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¶ … high turnover of nursing personnel. The three main risks associated with this issue are 1) poor quality care, 2) unhealthy work environments, and 3) negative financial performance.
The first risk -- poor quality care -- is the result of a high turnover of nurses, which can lead to inadequate staffing. When there are two few nurses on any given shift, patients receive less care and attention because the nurses on shift are stretched in too many directions at once. Patients are required to wait longer, especially in the ER, which can be problematic for patients requiring immediate care. Such is what happened to Edith Rodriguez at King-Drew hospital in L.A: she died in the ER lobby waiting area because of insufficient attention given her by an over-stretched staff (AP, 2007).
The risk management solution to this first issue is to develop a temporary pool of nurses who can work on an as-needed basis. This allows for a contingency of nurses who can fill the gaps in shifts that result from high nursing personnel turnover. Another intervention that can help to mitigate risk is to develop standard operating procedures and a risk management plan that addresses emergency cases. With such a plan in place, nursing personnel can properly assess and handle situations so that...
A decline in the number of patient injuries and deaths with the stop-gap policies in place would indicate that the strategy is working effectively for the hospital.
The second risk -- unhealthy work environments -- can occur as a result of high nursing turnover as nurses who are filling in for missing personnel become fatigued, stressed, and inefficient. The rate of incidence of injuries such as needlestick can increase as a result of fatigue (Ihan et al., 2006; Smith et al., 2006; Geiger-Brown et al., 2010). Injuries and stress can lead to hostility in the workplace environment, which can impact relations between nurses and patients and lead to health issues for both nurses and patients.
The risk management solution to this issue is to devise and implement focus groups for nurses to allow them to voice their concerns in specific areas of the workplace. This strategy will include allowing nurses to be part of the decision making process on committees that regulate and oversee workplace activity. A second strategy to…
References
AP. (2007). Woman dies in ER lobby as 911 refuses to help. NBCNews. Retrieved from http://www.nbcnews.com/id/19207050/ns/health-health_care/t/woman-dies-er-lobby-refuses-help/#.V0XO57grLIU
Den, H., Deanne, N., & Belschak, F. D. (2012). When Does Transformational Leadership Enhance Employee Proactive Behavior? The Role of Autonomy and Role Breadth Self-Efficacy. Journal of Applied Psychology, 97(1), 194-202.
Geiger-Brown, J. (2010). Is it time to pull the plug on 12-hour shifts? Part 1. The evidence. Journal of Nursing Administration, 40(3): 100-102.
Ihan, M., et al. (2006). Long working hours increase the risk of sharp and needlestick injury in nurses: the need for new policy implication. Journal of Advanced Nursing, 56(5): 563-568.
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