Specific Change Within My Organization Paper

Patient volumes have increased at the organization where I work which has created a problem with nurse-patient ratios for staffing units. Requisitions have been submitted for approval of additional full-time positions but until new positions are created and filled, nursing units are working short staffed putting both patient safety, nurses license, and the hospital at risk. Staffing for the women’s unit where I work has been separated from other areas in the hospital and the nurses that work there have not floated to other departments to cover staffing. The women’s care unit is typically feast or famine which means that nurses are called off frequently because of low census. When called off, the nurse has in the past had the option to take PTO or not get paid for that day. Nurses in the past have not been utilized for needs in other departments. Recently administration made the decision that nurses on the women’s and children’s unit would be floated to other departments that were drowning and needed additional nursing staff. This change was made on a Friday to begin the following day. There “To thrive in the complex and competitive healthcare environment, today\’s organizations must be able to capitalize on the strengths of nurse leaders to plan for and navigate change effectively” Specific Change Within My Organization Paper
Impact of Change

The impact of floating nurses from the women’s unit to other areas in the hospital has had an impact on my role and responsibilities by creating anxiety from fear of the unknown. I am happy to help any way I can within my scope of practice, however, I would prefer orientation on each of the units that I have potential to be floated prior to being floated. I understand that RN’s can work as an aide if needed, performing vital signs, bathing, and sitting with psych patients. However, more nurses would be open to this change if some type of orientation was provided before being floated. A handful of PRN nurses that work labor & delivery have quit because scheduled PRN employees are floated before employees that are full time. “ When workers feel unimportant or ignored, job satisfaction and teamwork decline” (Marquis & Huston, 2017, pg. 495).

Rationale for Change and Results of Change

Nurses from the women’s care unit have recently begun to float to other departments working short instead of being called off for low census. The rationale behind this decision is to utilize nurses from all departments to meet the hospitals staffing needs. It is also cost-effective for a nurse being called off from another unit in the hospital to float to the unit in need versus paying for an agency nurse to fill needs. There are positive and negative effects from this recent change. Positive effects include covering immediate needs, which improves patient safety and protects nurses license, and it is cost-effective. Negative effects include decreasing the PRN staffing on the women’s unit which creates a potential staffing shortage on this unit. Many of the nurses that work this unit do not have experience in other areas of the hospital and the thought of floating to another area causes them stress. Specific Change Within My Organization Paper

Suggestions for Improvement Process

“ Organizational communication is even more complex than interpersonal or group communication, as there are more communication channels, more individuals to communicate with more information to transmit, and new technologies, which both complicate and ease care delivery” (Marquis & Hutson, 2017, pg. 491). The change should have been discussed with everyone involved giving each one the opportunity to ask questions and or offer suggestions before implementing change. The nurses would have been more receptive. “If other departments or disciplines will be affected by a message, the leader-manager must consult with those areas for feedback before the communication occurs” (Marquis & Hutson, 2017, pg. 495). Specific Change Within My Organization Paper

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