An Analysis of Developing a Strategic Plan for the Nursing Shortage

Executive Summary

The shortage of registered nurses (RNs) continues to be a major challenge in the health care industry. Hospitals are trying real hard to adapt to the nurse shortage. There is a projected shortage of 800,000 nurses for 2020. The shortage of nurses definitely impact how healthcare is delivered. Presently there are demands for quality health care provision and the current numbers of RNs in the organization are insufficient to meet healthcare needs. The Manchester General Hospital is experiencing a shortage of RNs that is projected to worsen unless a planned change is implemented to address the issue. The sustainability and quality of nursing services are threatened by a global shortage of registered nurses. The shortage of registered nurses (RNs) continues to be a major challenge in the health care industry. This paper aims to develop a strategic plan for Manchester General Hospital that is facing a crisis caused by a shortage of nurses. The major effects and felt consequences for the shortage of nurses being felt so far by this organization is the overcrowding in emergency department, diversion of patients and discontinuation of necessary services. An insufficient supply of important healthcare personnel like nurses is a significant stressor for most hospitals.

Introduction

The Manchester General Hospital is experiencing a shortage of RNs that is projected to worsen unless a planned change is implemented to address the issue. The sustainability and quality of nursing services are threatened by a global shortage of registered nurses (Huston, 2010). The shortage of registered nurses (RNs) continues to be a major challenge in the health care industry. Hospitals are trying real hard to adapt to the nurse shortage which began as early as in the late 1980s (Budge, Carryer and Wood, 2003). Even though steps have been taken to increase the nursing workforce over the past decade, shortages are forecasted in the nursing profession. The forecasted supply of nurses fails to satisfy the demand associated with the growth and aging of the population (Harding, 2012). The proportion of nurses dropped from 59% to slightly less than 56% in 2004 (Health Resources and Services Administration, 2005). According to Huston (2010) there is a projected shortage of 800,000 nurses for 2020.

Broader Issues to be considered

The economy has largely affected the response of the government to health care costs and pressures (Cohen, 2009). Managed care growth has created cost pressures to hospitals that offer the largest employment for RNs. Spending for the hospitals has reduced drastically due to the increased cost and hard economic times. Consequently, fewer Registered Nurses have been employed over the last decade forcing hospitals to work with few nurses. In the same manner, wages have reduced significantyowing to the same problem of global financial crisis. RNs have chosen to quit employment as the wages have failed to keep up with inflation and increasing living standards (Cohen, 2009). The recently concluded Euro Debt crises have affected various sectors of the economy including the health care industry. This has led to conscious spending and reduction of cost strategies.

Socially, career options have increased over the last 2 decades. The country has experienced extensive changes in employment and social patterns for minorities and women. The increase in alternatives in terms of careers have led to fewer people applying for nursing courses due to availability of better rewarding and less engaging career paths. Politically, the government has failed to regulate the health sector as it has with other sectors of the economy (Talbert, 2009). These factors have pushed the constraints that influence the availability of registered nurses in the country.

Weaknesses

This means that the registered nurses have began considering other options available. Motivation is reduced due to low recognition and poor compensation. Poor compensation and low motivation for workers means that the RNs will search for alternative means to make a living (Cohen, 2009). Additionally, employee turnover will be high.

Opportunities

By offering a better pay and special training, RNs will be motivated to follow nursing as a career path. Through an increase of supply, the shortage for nurses will be countered ensuring continuity of the profession (Nardi & Gyurko, 2013).

Threats

The main reason for shortage besides low training and reduced supply of nurses is loss of the current nurses in the country to better paying and less engaging alternatives. According to Cohen (2009), the political policies in the country regarding the health sector are not conducive for competition with better equipped international bodies (Nardi & Gyurko, 2013). This means that the countries will remain to be threats unless the issue of compensation and rewards are tackled.

The main reason for carrying out an internal and external analysis of a company or organization is to capitalize on the strengths and work to improve the negatives. The weaknesses and threats stand in the way of success (Klocke, 2009). Therefore, they must be dealt with appropriately if a firm is to stand against competition. The strengths and opportunities are meant to be pursued (Kowalski & Kelley, 2013).

Cost Justification

The main focus under customer perspective is satisfaction of patients and their families. If people are not satisfied with what nurses do, they cannot support the profession. The expected outcomes here are more service delivery while maintaining quality within the health industry (Ulrich, 2003). In light of the above, the costs are justified. The high cost is intended to cater for the problem of resource management and spending. Improvement of compensation and reward system for the country’s nursing sector s costly. However, it will mean that the turnover rates are lowered and the profession is secured (Klocke, 2009).

How the Timeline can Allow Leeway for Variance.

Flexibility is the main competitive advantage for any organization. Flexibility in this case is defined by variance (Kowalski & Kelley, 2013). Timeline and budgeting tools are vital for the determination of planning and resource allocation for proposed changes. With a timeline, an organization is able to ensure that variance or flexibility remains high such that changes can be incorporated at any stage after careful review (Ulrich, 2003).

Conclusion

The shortage of nurses definitely impact how healthcare is delivered. Presently there are demands for quality health care provision and the current numbers of RNs in the organization are insufficient to meet healthcare needs. The Manchester General Hospital is experiencing a shortage of RNs that is projected to worsen unless a planned change is implemented to address the issue. The sustainability and quality of nursing services are threatened by a global shortage of registered nurses. This paper has identified the strengths, weaknesses, opportunities and threats facing Manchester Genral Hospital in the fight against shortage of nurses. Increasing the allocated spending for the health sector is the only solution to tackle this issue as a whole.

Cite this page