Evidence-Based Practice Project Proposal – Part A: Problem Statement: The purpose of this assignment is to identify a problem, issue, or concern in the professional health care setting that is amenable to an…
Evidence-Based Practice Project Proposal – Part A: Problem Statement
The purpose of this assignment is to identify a problem, issue, or concern in the professional health care setting that is amenable to an evidence-based intervention. Write a 500-750 word paper on your proposed problem for your evidence-based practice project proposal. Complete the following:
- Identify a problem, issue or concern in a professional health care setting that you would like to address for your evidence-based practice project. Research current literature for evidence-based solutions to ensure there is sufficient evidence to support your proposed topic. Note: As you research, you may find there is very little research to support your topic and you will need to choose a new topic. Remember, in order for this to be an evidence-based project proposal, you must have enough evidence to introduce this as a practice change. If you find that you do not have enough supporting evidence to change a practice, then further research would need to be conducted.
- Once you have determined there is sufficient research for your chosen topic, develop an initial reference list of five sources to demonstrate there is support for your evidence-based practice project. Follow the \”Steps to an Efficient Search to Answer a Clinical Question\” box in Chapter 3 of the textbook. Refer to the \”Search Method Example\” as the format in which to compile this data. The majority of references on your list should be research articles. However, national sources such as Centers for Disease Control and Prevention (CDC), National Center for Health Statistics (NCHS), Department of Health and Human Resources (HHS), or the Agency for Healthcare Research and Quality (AHRQ) and others may be used when you are gathering statistics to provide the rationale for the problem.
- Provide a summary of the problem, include relevant background information, the current impact of the problem or issue in health care, and why it deserves attention. Provide rationale and support using professional literature sources.
- Describe the practice setting where the identified issue or problem is occurring. Explain the current impact to the practice setting and the potential consequence if the problem or issue were to continue.
- Identify the stakeholders who will be involved in this project. What organizations are concerned about, may benefit from, or are affected by this proposal? List the interested parties, patients, students, agencies, Joint Commission, etc.
- State the purpose of the project and project objectives in specific, realistic, and measurable terms. The objectives should address what is to be gained. This will focus your PICOT statement as you develop and refine it over the next few weeks. Remember, measurements need to be taken before and after the evidence-based practice is introduced to identify the expected changes.
- Summarize your proposed problem statement. A problem statement is a concise explanation of the problem or issue to be addressed and goals to be reached.
Prepare this assignment according to the APA guidelines found in the APA Style Guide, located in the Student Success Center. An abstract is not required.
This assignment uses a rubric. Please review the rubric prior to beginning the assignment to become familiar with the expectations for successful completion.
You are required to submit this assignment to LopesWrite. A link to the LopesWrite technical support articles is located in Class Resources if you need assistance.
Focus Area: Addressing nursing staffing shortage strategies that is related to retention and high turnover rate in Los Angeles County Hospital.
My PICOT Question is : For Registered nurses working in Los Angeles County hospital, will implementation of leadership communication training program help decrease turnover rate and increase registered nurses’ retention over the course of 6 months?
Evidence-Based Practice Project Proposal – Part A: Problem Statement
Identification of the Problem
Health care workers and healthcare organizations encounter significant pressures as they strive to offer quality care in a way that patients would find cost-effective, leading to improved outcomes and satisfaction for both patients and workers. Nursing turnover herein defined as nurses either leaving their jobs or the profession has found its way to the national agenda due to the negative impact the resulting nurse shortages have on healthcare across all levels. According to Halter et al (2017), supply-demand gaps are projected to increase not just in the USA but also in other developed economies like Canada, the EU countries, and Australia. Subsequently, nurse and human resource managers in the USA have the novel responsibility of introducing interventions that are effective in reversing the yawning gap between the increasing numbers of individuals in need of quality healthcare services and the registered nursing entering and remaining in the profession. These healthcare executives and leaders must implement a series of policy initiatives to reduce nurse turnover while simultaneously increasing nurse retention rates within the US healthcare system. Only by doing so can the negative consequences of nurse shortages can be avoided. These negative consequences include poor patient and health outcomes, increased healthcare costs, increased burnout levels, and rising morbidity and mortality rates. Chamanga et al(2020) opine that there is a need to examine factors that positively impact nurse retention while decreasing nursing turnover rates with leadership training programs having been found to have the desired effect. Consequently, this essay purposes to propose the implementation of a leadership communication training program to help increase nursing retention and decrease nurse turnover in the selected healthcare organization.
My PICOT Question is :
For Registered nurses working in Los Angeles County hospital, will the implementation of a leadership communication training program help to decrease the turnover rate and increase registered nurses’ retention over the course of 6 months?
Literature in Support of the Chose Topic
Across the globe, high turnover rates among nursing staff are directly linked to nursing shortages with job satisfaction being a key component of retention although it mainly relies on Intra organization communication and perceived communication satisfaction (Chamanga et al., 2020). Suffice it to say that training nursing leadership communication skills would increase nurse retention rates with the input-process-output model of communication having the capacity to alleviate group dynamic perspectives amongst healthcare teams. Other factors include having engagements from the first touch in the recruitment and hiring process, supporting active career development, and facilitating clinical decision making at the point of care among others (Veimer et al., 2017).
Summary of the Identified Problem
Nursing shortages on account of high nurse turnover rates and low nurse retention rates continue to be witnessed despite technological advancement (Al Soqair, 2021). This shortage happens against a backdrop of increasing numbers of the aging population. Similarly, the number of patients with chronic illnesses continues to rise meaning increasing demand for home and healthcare services. Tang & Hudson (2019), report that turnover is a costly affair for hospitals as it takes an emotional toll on the housing staff left behind. Besides having a negative effect on staff satisfaction, productivity gets disrupted and the impacts spill over to effects on the patient. It is imperative to note that patients are turned away, there is increased wait time for consultation, and increase in the number of patients who leave the ED without being seen among other consequences (Chang et al, 2019). Therefore, the matter of retaining trained nurses deserves the attention of all stakeholders in healthcare.
The events described taking place at a public community healthcare facility in Los Angeles County Hospital. The hospital is one of the largest community hospitals in Los Angeles, California. Its daily patient census exceeds 500 hundred since it was founded in 1990. The hospital offers nurses a competitive compensation package of more than $ 5000. The nurses receive about 20% of their annual income like retirement benefits every year. There is a need for home healthcare nurses due to the increasing number of elderly patients hence retaining registered nurses with requisite experience and qualifications is paramount. Increased nurse turnover in the facility is indicative of dissatisfaction with the work environment. If the problem persists nurse shortage would continue leading to all the negative effects outlined in the introductory parts of this paper.
Identification of the Stakeholders
The main stakeholders of the proposed project are registered nurses including those working on full–time, part-time, and per diem who offer patients a range of services including home health care. The nurse leadership and managers anticipated to play a pivotal in the successful implementation of this project are the hospital’s CEO, operations director, chief operations manager, chief clinical officer, director of nursing, and nurse managers stationed in different departments. These nursing officers are interested in improving nurse retention rates besides lowering the turnover rates by improving job satisfaction and individual nurses’ intention to stay. It is expected that a leadership communication training program has the potential to achieve this goal. According to Jankelová, & Joniaková,(2021), It is instructive to note that a nurse leader’s communication skills have a major impact on nurses’ intention to leave the profession or the organization they are currently working.
Purpose of the Project and Project Objectives
The purpose of the proposed project is to implement an EBP Leadership Communication Training Program (LCTP) to increase nurse retention in this facility.
Within six months, the project will have identified at least five factors through which a leadership communication training program would improve nurses’ retention at the proposed site of the project by 30 % or more.
Within six months, the implementation of LCTP will lead to a decrease in turnover rates by 20 percent or more.
Summary of the Proposed Problem Statement
There is an increasing need for nurses to offer home-based health care as the elderly population continues to grow in Los Angeles County. Nurses in community public health hospitals encounter high levels of stress due to inadequate nursing staff shortages. Retaining the registered nursing staff at the facility to secure sustainable home care trained nurse workers and therefore decrease the rate of nurse turnover in the selected health care organization.
Al Soqair, N. Y. (2021). Factors Affecting Nurses’ Turnover in Alhassa Governmental Hospitals. Open Journal of Nursing, 11(11), 960-980.
Chamanga, E., Dyson, J., Loke, J., & McKeown, E. (2020). Factors influencing the recruitment and retention of registered nurses in adult community nursing services: an integrative literature review. Primary Health Care Research & Development, 21.
Chang, H. Y., Huang, T. L., Wong, A. M. K., Ho, L. H., Juan, Y. C., Chen, Y. F., & Teng, C. I. (2019). How career facilitators and barriers influence nurses’ professional turnover intention. Journal of Advanced Nursing, 75(12), 3577-3587.
Chang, J.H.C., & Hudson, P. (2019). Evidenced-Based Practice guideline, nurse retention for nurse managers. Journal of Gerontological Nursing, 45(11), 12.
Halter, M., Pelone, F., Boiko, O., Beighton, C., Harris, R., Gale, J., … & Drennan, V. (2017). Interventions to reduce adult nursing turnover: a systematic review of systematic reviews. The open nursing journal, 11, 108.
Jankelová, N., & Joniaková, Z. (2021, March). Communication skills and transformational leadership style of first-line nurse managers in relation to job satisfaction of nurses and moderators of this relationship. In Healthcare (Vol. 9, No. 3, p. 346). Multidisciplinary Digital Publishing Institute.
Vermeir, P., Degroote, S., Vandijck, D., Mariman, A., Deveugele, M., Peleman, R., … & Vogelaers, D. (2017). Job satisfaction in relation to communication in health care among nurses: A narrative review and practical recommendations. Sage Open, 7(2), 2158244017711486.