Developing Organizational Policies and Practices – NURS 6053

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Developing Organizational Policies and Practices – NURS 6053

A Relevant Policy Influencing Nurse Shortage as a Healthcare Stressor

The policy of recruiting solely short-term contractual personnel is one of the organizational practices at my institution that directly impacts nurse shortage. The contract between each employee and the organization is for a maximum of five years. After then, if an employee desires to remain with the company, they must renew their contract. There are no permanent workers in the company that are eligible for all of the advantages that come with the position. This is a strategy that was included in the strategic plan of the firm as a means to save expenses and spend less on human resources.

It was assumed that a long-serving employee would be more inclined to request more compensation than a new recruit coming out of college. Unfortunately, this strategy just serves to make experienced nurses feel unappreciated and unvalued by the business. As a consequence, once they get greater job security offers elsewhere, they do not hesitate to quit. As a result of this approach, nurse shortages are a recurring issue at the facility (Perry et al., 2018; Cheng et al., 2016).

As a result, the policy has had an impact on not just the efficiency but also the quality of healthcare service delivery. One of the measures used to evaluate nursing care quality is the nurse-to-patient ratio throughout each shift (Rubin, 2015). When there is a constant scarcity of nurses, there is a constant lack of adherence to professional nursing practice standards that define the amount of work that a nurse can safely undertake. With the passage of time, the surviving nurses grow overworked, and burnout sets in. The result is a vicious cycle of resignations and a drop in the organization’s nursing care quality (Wise, 2018).

Developing Organizational Policies and Practices – NURS 6053.

Ethical Critique of the Above Policy

The bioethical principles of beneficence, nonmaleficence, and justice demand that all patients be treated in such a manner that they get only benefit, no harm, and are treated fairly. None of these ethical norms are upheld by a policy that promotes and facilitates nurses leaving the company for better jobs. Because there aren’t enough nurses, clinical activities can’t be accomplished accurately or on time.

Patients, particularly those on insulin, may miss their medicine dosages and have life-threatening metabolic crises as a result. This certainly goes against the principles of beneficence and nonmaleficence. Because the patients are also denied the opportunity to have adequate nurses to take proper care of them, there is no justice and no fairness.

The sole advantage of the strategy above in terms of encouraging ethics is that new employees are more willing to obey rules, regulations, and standards of practice than those who have been with the company for a longer period of time. Because they are aware that their work ethic is being scrutinized, they will not take shortcuts in providing treatment and will be sensitive toward patients. As a result, patients automatically get the greatest treatment and profit from this circumstance and policy.

Developing Organizational Policies and Practices – NURS 6053.

However, the policy’s flaw is that it affects patients in the long term by requiring continuous low-quality nursing care. Aside from that, it damages nurses since they are overworked without receiving enough compensation. This has a physical, emotional, and psychological impact on them, and they may have a mental collapse needing hospitalization. This is unethical and immoral since nurses’ needs as essential members of the healthcare team are likewise vital.

Recommendations of Changes to Practice and Policy

The most significant policy adjustment required in this company to address the nursing shortage is, without a doubt, the recruiting and retention policy. Top management of the business has to convene and implement quick policy changes stating that nurses who have worked for the company for more than three years will be considered permanent employees with enhanced perks.

Those who have not completed their two-year contract may be offered the option to change their contract to a permanent employee status after the two-year period. This is to protect the organization from the new policy’s financial consequences. The new permanent workers may be provided additional immediate incentives, such as on-the-job upskilling opportunities, with a guarantee that their salary would be reviewed in the following fiscal year. New healthcare technological product businesses, for example, are asked to educate nurses who will utilize the technology.

Temporary nurses working elsewhere may be employed on a locum tenens basis to help alleviate the severe shortage in the near run (Thy et al., 2018). As the firm simplifies its human resource strategy, this will guarantee that services continue to operate properly or nearly so. Locum is a good stopgap strategy that has been employed in the past to fill staffing gaps.

Developing Organizational Policies and Practices – NURS 6053.


Nurse shortages are a severe healthcare stressor that, if not handled quickly, may put a healthcare facility’s operations at a standstill. This is because state regulatory bodies, such as nursing boards, may not allow for an occurrence that jeopardizes patient safety. To address the problem, the organization’s harmful policies must be changed, and new progressive policies must be implemented. When these regulations are evaluated, ethical issues must always be taken into account.

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Developing Organizational Policies and Practices - NURS 6053

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Frequently Asked Questions (FAQs)

1. What are Organisational policies and practices?

Organizational rules and procedures provide standards for decision-making and how work should be done inside the organization. Increased openness, accountability, consistency, and stability are all benefits of having clear, well-written rules and processes.

2. What should be included in an Organisational policy?

Developing Organizational Policies and Practices
Developing Organizational Policies and Practices – NURS 6053

A policy clearly outlines what the management of your firm wants from its workers. As a result, your policy specifies what should be done.

Developing Organizational Policies and Practices – NURS 6053.

3. Why policies are important in an organization?

Policies provide an organization with direction, consistency, responsibility, efficiency, and clarity in how it functions. This provides co-op members with standards and ideals to follow.



  • Antwi, Y.A. & Bowblis, J.R. (2018). The impact of nurse turnover on quality of care and mortality in nursing homes: Evidence from the great recession. American Journal of Health Economics, 4(2), 131–163.
  • Cheng, C., Bartram, T., Karimi, L., & Leggat, S. (2016). Transformational leadership and social identity as predictors of team climate, perceived quality of care, burnout, and turnover intention among nurses. Personnel Review, 45(6), 1200–1216. Doi:10.1108/pr-05-2015-0118
  • Perry, S.J., Richter, J.P. & Beauvais, B. (2018). The effects of nursing satisfaction and turnover cognitions on patient attitudes and outcomes: A three-level multisource study. Health Services Research. Doi: 10.1111/1475-6773.12997
  • Rubin, R. (2015). Bill takes aim at the national shortage of nurses. JAMA, 313(18), 1787. doi:10.1001/jama.2015.3747
  • Wise, J. (2018). Hospital suspends chemotherapy because of nurse shortage. British Medical Journal, 363(k4687).  Doi: 10.1136/bmj.k4687
  • Thy, M., Bardon, J. & Carbonne, H. (2018). Evaluation of locum tenens activity by young anesthesiologists and intensivists: A national survey. Anaesthesia, Critical Care & Pain Medication,
Developing Organizational Policies and Practices – NURS 6053.

Developing Organizational Policies and Practices - NURS 6053



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