Question

As a healthcare administrator, it is your responsibility to ensure that the right people are in the right place, with the right resources, and at the right time. This is not always an easy challenge, and therefore, forecasting into the future of available supplies and assessment of potential demand are crucial. In other words, just get very good at seeing into the future. While Lee (2009) works to address the application of forecasting and supply and demand analysis, one important organizational resource continues to remain a challenge to the administrator: having the right people to do the job. With both physician and nursing shortages across the nation, both Cohn (2009) and Coile (2001) do a great job discussing how to manage the supply and demand of vital clinical personnel within their organizations. Discuss their attempts to complete the task of forecasting provider shortages, as well two methods that you feel are the most influential in this challenge for the administrator. Do you see yourself implementing similar organizational initiatives to ensure successful supply of providers based upon market conditions? To help support your response, cite specific details from this week’s additional required readings by Cohn (2009) and Coile (2001), as well as one other supporting reference (peer-reviewed journal article from the SIU Library Online Database). Cohn, K. H. (2009). The Lifelong Iterative Process of Physician Retention. Journal Of Healthcare Management, 54(4), 220-226. Coile Jr., R. C. (2001). Magnet Hospitals Use Culture, Not Wages, to Solve Nursing Shortage. Journal Of Healthcare Management, 46(4), 224. Discussion post and I need to samples on how two respond to other classmates?

Answer 1

Today the health care (physicians, nurses) faces a shortage in our nation. Hence the strategies or ideas that we can implement or that emerge are the “development of communication programs” between the health care professionals with the common people as well as with the management of an institution. It will indeed develop a condition for the health cares to accept the job and work hard. The second method is to “increase employee engagement”. Here what we have to do is, try to develop a good atmosphere for health cares for their 100 percent work. The third method that we can apply is “investments in nursing education”, Here invest the modern ideas and technics to educate the health care professionals. The fourth method can be create a “positive work environment”, and we can also improve the healthcare system through “inventing or applying new regulations and policies”. We can list out them as,

1) We can create a positive work environment or a good ambiance to work.

2) We should increase the investments in physician/nursing education.

3) We should invent or apply new regulations and policies.

4) We should regularly evaluate all the health care processes.

5) We should develop the communication programs.

6) We can use more advanced-care practitioners.

7) We should increase employee engagement

8) We should keep all the patients healthy.

9) We should focus more on efficiency.

10) Increse the salary of health care workers

We can conclude the topic like when nurses/physicians are not happy with communication with all other departments, work environment that what the institution or our society had given them, if the health care workers are less engaged with their work etc. All this conditions may tempt to leave their job. Hence try to improve all this points to decrease shortage of health care workers in our nation. When our physicians or nurses or any health care professional are happy by engaging with suitable leadership , good communication, and the environment of work is enticing, then they will be more happy and more productive.

If our nation wants to overcome the physician/nursing shortage, the leaders of healthcare system should be more vigilant with our physicians, nurses or any other health care professionals and should consider implementing the above mentioned new strategies. It will be an unambiguous strategy to overcome the shortage problem.