一个有远见的智库来解决护理劳动力危机.
Angelique L Richard1, Abby Hornbogen, Angela Cooper
1Author Affiliations: Chief Nursing Officer and Senior Vice President (Dr Richard), Hospital Operations, Rush University Medical Center; Vice President, Patient Care and Chief Nursing Officer (Hornbogen), Rush Copley Medical Center, Aurora; Chief Nursing Officer (Dr Cooper), Rush Oak Park Hospital, Oak Park; Associate Vice President (Dr Yohannan), Patient Care Services, Rush University Medical Center, Chicago; Associate Dean for Academic Programs and Affairs, Professor (Dr Hicks), Adult and Gerontological Nursing, Rush University College of Nursing, Chicago; Owner (Anen), Trish Anen Advisory Services LLC, Sugar Grove; Principal, Consultant and Executive Leadership Coach (Ferket), L3 Advisors Group, Park Ridge, Illinois.
由于COVID-19加剧了护士短缺,因此需要创新的解决方案. 这篇文章详细介绍了使用领导能力来创建一个智库来重新想象护理劳动力.
科学领域:
- 医疗保健管理的管理
- 护理劳动力发展工作人员
- 组织领导力 组织领导力
背景情况:
- 随着COVID-19大流行,美国医院的护理人力短缺状况变得更加严重.
- 这一关键问题影响了患者护理质量和医疗保健系统的稳定性.
研究的目的:
- 描述一种解决护士短缺问题的新方法.
- 概述美国护理领导组织护士执行能力的应用.
- 详细说明召开一个沉浸式智囊团,以促进护理工作人员的创新解决方案.
主要方法:
- 一个医疗机构召开了一个沉浸式智囊团.
- 美国护理领导组织护士执行能力作为指导框架.
- 参与者参与了协作解决问题,以重新想象护理劳动力.
主要成果:
- 智库为确定挑战和机遇提供了一个结构化的环境.
- 领导能力的应用促进了对劳动力问题的战略方法.
- 这一过程为招聘,留住和发展护理劳动力产生了创新的想法.
结论:
- 描述的模型为面对护理人员短缺的医疗保健组织提供了可复制的策略.
- 利用已建立的领导能力可以有效地指导加强护理劳动力的举措.
- 积极主动和创新的方法对于确保可持续的护理劳动力至关重要.
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