Position Controls
Postion controls are a human resource tool used to allocate the number of nursing resources necessary for a respective unit (Dent, 2015). The paper or electronic document speficies how many full-time equivalent (FTE) personnel are assigned, their positions, and the total hours of work per year for each FTE (Liberty University, 2015). For many organizations 2,080 hours are allocated for each RN FTE. Organizations, however, may use a different numerical value. Midland Memorial Hospital in Midland, TX alocates each RN FTE only 1,872 annual hours because estimates that nurses spend about 9% of their time non-productive tasks (Dent, 2015). Nursing leaders have the liberty to combine full-time, part-time, and as needed personnel …show more content…
Investing in the retention of proficient leaders is just as important as investing nursing retention because leaders set the tone for an organization (liberty University, 2015). Leaders promote staff engagement and empowerment by upholding a culture of open communication and positive reinforcement. Organizations should consider implementing formal leadership programs because “when nurse leaders use structural and psychological empowerment strategies, the results are safer work environments and better nurse outcomes” (MacPhee, Skelton-Green, Bouthillette, Suryaprakash, 2011). Leadership development programs result in nurse managers having a better understanding of the importance of staff recognition and more confidence in their ability to execute efficient leadership both of which lead to improved staff satisfaction with management (MacPhee et al., 2011). After allocating sufficient resources to leadership development, organizations should invest in nursing retention strategies such as new nurse orientation programs. Nurse residency programs can cost an organization anywhere from $39,000 to $60,000 (Liberty University, 2015). However, sufficient evidence now exisists to …show more content…
Staffing shortages have been associated with increased staff turnover, increased medical errors and adverse events, and poorer patient outcomes (Liberty University, 2015). The undesireable effects of inadequate staffing will effect an organizations bottom line. Studies now show a direct relationship between staffing and nurse-sensitive patient outcomes and link nursing overtime to increased falls, pressure ulcers, medication eorros, hospital-acquired pneumonia and urinary tract infections when nurse-patient ratios are high (Kutney-Lee et al., 2015). These findings are extremely important for organizational leadership because CMS no longer reimburses for these adverse
Postion controls are a human resource tool used to allocate the number of nursing resources necessary for a respective unit (Dent, 2015). The paper or electronic document speficies how many full-time equivalent (FTE) personnel are assigned, their positions, and the total hours of work per year for each FTE (Liberty University, 2015). For many organizations 2,080 hours are allocated for each RN FTE. Organizations, however, may use a different numerical value. Midland Memorial Hospital in Midland, TX alocates each RN FTE only 1,872 annual hours because estimates that nurses spend about 9% of their time non-productive tasks (Dent, 2015). Nursing leaders have the liberty to combine full-time, part-time, and as needed personnel …show more content…
Investing in the retention of proficient leaders is just as important as investing nursing retention because leaders set the tone for an organization (liberty University, 2015). Leaders promote staff engagement and empowerment by upholding a culture of open communication and positive reinforcement. Organizations should consider implementing formal leadership programs because “when nurse leaders use structural and psychological empowerment strategies, the results are safer work environments and better nurse outcomes” (MacPhee, Skelton-Green, Bouthillette, Suryaprakash, 2011). Leadership development programs result in nurse managers having a better understanding of the importance of staff recognition and more confidence in their ability to execute efficient leadership both of which lead to improved staff satisfaction with management (MacPhee et al., 2011). After allocating sufficient resources to leadership development, organizations should invest in nursing retention strategies such as new nurse orientation programs. Nurse residency programs can cost an organization anywhere from $39,000 to $60,000 (Liberty University, 2015). However, sufficient evidence now exisists to …show more content…
Staffing shortages have been associated with increased staff turnover, increased medical errors and adverse events, and poorer patient outcomes (Liberty University, 2015). The undesireable effects of inadequate staffing will effect an organizations bottom line. Studies now show a direct relationship between staffing and nurse-sensitive patient outcomes and link nursing overtime to increased falls, pressure ulcers, medication eorros, hospital-acquired pneumonia and urinary tract infections when nurse-patient ratios are high (Kutney-Lee et al., 2015). These findings are extremely important for organizational leadership because CMS no longer reimburses for these adverse