Student Name
Capella University
NURS-FPX4000 Developing a Nursing Perspective
Prof. Name
Date
Analyzing a Current Healthcare Problem or Issue
Healthcare facilities, including hospitals and clinics, are facing a significant shortage of doctors, nurses, and other essential healthcare workers. This shortage has made it increasingly difficult to provide high-quality care to patients. Nurses, in particular, are feeling the strain, resulting in burnout and a notable number choosing to leave the profession. This exacerbates the problem, endangering patient safety. Addressing the shortage requires offering better compensation, more manageable work schedules, and enhanced training opportunities to retain staff. The integration of technology, such as telehealth, may also improve the delivery of care (Jonasdottir et al., 2022). It is imperative for healthcare leaders and hospitals to take prompt and effective actions to prevent further negative effects on healthcare workers and patients. This assessment explores the current shortage of healthcare workers, its consequences, and potential solutions to improve care and support staff.
Describing the Healthcare Problem
The shortage of healthcare workers, particularly nurses and doctors, is a major concern in healthcare systems. Many hospitals and clinics simply do not have enough personnel to handle the growing number of patients, resulting in overwhelming workloads for the existing staff. This situation leads to stress and fatigue among healthcare workers, causing some to leave their positions. In the United States, the annual turnover rate for nurses is high, with approximately 27.65% leaving their roles each year (Bae, 2023). Insufficient nursing staff can put patient safety at risk, as research has demonstrated a clear link between nurse staffing levels and patient mortality. For instance, a study conducted at a Swiss university hospital in 2021 found that low nurse staffing was associated with a 10% increased risk of patient mortality, while higher staffing levels reduced this risk by 8.7% (Musy et al., 2021).
Healthcare worker shortages have widespread consequences, including increased stress for remaining workers and diminished quality of care for patients. Research suggests that improving working conditions and providing better pay could help mitigate some of these issues (Zhang et al., 2024). In rural areas, offering housing allowances and higher salaries may help retain nurses (Witter et al., 2021). It is crucial for hospitals and healthcare leaders to identify ways to support nurses in order to ensure patient safety and avoid overburdening the existing workforce. Failure to address these shortages could lead to negative outcomes for both patients and healthcare workers. Strategies such as better wages, improved schedules, and enhanced training programs can help retain staff and improve both worker satisfaction and patient outcomes (Zhang et al., 2024).
Analyzing the Problem or Issue
The shortage of healthcare workers, particularly doctors and nurses, is a significant issue across the United States and other countries. When there is an insufficient number of workers, the remaining staff is burdened with excessive workloads, leading to errors, reduced quality of care, and even higher mortality rates. Data from the English National Health Service reveals that each additional 12-hour shift worked by a registered nurse reduces the likelihood of patient death by 9.6%, whereas teams with staffing levels 16 hours or more below the target had a 22.8% higher likelihood of patient mortality (Zaranko et al., 2022).
This issue is particularly relevant to my own experience, as I have witnessed firsthand the effects of understaffing. In my unit, staff shortages often resulted in me caring for too many patients, leading to burnout and exhaustion. This, in turn, impacted my ability to provide optimal care. Several colleagues left their positions due to the overwhelming stress. These personal observations highlight how understaffing in hospitals leads to burnout, job dissatisfaction, and poor care delivery.
The shortage of healthcare workers, especially nurses, directly impacts patient care. Families worry about their loved ones not receiving adequate attention, and patients may not get the necessary care in a timely manner. Hospital administrators and government officials must take action to address these challenges by hiring more staff, increasing salaries, and improving working conditions (Bae, 2023; Zhang et al., 2024). Research plays a vital role in understanding the long-term impacts of workforce shortages on patient care, staff burnout, and healthcare costs (Bae, 2023). Further research is needed to evaluate the effectiveness of staffing policies, the potential role of technology, and the sustainability of retention strategies (Zhang et al., 2024).
Potential Solutions
Addressing the shortage of healthcare workers, particularly nurses, requires multiple solutions. Some strategies focus on retaining existing staff, while others aim to recruit new workers. One potential solution is to improve working conditions for nurses, including better pay, flexible work schedules, and increased workplace support. Research has shown that when nurses feel valued, they are more likely to stay in their positions, which can reduce turnover and improve patient care (Bae, 2023). However, expanding the workforce requires additional financial resources, and results may take time.
Increasing the number of nursing programs and scholarships is another possible solution. Programs to help new nurses transition into their roles could also ease the burden. However, this approach may take years to yield results, as it takes time to train new nurses (Musy et al., 2021). Another approach involves incorporating technology to ease the burden on nurses. Telemedicine and artificial intelligence (AI) can help reduce administrative tasks and facilitate remote consultations. While these technologies can improve efficiency, their high implementation costs and limited availability in some healthcare facilities could pose challenges.
Improving working conditions remains one of the most effective solutions. Research shows that when nurses work in supportive environments, patient care improves (Lasater et al., 2021). Combining various solutions, such as enhancing work conditions, expanding nursing training, and incorporating technology, may be the most effective approach. However, implementing AI faces barriers like high costs, privacy concerns, and resistance from healthcare workers who fear job displacement (Lasater et al., 2021). Additionally, AI’s limitations in accuracy and regulatory challenges slow its adoption (Musy et al., 2021).
The Impact of Ethical Principles on Solutions
Ethical considerations are essential to ensure that solutions are fair, safe, and effective. Four key ethical principles must be considered in addressing healthcare workforce shortages: beneficence, nonmaleficence, autonomy, and justice. Beneficence promotes actions that benefit others. Solutions like improving work conditions and providing more training for nurses help both healthcare workers and patients. For example, hiring more nurses can reduce the workload on existing staff and improve patient outcomes. Lasater et al. (2021) found that hospitals with a 4:1 nurse-patient ratio could have prevented 1,595 deaths annually and saved $117 million in costs.
Nonmaleficence emphasizes preventing harm. Overworked nurses are more likely to make mistakes that harm patients. Addressing the staffing shortage is crucial to avoid such harm. AI technologies could assist in reducing the administrative burden, ensuring nurses focus more on patient care. Autonomy relates to respecting individual choices. Nurses should have some control over their work-life balance. Offering flexible schedules and improved working conditions can help retain nurses while allowing them personal time.
Justice ensures fairness, meaning that solutions must be equitable for all, including rural areas with fewer healthcare workers. Telehealth can bridge the gap, offering more accessible care for both patients and nurses. Providing higher salaries and housing incentives in rural areas can help attract and retain healthcare workers (Witter et al., 2021). Solutions must also address bias, ensuring that improvements are made for all workers, regardless of gender, race, or location. Longenecker et al. (2020) suggest that rural-focused training programs and financial incentives can help balance healthcare services across regions.
Sphere of Care
Chronic disease management requires consistent care, but the shortage of healthcare workers limits patients’ access to necessary services. Rural patients, in particular, face long wait times and limited access to healthcare providers, complicating the management of conditions like diabetes and heart disease. Telehealth offers a solution by allowing patients to consult with doctors remotely, reducing the need for in-person visits. This is particularly beneficial for those in remote areas, saving time and money. Through telehealth, doctors can monitor patients more frequently, catch potential issues early, and prevent complications. A study by Moulaei et al. (2023) found that 29% of patients preferred telemedicine for its convenience and cost-effectiveness, despite 71% favoring in-person visits.
Telehealth benefits healthcare workers as well, enabling them to see more patients in less time, reducing stress, and improving efficiency. It can also connect patients to specialists who may not be available locally, ensuring equitable access to care. This supports the ethical principle of justice, providing equal care opportunities for all. Furthermore, telehealth promotes beneficence, enhancing patient well-being, and nonmaleficence, as it reduces the risk of harm. It also respects autonomy by offering patients more control over their healthcare. As such, telehealth is a valuable solution for managing chronic diseases, particularly in rural areas, and relieving the pressure on healthcare workers.
Conclusion
The shortage of healthcare workers is a critical issue that leads to burnout among healthcare staff and jeopardizes patient safety. Addressing this issue requires better pay, improved work schedules, and enhanced training programs to retain workers. Incorporating technology such as telehealth can further improve care delivery. Hospitals and healthcare leaders must act swiftly to address these challenges and protect both healthcare workers and patients.
References
Bae, S.-H. (2023). Comprehensive assessment of factors contributing to the actual turnover of newly licensed registered nurses working in acute care hospitals: A systematic review. BMC Nursing, 22(1). https://doi.org/10.1186/s12912-023-01190-3
Jonasdottir, S. K., Thordardottir, I., & Jonsdottir, T. (2022). Health professionals’ perspective towards challenges and opportunities of telehealth service provision: A scoping review. International Journal of Medical Informatics, 167, 104862. https://doi.org/10.1016/j.ijmedinf.2022.104862
Lasater, K. B., Aiken, L. H., Sloane, D., French, R., Martin, B., Alexander, M., & McHugh, M. D. (2021). Patient outcomes and cost savings associated with hospital safe nurse staffing legislation: An observational study. BMJ Open, 11(12), e052899. https://doi.org/10.1136/bmjopen-2021-052899
Longenecker, R. L., Andrilla, C. H. A., Jopson, A. D., Evans, D. V., Schmitz, D., Larson, E. H., & Patterson, D. G. (2020). Pipelines to pathways: Medical school commitment to producing a rural workforce. The Journal of Rural Health, 37(4), 723–733. https://doi.org/10.1111/jrh.12542
NURS FPX 4000 Assessment 5
Moulaei, K., Sheikhtaheri, A., Fatehi, F., Yazdani, A., & Bahaadinbeigy, K. (2023). Patients’ perspectives and preferences toward telemedicine versus in-person visits: A mixed-methods study on 1226 patients. BMC Medical Informatics and Decision Making, 23(1). https://doi.org/10.1186/s12911-023-02348-4
Musy, S. N., Endrich, O., Leichtle, A. B., Griffiths, P., Nakas, C. T., & Simon, M. (2021). The association between nurse staffing and inpatient mortality: A shift-level retrospective longitudinal study. International Journal of Nursing Studies, 120(103950), 103950. https://doi.org/10.1016/j.ijnurstu.2021.103950
Witter, S., Herbst, C. H., Smitz, M., Balde, M. D., Magazi, I., & Zaman, R. U. (2021). How to attract and retain health workers in rural areas of a fragile state: Findings from a labour market survey in Guinea. PloS One, 16(12), e0245569. https://doi.org/10.1371/journal.pone.0245569
Zaranko, B., Sanford, N. J., Kelly, E., Rafferty, A. M., Bird, J., Mercuri, L., Sigsworth, J., Wells, M., & Propper, C. (2022). Nurse staffing and inpatient mortality in the English national health service: A retrospective longitudinal study. BMJ Quality & Safety, 32(5), bmjqs-2022-015291. https://doi.org/10.1136/bmjqs-2022-015291
NURS FPX 4000 Assessment 5
Zhang, H., Abdullah, V. C. W. B., & Wong, L. (2024). The association between burnout, perceived organizational support, and perceived professional benefits among nurses in China. Heliyon, e39371. https://doi.org/10.1016/j.heliyon.2024.e39371