NRS 493 Topic 2 DQ 1

NRS 493 Topic 2 DQ 1 During your practicum, determine what clinical problem or issue the organization is facing. Discuss two implications for nursing. The clinical issue that the organization is facing is staff turnover. This is a leadership issue that can be addressed. It relates to both nursing and ancillary staff. In the clinical setting, staff turnover can have some big repercussions. It is imperative for a nurse in the leadership role to figure out why the turnover rate is so high and what the organization (and staff) can do to prevent, diminish or eliminate turnover. Always having staff that are new and in training makes it difficult for the nurse to form relationships with the staff and have a reliable group of peers to work with. Delegation and trust are two big things that develop over time between the nurse and ancillary staff. It is also hard for the nurse in the leadership role to explain to patients why the turnover is the way it is. The patients depend on the clinic and staff to keep them alive and watching new staff come and go is not cohesive to a dependable, strong clinic. There are significant issues related to staff turnover, "evidence does exist giving a picture of multiple determinants of turnover in adult nursing, with - at the individual level - nurse stress and dissatisfaction being important factors and -at the organisational level - managerial style and supervisory support factors holding most weight," (Halter et al., 2017). If these important relationships are not able to develop, then the job satisfaction is impacted only adding to the rate of turnover for an organization. When both nursing and the ancillary staff are not satisfied, it can affect the organization in numerous ways, but the most important is the quality of patient care. A "high turnover rate, specifically amongst nurses, causes numerous negative effects on the healthcare system. The major effect is not on the company finances, but it especially affects the ability to meet patient needs and the provision of quality patient care," (Van Staden, 2017). Coming up with a solution for an organization is dependent upon each organization’s individual resources and leadership. No matter what, it is imperative for leadership to do the best they can to retain highly trained, efficient and reliable staff. References Halter, M., Boiko, O., Pelone, F., Beighton, C., Harris, R., Gale, J., Gourlay, S. & Drennan, V. (2017). The determinants and consequences of adult nursing staff turnover: a systematic review of systematic reviews. BMC Health Services Research, 17(1), 1–20. Van Staden, E. (2017). High staff turnover - can it be reduced? Professional Nursing Today, 21(4), 54–56.