Implementing a Precise Nursing Ratio
The fact that nurses compose the basis of healthcare seems to be undoubted. These specialists carry out a series of critical functions such as administering, monitoring, ensuring patients safety, and coordinating doctors in their activity, to name but a few. As a result, it is considered critical that the problem of safe staffing for nurses is addressed properly.
Nowadays, a high percentage of nurses have to work longer hours out due to the significant shortage of relevant specialists. Thus, it is proposed that lawmakers provide a consistent strategy plan that would outline the minimum ratio of nurses required for a particular health care organization. More specifically, it is proposed that the reduction of relevant ratio to 1:5 () should be implemented. This practice has proved to be efficient when applied to health care management in California (Aiken et al., 2011).
To communicate the proposed strategy to the legislator, a series of relevant empirical evidence has been collected. First and foremost, it is suggested that the implementation of a precise ratio will improve the performance of nurses, and thus, the quality of the service delivered. Thus, for instance, Weston and Roberts (2013) have carried out the research that shows that the improvement of the healthcare service begins with the positive change in the nursing management.
Secondly, it is assumed that the implementation of a precise ratio will provide nurses with a clear idea of what they are expected to do. This change, in its turn, is also supposed to improve their performance. Hence, in their recent research, Khamisa, Peltzer, and Oldenburg (2013) show that the lack of a precise ratio or clear job expectations creates extra stress and leads to burnout in nurses, impeding, in such a manner, their progress. The implementation of the proposed strategy is supposed to eliminate this problem.
Successful presentation plays a critical role in implementing change. One of the core elements that compose its basis is empirical evidence. In other words, while presenting the strategic plan to the relevant legislators, nurses can employ the that will add significant value to their rationale. Hence, for instance, some researchers hold up as an example. The latter have carried out a profound study and collected considerable empirical evidence base that helped them persuade the legislators to implement the proposed change (Arabi, Rafii, Cheraghi, & Ghiyasvandian, 2014).
Secondly, it is assumed that the proposed strategy will be promoted more effectively in case it is supported by the relevant Nursing Associations. In other words, it will be easier to communicate the message to the legislators through joint efforts. Benton (2012), for instance, refers to the example of the International Council of Nurses (ICN) as an association that has proved the efficacy of the joint efforts in terms of promoting the change at the legislative level.
The proposed change resides in implementing a precise nursing ratio of 1:5 based on the Californian example. It is suggested that the strategy is communicated to the relevant legislators with the help of a consistent empirical evidence base and the support of the nursing associations. The that the proposed change is likely to eliminate the stress factors, reduce the burnout rates, and improve the performance of nurses. As a result, it is expected that the change will raise the level of the quality of in general.