Developing Organizational Policies and Practices Assignment 1 Solution

Developing Organizational Policies and Practices

Competing needs arise within any organization as employees seek to meet their targets and leaders seek to meet company goals. As a leader, successful management of these goals requires establishing priorities and allocating resources accordingly.

Within a healthcare setting, the needs of the workforce, resources, and patients are often in conflict. Mandatory overtime, implementation of staffing ratios, use of unlicensed assisting personnel, and employer reductions of education benefits are examples of practices that might lead to conflicting needs in practice.

Leaders can contribute to both the problem and the solution through policies, action, and inaction. In this Assignment, you will further develop the white paper you began work on in Module 1 by addressing competing needs within your organization.

To Prepare:

· Review the national healthcare issue/stressor you examined in your Assignment for Module 1, and review the analysis of the healthcare issue/stressor you selected.

· Identify and review two evidence-based scholarly resources that focus on proposed policies/practices to apply to your selected healthcare issue/stressor.

· Reflect on the feedback you received from your colleagues on your Discussion post regarding competing needs.

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Developing Organizational Policies and Practices
Developing Organizational Policies and Practices

The Assignment (1-2 pages):

Developing Organizational Policies and Practices

Add a section to the 2-3 page paper you submitted in Module 1. T

he new section should address the following in 1-2 pages:

· Identify and describe at least two competing needs impacting your selected healthcare issue/stressor.

· Describe a relevant policy or practice in your organization that may influence your selected healthcare issue/stressor.

· Critique the policy for ethical considerations, and explain the policy’s strengths and challenges in promoting ethics.

· Recommend one or more policy or practice changes designed to balance the competing needs of resources, workers, and patients, while addressing any ethical shortcomings of the existing policies. Be specific and provide examples.

· Cite evidence that informs the healthcare issue/stressor and/or the policies, and provide two scholarly resources in support of your policy or practice recommendations.

· Due to the nature of this assignment, your instructor may require more than  7 days to provide you with quality feedback.

Solution:Organizational Policies and Practices

Developing Organizational Policies and Practices

Despite several measures to address nurse shortage in our facility, competing needs, including the availability of resources and the needs of patients and other providers, have affected the effectiveness of these measures. In this regard, nurses in our organization need a suitable working environment, competitive salaries, growth opportunities, and a healthy working culture. While policies implemented have been effective in promoting a healthy working culture and a suitable working environment, the issues of competitive salaries and opportunities for growth are still a major problem in the healthcare facility.(Organizational Policies and Practices)

Nurses feel they should receive a salary increase for working extra hours and serving multiple patients following the nurse shortage. However, our organization’s leaders argue that increased salaries would affect the facility’s operations. Our organization mainly relies on reimbursements for financial support and has limited external funding. In this regard, if the nurses’ pay is increased gradually over a period, there are higher chances that it will soon be bankrupt or run into unmanageable debts to carry on its operations.(Organizational Policies and Practices)

Additionally, the organization has not fulfilled the nurses’ needs, including opportunities for growth and other benefits, which has hindered its ability to address nurse shortage problems. Nurses want paid time off, loan assistance to advance their education, flexible working hours, and family leaves. Currently, male nurses in the facility do not receive paternal leaves due to nurse shortage. However, the lack of these benefits also contributes to the nursing shortage as it contributes to a high turnover and hinders the acquisition of new talent.(Organizational Policies and Practices)

On the other hand, the organization has limited human and financial resources, facilities, and materials needed to provide healthcare services. In this regard, the shortage of these resources has made it challenging to address nurse shortage issues. Specifically, the lack of resources has hindered the realization of patients’ and nurses’ needs in the facilities. Patients need to receive quality healthcare which includes receiving attention from healthcare providers. Therefore, the lack of resources to acquire and retain new nurses has made it difficult to meet the patients’ needs, affecting the overall healthcare goals.

However, the organization may adopt several measures to address these issues, to meet these competing needs and nurse shortage. One practice that the organization may adopt is collaborating with other healthcare providers to reduce the workload among nurses and meet the patients’ needs (Poghosyan et al., 2018). While the facility has implemented effective policies to promote a healthy working environment, collaboration is one of the best ways to address the nurse shortage. According to Karam et al. (2018), collaboration among nurses and physicians provides more efficient and effective patient care and a supportive environment where these providers can develop their practice. It involves intraprofessional and interprofessional processes where nurses form a team that focuses on solving healthcare problems and delivering patient care through knowledge and skill-sharing (Broome & Marshall, 2021).(Organizational Policies and Practices)

Nursing practitioners account for the largest staff makeup in our facility, but most of them are not licensed and authorized to diagnose and offer treatment to patients. On the other hand, physicians are some of the least staff in the facility, especially specialized physicians. While these nurses work with different physicians to provide primary and specialized patient care, they are not competent to provide these services independently. Therefore, the physicians delegate tasks to them, where they can carry out treatment operations in the absence of the providers. As a result, these providers can reduce the overall workload, reduce the working hours and improve the quality of services provided.(Organizational Policies and Practices)

The healthcare organization provides these providers with support and training to develop collaborative skills and has established operational structures that ensure that the nurses’ authority to make decisions is acknowledged. The organization also has effective nurse leaders who promote collaboration among the employees. Through these policies, the healthcare providers are more accountable, honor dignity, and maintain confidentiality and privacy, which promote healthcare delivery. However, collaboration raises ethical issues, including disputes among the providers in the healthcare team and moral distress in nursing. In this regard, these providers are from different demographic backgrounds and feel their values, beliefs, and opinions should be respected.(Organizational Policies and Practices)

Nonetheless, the nurse leaders have helped address these differences, promoting collaboration. Moral distress in nursing is still prevalent in our facility, especially among nursing practitioners. Through delegation, these nurses are given instructions they should follow while providing patient care. However, they may feel that what they perceive as an ethically correct action is different from what they have been tasked with doing, which may cause emotional stress, affecting their ability to provide patient care. It may also present a moral dilemma to how they can conduct themselves ethically.(Organizational Policies and Practices)

An alternative policy would support the nursing code of ethics provided by the American Nursing Association. It can also provide the providers with ongoing education and training to ensure they are familiar with the code of ethics and apply it in their daily practice (Karam et al., 2018). In this regard, the physicians will ensure that whatever task they are delegating to nurses is ethical and the treatment is also correct to promote more effective collaboration and overall patient satisfaction. Additionally, nursing practitioners will also have less emotional stress from moral dilemmas, increasing the efficiency of patient care delivery. Lastly, implementing a policy that supports a nursing code of ethics will help to address conflict rising from different opinions on treatment delivery, improving collaboration (Karam et al., 2018).(Organizational Policies and Practices)


Broome, M., & Marshall, E. S. (2021). Transformational leadership in nursing: From expert clinician to influential leader (3rd ed.). New York, NY: Springer.(Organizational Policies and Practices)

Karam, M., Brault, I., Van Durme, T., & Macq, J. (2018). Comparing interprofessional and interorganizational collaboration in healthcare: A systematic review of the qualitative research. International Journal of Nursing Studies79, 70-83.

Norful, A. A., De Jacq, K., Carlino, R., & Poghosyan, L. (2018). Nurse practitioner–physician Comanagement: A theoretical model to alleviate primary care strain. The Annals of Family Medicine16(3), 250-256.

Poghosyan, L., Norful, A. A., & Laugesen, M. J. (2018). Removing restrictions on nurse practitioners’ scope of practice in New York State: Physicians’ and nurse practitioners’ perspectives. Journal of the American Association of Nurse Practitioners30(6), 354-360.

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