PLEASE FOLLOW THE INSTRUCTIONS AS INDICATED BELOW: 1). ZERO (0) PLAGIARISM 2). ATLEAST 5 REFERENCES, NO MORE THAN 5 YEARS 3). PLEASE SEE THE FOLLOWING ATTACHED RUBRIC DETAILS AND THE PREVIOUS ASSIGNMENT FROM LAST WEEK, WHICH IS FROM MODULE 1 ASSIGNMENT. Thank you. 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. Add a section to the paper you submitted in Module 1. The new section should address the following:

Addressing Competing Needs within an Organization: A Strategic Approach

Introduction

Competing needs often arise within organizations as employees strive to meet their individual targets, while leaders work towards company goals. This complex dynamic is particularly prominent in healthcare settings, where the needs of the workforce, resources, and patients can frequently clash. The effective management of these competing needs requires leaders to establish priorities and allocate resources accordingly. This paper aims to further develop the white paper by addressing the competing needs within the organization, focusing on mandatory overtime, implementation of staffing ratios, use of unlicensed assisting personnel, and employer reductions of education benefits. By exploring these issues and providing potential solutions, leaders can effectively navigate the conflicts and create a harmonious working environment.

Competing Needs and Challenges

1. Mandatory overtime

Mandatory overtime is a recurring challenge in healthcare organizations. Although it enables organizations to meet patient needs during periods of high demand, it can lead to detrimental effects on the workforce. Overtime can result in employee burnout, decreased job satisfaction, and increased turnover rates. Furthermore, it can compromise patient safety and quality of care, as tired and overworked staff may make errors in their decision-making and execution of tasks.

2. Implementation of staffing ratios

The implementation of staffing ratios is another critical issue that often sparks conflicts within healthcare organizations. Staffing ratios aim to ensure adequate staffing levels based on patient acuity and workload. However, determining appropriate ratios can be challenging, as factors such as patient complexity, geographical location, and resource availability vary widely. Insufficient staffing ratios can result in increased workload and stress among healthcare providers, leading to decreased patient safety and quality of care.

3. Use of unlicensed assisting personnel

The utilization of unlicensed assisting personnel (UAP) is a debated topic within healthcare organizations. UAPs, such as nursing assistants or medical assistants, can perform certain tasks under the supervision of licensed professionals, providing support to the healthcare team. However, there are concerns regarding their level of competency and the potential impact on patient outcomes. Balancing the need for cost-effective support with ensuring safe and quality care is a pressing challenge for leaders.

4. Employer reductions of education benefits

Changes in healthcare funding and financial constraints often compel employers to reduce education benefits for their employees. While these measures may alleviate immediate financial burdens, they can hinder employee development, career advancement, and the acquisition of new skills. This reduction may lead to a decrease in employee engagement, alignment, and productivity, which can ultimately affect patient care outcomes.

Strategic Approaches and Potential Solutions

1. Mandatory overtime

To address the issue of mandatory overtime, leaders should implement a comprehensive workforce planning strategy. This strategy involves accurate forecasting of patient demand, scheduling adjustments, and ensuring adequate staffing levels. By adopting flexible shift policies, offering incentives for voluntary overtime, and providing a supportive work environment, leaders can minimize the reliance on mandatory overtime and mitigate its negative consequences.

2. Implementation of staffing ratios

To establish appropriate staffing ratios, leaders should engage in collaborative decision-making processes involving frontline staff, nursing leaders, and other stakeholders. Conducting regular assessments of workload and patient acuity, as well as utilizing evidence-based tools and benchmarks, can help inform the determination of optimal staffing ratios. Additionally, leaders should prioritize ongoing education and training to ensure staff are equipped with the necessary skills for managing patient care effectively.

3. Use of unlicensed assisting personnel

Leaders should adopt a systematic approach when utilizing UAPs, ensuring they receive comprehensive training and ongoing supervision. Clear guidelines and protocols should be established to delineate the tasks UAPs can perform, ensuring they align with their competencies and scope of practice. Regular performance evaluations and feedback mechanisms should be implemented to monitor their performance, address any issues, and foster a culture of continuous improvement.

4. Employer reductions of education benefits

To minimize the negative impact of reduced education benefits, leaders should explore alternative strategies to support employee development. This may involve negotiating partnerships with educational institutions for discounted tuition rates, providing scholarships or grants, or offering flexible scheduling to accommodate educational pursuits. Additionally, leaders should emphasize the value of lifelong learning and create a culture that encourages professional growth and development.

Conclusion

In conclusion, addressing competing needs within healthcare organizations is a complex and ongoing challenge for leaders. By understanding the potential conflicts and implementing strategic approaches to mitigate them, leaders can create a harmonious working environment that benefits all stakeholders – employees, patients, and the organization as a whole. The strategic solutions presented for mandatory overtime, implementation of staffing ratios, use of unlicensed assisting personnel, and employer reductions of education benefits provide a framework for leaders to navigate these challenges effectively. Through collaborative decision-making, ongoing education and training, and a commitment to employee development, leaders can create a sustainable and high-performing healthcare organization.