SWOT Analysis by Beatrice Joseph Msl 0686

Strategic Leadership in Education Nova Southeastern University July 29, 2018 Nurses are and always will be the backbone of a healthcare organization. So it is no surprise that my organization’s strategic planning for 2018-2020 is nursing centered. The following are the strategic plan for 2018-2020 at New York Presbyterian Hospital. They are Professional Development and education, Quality and Safety, Advancing Care, Operational Excellence, Technology Innovation, Nursing Engagement, and Patient-Family Experience. I choose to focus on Nursing Engagement since it has a greater impact on me on a personal and professional level.

There are many reasons for nurses not to be engaged in their profession. It ranges from personal problem at home which causes the nurse not to have the time or energy to participate in any other activities except for performing their duties as a nurse. When a nurse is not interested or losing confidence in an organization the mission, values and culture of organization does not match the nurse’s belief.

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This is true especially when it comes to the culture. Lack of nursing engagement in the healthcare organization can have serious consequences to patient outcomes. When nurses’ engagement is lacking, the is a result in poor staffing, morale is down, and nurses’ burnout increase. Some organization including the organization that I work for have put forward a strategic plan to implement progress to boost nurses’ engagement. A definition for Engagement is centered on personal, emotional commitment to each other on the organization (Hancock, 2016). According to the Gallup polls, only 32% of Americans workers say they are engaged at work.

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51% indicate they are looking looking for a new job or checking for new opens (Clark, 2018). We all learn as professional that increased in employee engagement lead to increase in work productivity, increased in commitment to the organization and better Patient care and better-quality outcomes (Clark, 2018).

Engagement is the process that specifically target staff involvement and active participation to shape the elements, outcomes of a project or initiative. In nursing, this process can be best utilized in such areas as program development, change projects and procedural policy changes as well as committees or council (Harmon et al., 2010). However, it is not possible without the support from leadership. Successful staff engagement requires hospital administrators and nursing support from leadership by building a cultural that values staff member’s engagement in all aspects of the initiative that affect their clinical care, their work environment, their support, and enthusiasm for the organization (Harmon et al., 2010).

In 2018, Cynthia Clark wrote for American Nurse today about 10 tips for healthcare organization to improve nurses’ engagement.

  • Lead with optimism
  •  Create a healthy, positive work environment
  •  Be visible and available -Foster interpersonal and organizational trust
  • Cultivate relationships
  •  Set clear goals and provide feedback
  • Provide meaningful work
  • Encourage autonomy and individual growth
  • communicate and be transparent
  • Use simple, powerful strategies to engage employees.

However, my organization has adopted a system wide best practice for every unit in the hospital, for all beside nurse to follow. The organization has redesigned the workspace and reduce waste to be more effective. This is done by introducing “the Hercules Project.” Its goal is to be more efficient with supply. Nurse only retrieve exactly the supply needed from the storage room to go into a patients’ room. We conduct hourly rounding on patients which increases nurse-patient interactions and increase patients’ safety. We introduce computer on wheel (COW’s), mobile phone, and tablet which allow nurses to interact with other caregivers, providers, and patients more effectively. They implement scannable barcodes for medications which eliminate expired, duplicate, and questionable medications orders.

A study published by the Department of Health and Human Services in 2016, found only 40% of hospital had staff nurses that are “most engaged”, 36% “moderately engaged”, 19% “ somewhat engaged” and 3 % were classified as “least engaged” (Lee et at., 2016), but overall only 32% of all registered nurses are engaged in their work. It is estimated that each disengaged nurse cost an organization $22,000. And hospitals with the most engaged nurse received a score of 9 out 10 for patient’s satisfaction; and the nurses were the least dissatisfied with their job (Lee et al., 2016). A SWOT analysis was conducted to evaluate how nursing Engagement affects patient care and quality outcomes.

SWOT analysis provides information that is helpful in matching an organization resources and capabilities to the competitiveness environment in which it operates (Webster and Webster). It is a classic strategic plan that originated from business and marketing analysis, it encourages groups to reflect on and assess the strength, weakness, opportunities and threats of a particular strategy and how it can be best implemented (better evaluation.org). The Strategic plan for Nursing Engagement at New York Presbyterian is to: _Improve culture of respect and workforce diversity _Strive toward zero workplace harm _Improve quality and modes of communications within and within campuses _Promote a culture of engagement, accountability, and collaboration _Recruit and retain top talent. A SWOT analysis for nursing engagement is Strength (internal)

  1. Nurses participate in the organization’s decision-making process
  2. Increase in nurse retention
  3. increase in patients’ satisfaction
  4. Creates relationship-centered care
  5. Creates Mentorship
  6.  Nurses develop a sense of pride in the organization
  7. Increase in productivity

Weaknesses (Internal)

  1. Nurses usually work 3-12 hour shifts per week
  2. Nurses may have to attend committees’ activity on their time off from work
  3. Lack of skill sets (most engaged nurses have 6 months or less on the job).

Opportunities (External)

  1. Enhance professional resume
  2. Able to create relationship with other nurses that do not work on the same unit
  3. creates opportunities for career ladder and professional growth

Threats (External)

  1. Local hospitals will compete for talents
  2. Nurses will demand increase in pay
  3. Hospital will have to pay overtime for nurses who attend meetings on their off-days

The SWOT analysis plays an important role by analyzing the organization’s strength and weakness which are internals and can be controlled by the company, because that can be controlled, the organization can create a strategy and team progress to resolve the issues. As an experienced nurse, and all the research and evidenced-based practices show us that nursing engagement is critical to the nursing profession, to the patient-experience and it also benefit the healthcare organization because it creates better teamwork, fewer nurse turnover, positive work environment and it empowers nurses. References Clark, C. (2018).

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SWOT Analysis by Beatrice Joseph Msl 0686. (2022, Jun 05). Retrieved from https://studymoose.com/swot-analysis-by-beatrice-joseph-msl-0686-essay

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