). The Institute of Medicine (IOM) released a report in 2010, which recommended increasing the percentage of nurses with a BSN to 80% by 2020 (Gerardi et al., 2018). The reason for this initiative was to help improve health care delivery and outcomes. Review of Current Healthcare Issues
The organization that I work for does not recruit only BSN-prepared nurses, nor do they offer incentives to nurses with their BSN. I was employed at another organization that would provide an increased hourly wage to nurses that held their BSN. My healthcare organization does not have Magnet status, which I believe to be an essential part of better patient care. Not trying to achieve Magnet status or encouraging RNs to go back to school to get their BSNs or advanced practice degrees impacts my work setting by not reaching for excellence in patient care. I do not think there is anything wrong with ADN-prepared nurses, but now being on the other side of receiving my BSN, I can see how BSN-prepared nurses are better equipped to be more successful in their profession. The only incentive offered by my organization is tuition reimbursement for higher nursing degrees. Many of my co-workers are ADN-prepared nurses, and there is currently no incentive for them to advance their education. They are great nurses, but research has proven that the higher the education level, the higher the patient outcomes (Straka et al., 2019).
References
American Association of Colleges of Nursing. (2019). The impact of education on nursing practice. Retrieved November 30, 2020, from https://www.aacnnursing.org/news-information/fact-sheets/impact-of-education
Gerardi, T., Farmer, P., & Hoffman, B. (2018). Moving closer to the 2020 BSN-prepared workforce goal. AJN, American Journal of Nursing, 118(2), 43–45. https://doi.org/10.1097/01.naj.0000530244.15217.aa
Straka, K. L., Hupp, D. S., Ambrose, H. L., & Christy, L. (2019). Reaching beyond 80% BSN-prepared nurses. Nursing Management (Springhouse), 50(5), 52–54. https://doi.org/10.1097/01.numa.0000557624.27437.25
By Day 6 of Week 1
Respond to at least two of your colleagues on two different days who chose a different national healthcare issue/stressor than you selected. Explain how their chosen national healthcare issue/stressor may also impact your work setting and what (if anything) is being done to address the national healthcare issue/stressor.
response
At our county health department in the behavioral health clinic where I currently work, we are not required to have a baccalaureate degree in nursing. However, I was required to have my board certification in psychiatric nursing to perform some of my other duties, such as case management, counseling, and intakes. Review of Current Healthcare Issues
Anbari (2018) discusses improved patient outcomes, improvements in length of stay, and financial implications for policy-making concerning BSN prepared nurses vs. ADNs. With a national focus on patient safety, it is understandable that it is vital to healthcare organizations to move toward employing a higher percentage of BSNs. In our clinic, we work independently, and it is essential to understand the “bigger picture.” We do not have management available looking over our shoulders or to turn to if we need immediate answers. Because of this, critical thinking is necessary to perform well. Education and experience are crucial to success, which could mean that a BSN is more prepared.
When we look at the definition of quality care as defined by O’Brien et al. (2018), the delivery of care happens at the right time, every time. To meet the growing healthcare needs, a key recommendation was to have more highly educated nurses. The question I have is, “does the education nurses acquire have to be from a BSN degree, or can it be from other certifications?” In our health department, I learned a lot about being successful at my job by studying for and taking my psychiatric nurse board certification. Now that I have completed the BSN portion of Walden, I believe my knowledge of leadership and evidence-based practice has expanded. However, I have not yet thought about applying that knowledge to my particular job moving forward.
I think experience with acute psychiatric patients is essential, as knowledge of medications and side effects is a significant area of expertise necessary to do my job. Our health department in the future may require a BSN degree, but for now, knowledge and experience are acceptable. Review of Current Healthcare Issues
References
Anbari, A. (2019). What makes a BSN a BSN? Western Journal of Nursing Research, 41(2), 167–170. https://doi.org/10.1177/0193945918803683
| O’Brien, D., Knowlton, M., & Whichello, R. (2018). Attention health care leaders: Literature review deems baccalaureate nurses improve patient outcomes. Nursing Education Perspectives, 39, E2-E6. https://doi.org/10.1097/01.NEP.0000000000000303 |
| Excellent | Good | Fair | Poor | |
|---|---|---|---|---|
| Main Posting |
45 (45%) – 50 (50%)
Answers all parts of the discussion question(s) expectations with reflective critical analysis and synthesis of knowledge gained from the course readings for the module and current credible sources. Supported by at least three current, credible sources. Written clearly and concisely with no grammatical or spelling errors and fully adheres to current APA manual writing rules and style. |
40 (40%) – 44 (44%)
Responds to the discussion question(s) and is reflective with critical analysis and synthesis of knowledge gained from the course readings for the module. At least 75% of post has exceptional depth and breadth. Supported by at least three credible sources. Written clearly and concisely with one or no grammatical or spelling errors and fully adheres to current APA manual writing rules and style. |
35 (35%) – 39 (39%)
Responds to some of the discussion question(s). One or two criteria are not addressed or are superficially addressed. Is somewhat lacking reflection and critical analysis and synthesis. Somewhat represents knowledge gained from the course readings for the module. Post is cited with two credible sources. Written somewhat concisely; may contain more than two spelling or grammatical errors. Contains some APA formatting errors. |
0 (0%) – 34 (34%)
Does not respond to the discussion question(s) adequately. Lacks depth or superficially addresses criteria. Lacks reflection and critical analysis and synthesis. Does not represent knowledge gained from the course readings for the module. Contains only one or no credible sources. Not written clearly or concisely. Contains more than two spelling or grammatical errors. Does not adhere to current APA manual writing rules and style. |
| Main Post: Timeliness |
10 (10%) – 10 (10%)
Posts main post by day 3.
|
0 (0%) – 0 (0%)
|
0 (0%) – 0 (0%)
|
0 (0%) – 0 (0%)
Does not post by day 3.
|
| First Response |
17 (17%) – 18 (18%)
Response exhibits synthesis, critical thinking, and application to practice settings. Responds fully to questions posed by faculty. Provides clear, concise opinions and ideas that are supported by at least two scholarly sources. Demonstrates synthesis and understanding of learning objectives. Communication is professional and respectful to colleagues. Responses to faculty questions are fully answered, if posed. Response is effectively written in standard, edited English. |
15 (15%) – 16 (16%)
Response exhibits critical thinking and application to practice settings. Communication is professional and respectful to colleagues. Responses to faculty questions are answered, if posed. Provides clear, concise opinions and ideas that are supported by two or more credible sources. Response is effectively written in standard, edited English. Review of Current Healthcare Issues |
13 (13%) – 14 (14%)
Response is on topic and may have some depth. Responses posted in the discussion may lack effective professional communication. Responses to faculty questions are somewhat answered, if posed. Response may lack clear, concise opinions and ideas, and a few or no credible sources are cited. |
0 (0%) – 12 (12%)
Response may not be on topic and lacks depth. Responses posted in the discussion lack effective professional communication. Responses to faculty questions are missing. No credible sources are cited. |
| Second Response |
16 (16%) – 17 (17%)
Response exhibits synthesis, critical thinking, and application to practice settings. Responds fully to questions posed by faculty. Provides clear, concise opinions and ideas that are supported by at least two scholarly sources. Demonstrates synthesis and understanding of learning objectives. Communication is professional and respectful to colleagues. Responses to faculty questions are fully answered, if posed. Response is effectively written in standard, edited English. |
14 (14%) – 15 (15%)
Response exhibits critical thinking and application to practice settings. Communication is professional and respectful to colleagues. Responses to faculty questions are answered, if posed. Provides clear, concise opinions and ideas that are supported by two or more credible sources. Response is effectively written in standard, edited English. |
12 (12%) – 13 (13%)
Response is on topic and may have some depth. Responses posted in the discussion may lack effective professional communication. Responses to faculty questions are somewhat answered, if posed. Response may lack clear, concise opinions and ideas, and a few or no credible sources are cited. |
0 (0%) – 11 (11%)
Response may not be on topic and lacks depth. Responses posted in the discussion lack effective professional communication. Responses to faculty questions are missing. No credible sources are cited. |
| Participation |
5 (5%) – 5 (5%)
Meets requirements for participation by posting on three different days.
|
0 (0%) – 0 (0%)
|
0 (0%) – 0 (0%)
|
0 (0%) – 0 (0%)
Does not meet requirements for participation by posting on 3 different days.
|
| Total Points: 100 |
|---|
response 2
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I totally understand the issues you raised on your discussion with regards to the attitude of your employer towards recruiting and encouraging nurses to further their studies. In fact, it is obvious that the morale and drive of the nursing staff in such an organization will be very low because of the way they treat nurses without regards to their higher qualifications and career advancement. The way the leadership and management of the hospital treat nurses and the opportunities they provide for training and career advancement influences the level of job satisfaction among nurses (Ida et al., 2020).
The magnet hospital designation came to address the issue of poor job satisfaction and shortage of the nursing staff because many nurses were quitting their jobs because of the burnout and loss of interest in their profession. Lack of motivation and burnout among nurses lead to poor patient outcome leading to longer hospital stay and patient dissatisfaction with care (Bittenger, 2020). Hence, the magnet hospitals address these issue by encouraging nurses to participate in career advancement and evidence-based researches to achieve the best patient care outcomes while ensuring the satisfaction of the nursing staff.
Similarly, the quadruple aim also addresses the issue of engaging the healthcare workers in an enabling environment that help them practice effectively. The achievement of best patient care outcomes and reduction of the cost of hopitalization can only be achievable when the quadruple aim is integrated into the system by the administration and managements of healthcare facilities like the place you work at (Jacobs et al., 2018). Review of Current Healthcare Issues
References
Bittinger, A. C. (2020). Relationship Between Emotional Intelligence and Occupational Stress Levels Among Certified Registered Nurse Anesthetists. AANA Journal, 88(5), 398–404.
Ida Yanriatuti, Tan Nina Fibriola, Kornelis Nama Beni, & Fitriyanti Patarru’. (2020). Work Environment, Spiritual, and Motivational Factors Affecting Job Satisfaction among Hospital Nurses: A Systematic Review. Jurnal Ners, 14(3), 227–230. https://doi-org.ezp.waldenulibrary.org/10.20473/jn.v14i3.17107
Jacobs, B., McGovern, J., Heinmiller, J., & Drenkard, K. (2018). Engaging employees in well-being: Moving from the Triple Aim to the Quadruple Aim. Nursing Administration Quarterly, 42(3), 231–245.
McCaughey, D., McGhan, G. E., Rathert, C., Williams, J. H., & Hearld, K. R. (2020). Magnetic work environments: Patient experience outcomes in Magnet versus non-Magnet hospitals. Health Care Management Review, 45(1), 21–31. https://doi-org.ezp.waldenulibrary.org/10.1097/HMR.0000000000000198 Review of Current Healthcare Issues
