Intervention Plan Design
The intervention plan derives from the PICOT model with an identification of the problem of concern, which is nurse burnout. Nevertheless, there is a need for a richer explanation of how the proposed intervention- intervention is related to the issue of burnout (Bethell et al., 2021). Thus, by associating nurse burnout with patient safety and quality health care delivery, it is assumed that the intervention can be positioned as not a staff-initiated problem, but one of central importance to enhancing patient care delivery. Besides, it would enhance the enhancement of the augmentation of the introduction to discuss how research has been used in developing the intervention plan as a way of making the strategy more informed on addressing the issue of nurse burnout and improving the delivery of services to patients.
Major Components of the Intervention Plan
Some of the major components of the intervention plan are clear, especially those to do with stated nurse-to-patient ratios across different care units. To enhance this section, it would be helpful to elaborate on how these ratios 1:Each type of ward has a different ratio; one to one in long-term care, one to two in emergency units, and one to four in general wards compared to other hospitals and has adopted different ratios for each of these units (Alshahrani et al., 2021). For instance, one may discuss the benefits that will be seen by patients in long-term units receiving a more personal-sensitive approach and by nurses who will have a reasonable work burden in emergency departments. Moreover, incorporating pieces of literature to prove that such ratios have paid off in different healthcare systems will bolster the credibility of this plan. This section should also describe special measures showing that managing burnout is advantageous not only to the nurses themselves but also to the institution and patients.
Impact of Cultural Needs and Characteristics of Target Population
A cultural aspect that the intervention considers affects the needs and characteristics of the workforce in Minnesota nursing including the diversity of the nursing workforce. However,, if cultural competence is added as a part of the training into the intervention delivery, further benefits will be accrued. This would provide nurses with different diversity-fostered environments to work in and therefore would enhance their satisfaction in practicing their duties without getting burnt out (Lasater et al., 2020). Moreover, unraveling more careful distribution of the burnout hazards based on more parameters such as parenthood or origin or the working climate within a hospital could help in prognosis and minimization of the burnout impact on some classes of nurses. The intervention could also include how the assignments transpire about the culture of the organization and the employees’ preferences and how they are preserved and safeguarded, particularly the nurses.
Evaluation of Theoretical Strategies
It is the incorporation of the conservation of resource theory which is one of the most important strengths of the intervention plan as it provides a significant understanding of the causes and consequences of burnout. To expand this discussion further, integration of the Job-demand control model can be included while comparing it with this theory (Lee et al., 2023). This would afford a more expansive view of how workload, decision-making autonomy, and support decrease burnout (Sak et al., 2022). In addition, it might have also been effective to develop, based on such theories, whether stress-reduction techniques, leadership support for the program, and cultural competency training are components of the overall strategy for the intervention and what specific results it would bring about. This would go further to support the intervention plan and also give a better understanding of how the intervention plan can help to mitigate burnout.
Justification of Major Component of the Intervention
The part dedicated to the reasons for major components is the best to show how the problem of burnout concerns nurse-to-patient ratios. It is important to enhance this reason by comparing more effectively a number of the adopted ratios of distant regions, for example, Australia and California with the anticipated gains in Minnesota (Muz et al., 2021). This would also justify the selected ratios more oriented towards certain outcomes such as patient satisfaction, percentage of medication errors, and the ratio of staff experiencing burnout. Additionally, further explanation of why specific units were chosen to achieve 1 and 1:2 ratios because these ratios were identified as the optimal means of managing burnout and improving patient care.
Analysis of the Impact of Stakeholder Need, Healthcare Policy, Regulation, and Governing Bodies
The identification of key stakeholders is important in the intervention plan, although this area could be enlarged by further explaining how the intervention will involve the stakeholders’ feedback throughout the whole process. For instance, the nurses, patients together with the hospital administrators could be used in the assessment of the success level of the given intercessional and suitability in alterations (Maniruzzaman et al., 2022). In addition, the logistics of implementing the low number of nurse to patient ratio could be explained in detail concerning how the hospital will meet the expenses of hiring other nurses while regaining its aims of minimizing the majority of employee burnout, attrition, and poor patient care. This section could also consider how the intervention meets the laid down health care policies as can be seen by the Nurse Staffing Standards for Hospital Patient Safety and Quality Care Act and the legal and other regulatory conditions.
Analysis of Relevant Ethical and Legal Issues
The last section on ethical and legal implications provides a strong argument for burnout prevention as a patient safety and staff health strategy. To add even more value to this section, it would be relevant to discuss the organizations’ moral obligation to safeguard employee well-being, mentally and physically (Plotzky et al., 2021). Work-related burnout puts patients at risk and can contribute to poor care, and errors, and constitute a violation of professional ethical codes that require health organizations to be on the lookout for such burnout. Besides, legal requirements like OSHA regulation on Healthcare worker protection in the clinic will demonstrate how the intervention plan implements the necessary ethical and legal principles. This would reinforce the need for the intervention even more since it is) evidence of a significant return on investment for the laws that are currently in place.
NURS FPX 6030 Assessment 3 Conclusion
The finalization of the intervention plan also provides an efficient review of the main parts of the strategy. Despite this, strengthening could be done by repeating how this intervention is useful in the short-run and the long run such as in the area of nurse retention, patient outcomes, and creating a positive organizational culture as highlighted by (Raspa et al., 2020). Some of the issue areas that could be strengthened would include calling attention to the theoretical, multi-stakeholder, and ethical orientation of the intervention as part of what makes the overall intervention more robust. Hence, the conclusion presents a chance to make a last appeal in support of the proposed intervention as suitable and requisite in addressing the phenomena of nurse burnout and, therefore, improving the quality of healthcare in Minnesota hospitals.
NURS FPX 6030 Assessment 3 References
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