MHA 601 Principles of Healthcare Administration Ashford General Hospital Proposal
Healthcare administration proposal for Ashford General Hospital.
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RUNNING HEAD: Ashford General Hospital Proposal 1
Ashford General Hospital Proposal
Stephanie Lee
MHA 601 Principles of Healthcare Administration
Instructor’: Hwang-Ji Lu
November 10, 2014
How can Ashford General Hospital address its nursing staff retention challenges, considering
factors such as staffing shortages, workload stress, and financial implications? Provide a detailed
proposal with recommended strategies, referencing successful case studies from other healthcare
facilities. (Word count: 1,200–1,500 words)
Ashford General Hospital Proposal
Stephanie Lee
MHA 601 Principles of Healthcare Administration
Instructor’: Hwang-Ji Lu
November 10, 2014
How can Ashford General Hospital address its nursing staff retention challenges, considering
factors such as staffing shortages, workload stress, and financial implications? Provide a detailed
proposal with recommended strategies, referencing successful case studies from other healthcare
facilities. (Word count: 1,200–1,500 words)
RUNNING HEAD: Ashford General Hospital Proposal 2
As we all know employee retention is vital to long term health facilities and can help to ensure
the best success for your healthcare organization. Most management will readily agree, that they
hold a key part in marinating staff retention. Who is really affected by maintaining or not
maintaining retention? What changes need to be made within an organization for this to occur
successfully? What fiscal impacts may occur? And what if any would be the ethical and legal
and diversity risk factors involved. This is a proposal for Ashford General Hospital and staff
retention. In the following paragraphs I will answer the questions above.
Staff Retention Proposal
Ashford General Hospital is a 263-bed regional hospital located in California, serving its
community for more than 50 years. The hospital maintains the only 24-hour emergency
department in the area and an "extended hours" urgent care clinic. Similar to other hospitals in
the United States, Ashford General Hospital is encountering a nursing shortage. Sixty-eight
percent of the nursing staff is over the age of 45, facing retirement. The retention rate on nurses
is 61%, compared to 65% nationwide. Many of the nursing staff find the work too physically
demanding and have a feeling of emotional burn-out as well. In the past two years, the hospital
has used both per diem nurses and traveling nurses who sign short-term contracts to fill
individual shifts and accommodate short-term staffing needs arising from staff vacations or
medical leaves. This has not only driven up personnel costs but also resulted in lower scores on
patient satisfaction surveys. Ashford General Hospital faces significant challenges in nurse
staffing ahead as it grapples with these issues, and the hospital board is very concerned. They
As we all know employee retention is vital to long term health facilities and can help to ensure
the best success for your healthcare organization. Most management will readily agree, that they
hold a key part in marinating staff retention. Who is really affected by maintaining or not
maintaining retention? What changes need to be made within an organization for this to occur
successfully? What fiscal impacts may occur? And what if any would be the ethical and legal
and diversity risk factors involved. This is a proposal for Ashford General Hospital and staff
retention. In the following paragraphs I will answer the questions above.
Staff Retention Proposal
Ashford General Hospital is a 263-bed regional hospital located in California, serving its
community for more than 50 years. The hospital maintains the only 24-hour emergency
department in the area and an "extended hours" urgent care clinic. Similar to other hospitals in
the United States, Ashford General Hospital is encountering a nursing shortage. Sixty-eight
percent of the nursing staff is over the age of 45, facing retirement. The retention rate on nurses
is 61%, compared to 65% nationwide. Many of the nursing staff find the work too physically
demanding and have a feeling of emotional burn-out as well. In the past two years, the hospital
has used both per diem nurses and traveling nurses who sign short-term contracts to fill
individual shifts and accommodate short-term staffing needs arising from staff vacations or
medical leaves. This has not only driven up personnel costs but also resulted in lower scores on
patient satisfaction surveys. Ashford General Hospital faces significant challenges in nurse
staffing ahead as it grapples with these issues, and the hospital board is very concerned. They
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Document Details
University
Ashford University
Subject
Healthcare