Organizational Systems Theories

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NOTE: Read Chapter 5: Armstrong & Sables-Braus (2020). Please answer the following questions in the form of a written paper.
Case Study
Y.H. is a family nurse practitioner (FNP) pursuing her DNP. She practices in a nurse-run primary care clinic. Y.H. has finished her coursework and is planning
her DNP project. Y.H.’s primary care clinic has gathered patient-satisfaction data for approximately 24 months, and the clinic manager informs Y.H. that
excessive waiting times in the waiting room and in the exam room before the FNP enters for the visit are a common cause of complaint among the clinic’s
patients. Y.H. decides to employ multiple process improvement approaches to address this patient dissatisfier.
Read Chapter 5: Armstrong & Sables-Braus (2020). Please answer the following questions in the form of a written paper.
Specifics: Scholarly writing, APA 7th Edition, and limit to five pages (including references and title page).
1. Who would be members of Y.H.’s ideal team to improve patient wait times in the FNP clinic?
2. What process improvement tools lend themselves to assessing the current state of waiting times at the FNP clinic?
3. What might be some processes occurring before the FNP begins the visit that might be contributing to long wait times?
4. What data would Y.H.’s team track to assess whether changes that were implemented were actual improvements?

 

Sample Solution

Y.H. is a family nurse practitioner (FNP) looking to improve patient waiting times in her clinic with a DNP project. In order for this project to be successful, she needs to form an ideal team of members who can assist her in identifying the problem and creating solutions to address it. The ideal team would need include members from both inside and outside of Y.H.’s clinic; this will ensure that all perspectives are taken into account during the development process and that any changes implemented have maximum impact on patients’ experiences.

The first member of Y.H.’s team should be someone from within the primary care clinic itself – such as the manager or another FNP — as they understand how the office runs best, what resources are available, and who should be involved when making decisions regarding operations and procedures (Armstrong & Sables-Braus 2020). Furthermore they know where issues may lie within their own workflow processes which could potentially contribute towards wait times being longer than expected.

A second addition would be someone knowledgeable about process improvement tools – either internally or hired externally – so that data driven assessments can occur throughout each stage of development (Armstrong & Sables-Braus 2020). Tools such as flow charts and value stream mapping are particularly useful for understanding how current processes operate; while run charts provide insight into patterns over time which could indicate areas in need of attention or adjustment.

Finally, other key players might include those representing patient voices; these stakeholders bring invaluable input by providing feedback on existing conditions based off their own personal experiences which further helps inform planning stages going forward (Armstrong & Sables-Braus 2020). Thus having members from diverse backgrounds but united towards a common goal brings unparalleled benefits towards achieving success not just now but also far into the future too.

Section I: INTRODUCTION TO THE STUDY Introduction The country is encountering a basic deficiency of medical care suppliers, a lack that is supposed to increment in the following five years, similarly as the biggest populace in our country’s set of experiences arrives at the age when expanded clinical consideration is vital (Pike, 2002). Staffing of emergency clinics, facilities, and nursing homes is more basic than any time in recent memory as the huge quantities of ‘gen X-ers’ start to understand the requirement for more continuous clinical mediation and long haul care. Interest in turning into a medical caretaker has disappeared lately, likely because of the historical backdrop of the extraordinary and requesting instructive cycle, low compensation, firm and extended periods of time, and fast ‘wear out’ of those rehearsing in the calling (Wharrad, 2003).

A complex oversaw care climate in this country is restricting the dollars accessible to be spent on nursing care. Numerous wellbeing callings, particularly nursing, have the standing of ‘eating their young’ as opposed to offering compelling coaching to develop future medical services suppliers. Because of these variables, the quantity of medical attendants has diminished and businesses regard themselves as understaffed and seeking able work force. Before 2001 the decay had been apparent for a considerable length of time (Sadler, 2003). Nursing schools, public pioneers, medical services pioneers and the overall population is impacted by the absence of Registered Nurses (RNs) accessible.

As the populace ages, the assumption is that a rising number of RNs will be required essentially to keep up with the ongoing degree of medical care. Furthermore, the momentum ecological and political worries of expanding pandemic sickness, event of synthetic and catastrophic events, and expanding dangers of war, requires critical expansions in the medical services labor force (Jefferys, 2001). The public nursing lack and factors that increment the interest for expanding the nursing labor force notwithstanding public, state, and nearby debacles make the potential for a general wellbeing emergency. Nursing programs have endeavored to satisfy need for medical attendants by expanding enlistment and campaigning effectively for expansions in program subsidizing by schools and states for understudies.

Tragically, the issue of nursing understudy weakening hampers the best endeavors of nursing programs and irritates the public lack of Registered Nurses in the United States (Ofori, 2002). In 2003, the National League for Nursing revealed a positive vertical pattern in the nursing labor force supply in any case, the American College of Healthcare Executives (2006) detailed that in 2005, 85% of emergency clinic directors decided medical clinics needed more enlisted medical attendants to fulfill patient consideration needs. The United States Bureau of Labor insights showed by 2014, more than 1.2 million new and substitution nursing positions would be expected to meet the public medical services needs (Ramsburg, 2007).

Various broad endeavors to diminish weakening have been made by nursing programs including reinforcing affirmation methods and executing maintenance programs. Unfortunately, the issues of weakening keep on continuing nursing schools the nation over. Admission to a nursing program is serious and numerous potential understudies are denied confirmation every semester. Steady loss from nursing programs influences not just the particular understudy who is acknowledged to a nursing program and ineffective, yet in addition the understudy denied confirmation that might have been effective. Steady loss rates are expensive to understudies, nursing projects, and medical services the same by diminishing the quantity of likely alumni from schools of nursing and adding to the nursing lack. Many examinations feature the a lot higher than wanted whittling down

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