NHS FPX 6008 Assessment 2 Needs Analysis for Change

Capella University NHS FPX 6008 Assessment 2 Needs Analysis for Change– Step-By-Step Guide

This guide will demonstrate how to complete the Capella University  NHS FPX 6008 Assessment 2 Needs Analysis for Change assignment based on general principles of academic writing. Here, we will show you the A, B, Cs of completing an academic paper, irrespective of the instructions. After guiding you through what to do, the guide will leave one or two sample essays at the end to highlight the various sections discussed below.

How to Research and Prepare for NHS FPX 6008 Assessment 2 Needs Analysis for Change

Whether one passes or fails an academic assignment such as the Capella University  NHS FPX 6008 Assessment 2 Needs Analysis for Change  depends on the preparation done beforehand. The first thing to do once you receive an assignment is to quickly skim through the requirements. Once that is done, start going through the instructions one by one to clearly understand what the instructor wants. The most important thing here is to understand the required format—whether it is APA, MLA, Chicago, etc.

After understanding the requirements of the paper, the next phase is to gather relevant materials. The first place to start the research process is the weekly resources. Go through the resources provided in the instructions to determine which ones fit the assignment. After reviewing the provided resources, use the university library to search for additional resources. After gathering sufficient and necessary resources, you are now ready to start drafting your paper.

How to Write the Introduction for  NHS FPX 6008 Assessment 2 Needs Analysis for Change 

The introduction for the Capella University  NHS FPX 6008 Assessment 2 Needs Analysis for Change  is where you tell the instructor what your paper will encompass. In three to four statements, highlight the important points that will form the basis of your paper. Here, you can include statistics to show the importance of the topic you will be discussing. At the end of the introduction, write a clear purpose statement outlining what exactly will be contained in the paper. This statement will start with “The purpose of this paper…” and then proceed to outline the various sections of the instructions.

How to Write the Body for  NHS FPX 6008 Assessment 2 Needs Analysis for Change

After the introduction, move into the main part of the  NHS FPX 6008 Assessment 2 Needs Analysis for Change  assignment, which is the body. Given that the paper you will be writing is not experimental, the way you organize the headings and subheadings of your paper is critically important. In some cases, you might have to use more subheadings to properly organize the assignment. The organization will depend on the rubric provided. Carefully examine the rubric, as it will contain all the detailed requirements of the assignment. Sometimes, the rubric will have information that the normal instructions lack.

Another important factor to consider at this point is how to do citations. In-text citations are fundamental as they support the arguments and points you make in the paper. At this point, the resources gathered at the beginning will come in handy. Integrating the ideas of the authors with your own will ensure that you produce a comprehensive paper. Also, follow the given citation format. In most cases, APA 7 is the preferred format for nursing assignments.

How to Write the Conclusion for  NHS FPX 6008 Assessment 2 Needs Analysis for Change 

After completing the main sections, write the conclusion of your paper. The conclusion is a summary of the main points you made in your paper. However, you need to rewrite the points and not simply copy and paste them. By restating the points from each subheading, you will provide a nuanced overview of the assignment to the reader.

How to Format the References List for  NHS FPX 6008 Assessment 2 Needs Analysis for Change 

The very last part of your paper involves listing the sources used in your paper. These sources should be listed in alphabetical order and double-spaced. Additionally, use a hanging indent for each source that appears in this list. Lastly, only the sources cited within the body of the paper should appear here.

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Sample Answer for NHS FPX 6008 Assessment 2 Needs Analysis for Change

All organizations need to embrace change to keep up with the new advances that transform various ways of operations. In healthcare systems, change has been the most significant way these organizations use to identify new styles of meeting patient outcomes (Sartini et al., 2022). However, before any assigned or approved the change, the organization needs to carry out the need analysis to show some of the changes required in an institution. As a result, the purpose of this assignment is to carry out a need analysis for change at Katherine Shaw Bethea Hospital located in Lee County.

The economic Issue

In Lee County there is a rising need to have an urgent care facility that accepts all insurances. The county’s poverty rate of 20% shows that the community is facing an increasing Medicaid population that would require an urgent care facility that accepts most of the insurance (Lee County, 2018). As of now, the only urgent care in the area is a private facility that does not accept Medicaid. The patients who visit the facility for non-emergent needs or lack primary doctors are forced to seek attention from the emergency department. This increases the population of patients in the emergency department for non-emergent patients.

Rationale

Developing an urgent care facility that accepts all insurances in Lee County will significantly impact the quality-of-service delivery in rural areas. In most cases, rural areas are left out in the planned integration process, leaving them in dilapidated conditions that are unable to meet the required healthcare outcome. Again, the increasing Medicaid population in rural areas is significant and requires better healthcare attention because of their vulnerability. All these are important indicators of the need to construct urgent healthcare facilities in the county.

KSB Hospital is not alone in treating an area with a large population living in poverty, but one difference is that there is not an urgent care facility that accepts Medicaid, which is the insurance most people in poverty have in Lee County (Lee County, 2018). The main objective of an ED in Lee County is to treat emergency and urgent cases. Still, due to malfunctioning health services in communities, there is a rise in the improper use of emergency departments. The Medicaid population depends on the program as the common payer source for ER visits. These visits are higher in rural and urban communities (Lee County, 2018). The primary insurance of the Medicaid is not accepted in the available urgent care facilities leading to overcrowding in ED.

Economic Disparities

The population in rural areas is generally aged, implying that they heavily depend on Medicaid insurance for emergent and non-emergent care. This population also constitutes many people who depend on pensions and children working in urban areas. Therefore, the overall income of the population in rural areas is not reliable and strong as compared to the situation in urban centers (Hess et al., 2018). This difference implies that the population in rural areas tends to use the available insurance to obtain any form of healthcare service. However, the lack of urgent care facilities that accept a wide range of insurances forces them to receive these services from the ED, which results in overcrowding (Sartini et al., 2022). Overcrowding affects the quality of care, increases the risk of patients having adverse outcomes, and increases the risk of errors.

The increase in cases of overcrowding in ED does not only affect the quality but also increases the chances of nurse burnout. In most cases, the population of nurses working in rural healthcare communities is few because of the comparatively low patient population recorded daily (Cho & Steege, 2021). However, the reduced number of nurses is always commensurate with the population of patients resulting in the required nurse-to-patient ratio. In the case of KSB, nurses in the emergency department will be forced to work for longer hours and attend to many patients to ease the pressure on the department. This situation affects the workout of the nurses and reduces their job satisfaction. Therefore, the current situation at KSB affects not only patients but also nurses, who are the main pillar of service delivery in rural healthcare centers.

Potential Change

The desired change is to have an additional urgent care facility that will accept the insurance that many people have within the community. The current influx of patients in the ED results in overcrowding because they do not have primary doctors that can attend to their non-emergent issues at their homes. The development of a new urgent care facility would come at a high financial cost but with a better result for the community (Sartini et al., 2022). For instance, adding an urgent care facility would reduce overcrowding as many patients can use their insurance to access healthcare services. This facility would give patients more than one option of receiving better healthcare services.

Outcome and Opportunities for Growth

The current proposed plan at KSB hospital is to build an urgent care facility. This process will have a financial impact on the hospital, but the outcome would solve the current problem at the facility (Sartini et al., 2022). Developing the plan to build this facility will open up the clinic to more patients as they can receive quality care. The outcome of the new facility will be seen in the increased quality and low workload among nurses.

Conclusion    

A significant increase in the number of patients in the ED leads to overcrowding all over the county. This pressure on the ED would affect healthcare quality and increase nurse workloads. Implementing an urgent care facility that treats patients of all financial backgrounds is necessary and will positively impact the community.

References

Cho, H., & Steege, L. M. (2021). Nurse fatigue and nurse, patient safety, and organizational outcomes: A systematic review. Western Journal of Nursing Research, 43(12), 1157-1168. https://doi.org/10.1177/0193945921990892

Hess, J., Miller, B., Paiva, W., Stroup, J., & Fong, E. (2018, March 15). Comparison of emergency room utilization for non-emergent purposes before and after the implementation of the affordable care act. OSU Center for Health Sciences Research Profiles. Retrieved from https://scholars.okstate.edu/en/publications/comparison-of-emergency-room-utilization-for-non-emergent-purpose

Lee County Community Health Needs Assessment (CHNA) report. (2018). Retrieved from http://www.leecountyhd.org/files/3916/6128/0584/LEE_CO_CHNA_Report__Oct_2018_web.pdf

Sartini, M., Carbone, A., Demartini, A., Giribone, L., Oliva, M., Spagnolo, A. M., Cremonesi, P., Canale, F., & Cristina, M. L. (2022). Overcrowding in emergency department: Causes, consequences, and Solutions—A narrative review. Healthcare, 10(9), 1625. https://doi-org.library.capella.edu/10.3390/healthcare10091625

Sample Answer 2 for NHS FPX 6008 Assessment 2 Needs Analysis for Change

Nurses strive to provide care that promote outcomes such as safety, quality, and efficiency in their practice. Often, they translate evidence-based interventions into practice with the aim of aligning care interventions with the needs and expectations of their patients. However, organizational issues such as shortage of nurses threaten the realization of these outcomes. Therefore, this paper builds on the previous projects by examining further the issue of nursing shortage and the need for addressing it in healthcare.

Summary of the Chosen Economic Issue and Its Impact

            The selected issue for the project is inadequate staffing among nurses. According to the data by World Health Statistics Report, America has 3.9 million of the 29 million nurses globally. Despite this, it experienced an acute shortage of more than one million nurses by 2020. The statistics by the American Nurses Association show that more than 275000 nurses will be needed from 2020 to 2030 to fill the current gap in healthcare workforce. The issues of concern contributing to the worsening shortage of nurses in America include aging population, high turnover rates, lack of nursing educators, and inequitable workforce distribution (Haddad et al., 2022). Nursing shortage have negative impacts on healthcare, patients, and colleagues. First, it increases nurses’ workload, which causes burnout, occupational stress, low job satisfaction, and high turnover rates among nurses. Nursing shortage also lowers the quality of care due to increased cases of safety issues such as medical errors in the care process. Communities suffer from poor quality of care, increased safety issues, and disease burden among the population. Nursing shortage also increases costs incurred by healthcare organizations in hiring, training, and struggling to retain their staff (Haryanto, 2019; Marć et al., 2019). Despite the pervasiveness in nursing shortage, minimal interventions have been adopted in my practice site to address the issue. In addition, nurses have not explored evidence-based interventions that can be used to improve retention rates among them. Consequently, it is crucial to implement measures that will address the issue for optimum outcomes in healthcare.

Socioeconomic or Diversity Disparity

            Sociodemographic factors contribute to the worsening shortage of nurses in the USA. Accordingly, nursing workforce ages the same way the population does. Currently more than 1 million nurses in America are aged more than 50 years, which translate into their potential retirement within the next decade. The challenge with this number retiring is that training institutions cannot train new nurses to match those exiting the service through retirement (Haddad et al., 2022). There is also the decline in faculty members that can handle a high number of nursing students enrolled in different institutions to address the problem. The other factor contributing to the difference in nursing shortage across health organizations is unhealthy workplaces. Nurses comprise the most vulnerable population to workplace violence as compared to any other profession in healthcare (Haryanto, 2019). Workplace violence increases turnover rate among them due to its associated physical and psychosocial impacts.

The Need to Address the Chosen Issue

            Nursing shortage should be addressed because of its effects on healthcare organizations, patients, and healthcare providers. As noted initially, nursing shortage increases the workload for the existing staff. The increase in workload is attributed to the imbalance between the patient and nurses’ numbers in an organization. The effects of high workload include burnout, stress, lack of job satisfaction, and high level of turnover among nurses. Nursing shortage also increase the risk and rate of errors, delays in care, high morbidity, and mortality rates. Nursing shortage also as cost implications to healthcare organizations (Park & Yu, 2019; Spurlock, 2020). Accordingly, there is an increase in use of resources because of extended hospital stays for patients, hiring, training, and retaining new staff, and lawsuits for issues such as negligence among healthcare providers.

Some interventions can be explored to address the issue of nursing shortage. One of them is empowerment where health organizations can prioritize nurses’ needs. Health organizations should strive to create safety culture. They should also ensure the adoption of interventions that increase retention among nurses such as offering training opportunities for continued professional development and better remuneration to minimize their turnover rates (Haddad et al., 2022; Park & Yu, 2019).

Predicted Outcomes and Opportunities for Growth

            Health organizations that empower their nurses and create safety culture not only address the issue of nursing shortage but also improve care outcomes and performance. Reduction in errors, hospitalization costs, and turnover rates improve the safety, quality, and efficiency of care given in an organization. It also provides organizations insights into inefficient systems and processes that should be addressed to enhance performance. Addressing nurses’ needs contributing to high turnover rates among them also leads to patient satisfaction with the care given in their organization (Park & Yu, 2019). As a result, organizations, nurses, and patients benefit from solving the issue.

Several opportunities for growth can be explored to address the issue of nursing shortage. As noted above, health organizations can create safety culture to eliminate organizational factors that contribute to nursing shortages. In addition, they can prioritize nurses’ needs, by providing them with opportunities for professional and personal growth. The other potential area of growth in addressing the problem is health organizations seeking Magnet Certification. The certification demonstrates organization’s dedication towards the delivery of superior nursing processes and high quality and safe care that contributes to patient satisfaction (Haddad et al., 2022). In doing this, health organizations must prioritize optimization of their workforce, including addressing nursing shortages.

Conclusion

            In summary, nursing shortage has significant impact on other healthcare providers, patients, and health organizations. Factors such as burnout, workplace violence, and aging nursing workforce contribute to nursing shortage. Solutions such as empowering nurses and creating culture safety are effective in addressing the problem in the long term. Therefore, by addressing nursing shortage, outcomes such as cost reduction, improved safety, and quality of healthcare will be achieved.

References

Haddad, L. M., Annamaraju, P., & Toney-Butler, T. J. (2022). Nursing Shortage. In StatPearls. StatPearls Publishing. http://www.ncbi.nlm.nih.gov/books/NBK493175/

Haryanto, M. (2019). Nursing Shortage: Myth or Fact? Orthopaedic Nursing, 38(1), 1. https://doi.org/10.1097/NOR.0000000000000535

Marć, M., Bartosiewicz, A., Burzyńska, J., Chmiel, Z., & Januszewicz, P. (2019). A nursing shortage – a prospect of global and local policies. International Nursing Review, 66(1), 9–16. https://doi.org/10.1111/inr.12473

Park, H., & Yu, S. (2019). Effective policies for eliminating nursing workforce shortages: A systematic review. Health Policy and Technology, 8(3), 296–303. https://doi.org/10.1016/j.hlpt.2019.08.003

Spurlock, D. (2020). The Nursing Shortage and the Future of Nursing Education Is in Our Hands. Journal of Nursing Education, 59(6), 303–304. https://doi.org/10.3928/01484834-20200520-01