see below

Running head: STAFFING LEVEL 1

STAFFING LEVEL 2

Unsafe Staffing Level

Student Name

Institution Affiliation

Unsafe Staffing Level

Unsafe Levels of Staffing (EBP Problem)

Regarding numerous facets of performance, nurse safety has been a major issue. It's no longer guaranteed because of the emerging limits that nurses must deal with to protect patients and their bodies. The patient's and practitioner's safety is jeopardised because of this condition. This element has degraded in comparison to past years of practise for various reasons (Kurnat-Thoma et al., 2017). When it comes to serving patients in this industry, it has been determined that there are not enough professionals. There are not as many doctors and nurses to go around, so hospitals are straining their staff to the breaking point. As a result, patients are at risk of receiving substandard care that could have a negative impact on their health. As a result, the overloading of clinical instruments reduces one's proficiency. If sharp things are not handled properly, this condition can spread to other parts of the body. As a result of insufficient nursing workload, it is more difficult to deliver high-quality patient care (Kurnat-Thoma et al., 2017). In units with a low personnel densities, nursing fatigue and a hard work can lead to medical errors, poor care quality, and low patient satisfaction. Nurse staffing has a negative impact on health care in the hospital. In this article, we will create a PICOT question that details the proposed project's audience, intervention, benchmarks, findings, and timeline.

Significance of Unsafe Levels of Staffing (EBP)

Nurses experience a low staffing level, and this leads to criticism towards healthcare, but it is essential to remember that a complex system and predetermined set of responsibilities must be completed no matter what the staffing level is. To examine the topic from a different angle, consider efficiency and competence. Staffing, it is believed, prevents nurses from performing their tasks effectively and drastically reduces the time they spend with patients. However, the reality of the healthcare system dictates that patient outcomes could be improved if the nursing team's multitasking and communication strategies are enhanced. The quality of care suffers greatly when communication between providers and patients is compromised, both in quantity and quality. According to Dechawatanapaisal (2018), modern hospitals' staffing structures prevent nurses from effectively communicating to split workloads and optimize critical processes, two things that would significantly increase the quality of healthcare provided.

The quality of nursing care improves when educators emphasise effective communication techniques more than problems like a shortage of nurses. In order to achieve the best results, nursing procedures should include naturally occurring characteristics of effective communication. As a result, nurses would be able to satisfy the different demands of patients even in low-staff circumstances if communication and training processes were appropriately structured. When the NPR is low, it's because there aren't enough nurses to care for everyone. However, the lack of resources is not the fundamental cause of the decline in service quality (Kurnat-Thoma et al., 2017). Many kinds of resources make up a nurse's toolbox: human resources, informational, infrastructural, and technical resources, to name a few. Digital technology and adequate information databases can, for example, give services such as patient education that do not require a nurse's presence. In addition, there is often a shortage of infrastructure in place to support exemplary patient care and communication. Since there are no other supporting resources, it can be said that the consequences will be restricted. Stalpers et al. (2015) propose that communication efficacy can be broken down into several components, including culture, language, and a person's manner. Digital tools and improved communication training can help healthcare providers better manage patient demands and overall communication, reducing redundancies and allowing for a more transparent discussion with the patient. A better quality of life and service is provided to patients by nurses, mostly unaffected by the number of staff members.

PICOT Question

Population

The target population is the inpatient care facility where the patients experience care from different healthcare providers that work as a team.

Intervention

The solution towards addressing the staffing problem of nurses in the inpatient care facility.

Comparison

Inpatients in the acute care units who experienced low nursing staff and failed to adopt solutions as the control compared to the evidence-based intervention in terms of staffing.

Outcome and Time

The nursing outcome is measured based on the infections, length of stay, rate of medical errors and patient fall incidences. The time of measure is seven days.

PICOT Question: “In inpatients in acute care units, does an increased nurse staffing, compared to low staffing rates, improve health outcomes on day 7 of hospitalization?”

Search Strategy

I located the three articles (Kurnat-Thoma et al., 2017; Stalpers et al., 2015; Dechawatanapaisal, 2018) from the SAGE platform and Google Scholar. I will use keywords that include nursing, staffing issues and health outcome. I refined the search to have the

Conclusion

Many factors influence the complexity of nursing care and its results on patients. Such issues as poor service quality and poor patient outcomes do not stem solely from low staffing levels. As long as there is adequate training, communication, and resources, even a small staff can perform all of their duties and establish a rapport with the patients. Though, the patients have the right to get the necessary attention from the nurses by the healthcare facilities meeting the WHO standard ratio of nurses to patients.

References

Dechawatanapaisal, D. (2018). Nurses' turnover intention: The impact of leader-member exchange, organizational identification and job embeddedness. Journal of Advanced Nursing, 74(6), 1380-1391. https://doi.org/10.1111/jan.13552

Kurnat-Thoma, E., Ganger, M., Peterson, K., & Channell, L. (2017). Reducing annual hospital and registered nurse staff turnover—a 10-element onboarding program intervention. SAGE Open Nursing, 3, 2377960817697712.

Stalpers, D., de Brouwer, B., Kaljouw, M., & Schuurmans, M. (2015). Associations between characteristics of the nurse work environment and five nurse-sensitive patient outcomes in hospitals: A systematic review of the literature. International Journal of Nursing Studies, 52(4), 817-835. https://doi.org/10.1016/j.ijnurstu.2015.01.005