MHA 601 Principles of Healthcare Administration Ashford General Hospital Proposal

Name: MHA 601 Principles of Healthcare Administration Ashford General Hospital Proposal
Brand: Ashford University
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Author: Henry Walker

Healthcare administration proposal for Ashford General Hospital.

Henry Walker

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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)

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

RUNNING HEAD: Ashford General Hospital Proposal 3
know there must be some changes made in order to prevent a major financial and human
resources crisis in the future.
Nurses and staff who work in hospitals with a high turnover have shown I n reports to have a
higher report of stress, this in part is due to the lack of staff, so they in turn are called in more
often to cover shifts, and also possibly to do additional trainings offered. (Erenstein &
McCaffrey, 2007). A major challenge in the nursing profession, especially when there is new
technologies, and major changes in medical insurance coverages, is keeping and maintain a
permanent staff. There are several challenges, such as pay scale differences, more at work
responsibilities on the staff per shift, and more stressful working conditions. With the pay scale
issues, is more nursing students are turning to other professions that offer more money annually.
Moreover, in many instances, a bad turn for the economy and the subsequent budget cuts that
usually follow, career registered nurses are the first to be cut and are often replaced with nurse
technicians. This can be an issue due to the fact the Technicians replacing them may not be
properly equipped to care for the acute patient care, and may not be able to work unsupervised,
or independently.
“Many healthcare experts attribute the nursing shortage to the increased number of fatalities in
hospitals around the country. In far too many instances, there is no career registered nurse in
place to monitor the condition of a patient and when a condition changes for the worse rapidly,
the opportunity to intervene quickly is diminished. Nurse Managers are finding ways to come up
with better retention strategies to keep their current nursing staff content and encourage those
just entering the profession to consider their facility for a place of employment.” (nursepro.com,
2014)

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Ashford University

Subject

Healthcare

MHA 601 Principles of Healthcare Administration Ashford General Hospital Proposal

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