CAPSTONE PROJECT 1

Capstone Project

Name

Prof. Name

Course

University
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Abstract

As an examiner of the Eastern Wood Hospital, this report is conducted with a major goal

of addressing the current issues that the hospital is facing, including both managerial and

technical problems, namely bad management and poor communication, staff shortage (both

nurses and doctors), poor patients’ outcomes that lead to their unsatisfactory behavior and

finally, a problematic regulation. From the analysis, it is recommended that new techniques

should be applied to turn the business over, which include improvements in communication

approach, alterations in the managing methods, creating new transparent policies, and adopt

cultural diversity to improve clients’ results.

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Introduction

An in-depth analysis of healthcare organizations in the United States reveals that they

confront a slew of difficulties that must be addressed urgently and effectively in order to avoid

any long-term effects (Snavely, 2016). It's indeed critical to recognize that while the problems

encountered by medical institutions vary, the majority of the challenges are shared by almost

every institution. The healthcare institution for which I engage has experienced several problems

that have had a significant impact on service delivery to patients and the general public.

Executive Summary

The hospital being examined is called Eastern Wood Hospital, which is a medium-sized

institution with 3 hundred beds accommodated in a 4-storey building. To begin with, there is a

staffing shortage. The healthcare institution where I focus is experiencing a staff shortage, owing

to a rise in the number of elderly nursing staff as well as a bad working environment, among

other things. The major issue that this place is facing is the poor job satisfaction. To start off,

they have a hostile work atmosphere (Poghosyan, 2017). It is critical to recognize that a hostile

work environment decreases employee morale and makes it difficult for them to do their tasks.

Nurses, for example, may feel uneasy working in an atmosphere that does not value cultural

diversity, leading to job discontent. Furthermore, bad leadership can lead to work discontent

among doctors and nurses, particularly if nurses are not permitted to participate in decision-

making. The perspectives of employees are valuable, and they should be recognized. If their

opinions are not appreciated, they get discouraged, which leads to work discontent.

Challenges facing hospitals and their impacts

The difficulties would have a variety of consequences for the ancillary service section.

For example, a scarcity of medical personnel would have a detrimental impact on patient
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outcomes. It is critical to recognize that a reduction in the number of physicians and nurses

available to offer medical services will result in more patients being allocated to a single medical

staff. When the workload is excessive, the quality of treatment offered to patients suffers

significantly. Patient outcomes are more likely to be unfavorable when care quality is poor,

resulting in a worse patient quality of life.

Furthermore, employee shortages hampered the ancillary service department's ability to

establish a safety culture (Snavely, 2016). The efficiency of the department is severely impacted

by the lower number of nurses in the department. To provide medical services to a significant

number of patients increases the likelihood of medical mistakes, particularly when confusion is a

common occurrence. In the case that nurses become confused, patient safety is jeopardized.

Employees who are dissatisfied with their jobs are more likely to leave. The number of

personnel available to give services to patients is reduced as a result of turnover (Poghosyan et

al, 2017). Due to the excessive workload, doctors and their colleagues are likely to experience

significant levels of stress as a result of turnover. Furthermore, nurse turnover reduces the quality

of care offered to patients, particularly when nurses do not spend enough time with their patients

to grasp their health concerns.

Managerial issues and perspective

It would be critical to recognize that enhanced communication in the auxiliary service

sector may be quite beneficial. To begin with, better communication can enhance the

department's condition by creating a conductive environment (Mosadeghrad, 2019). Specifically,

an atmosphere that allows for open contact fosters effective information exchange among the

department's health staff. During the delivery of therapy to patients and the changing of shifts in

the department, information sharing is critical in preventing and decreasing medical mistakes.
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Furthermore, better communication and coordination across the various teams can aid in

enhancing the quality of patient care (Cooke, 2017). Collaboration, in particular, has the impact

of bringing together people with a wide range of expertise and abilities, which substantially

improves patient outcomes.

Furthermore, it is problematic that the hospital is suffering from poor managing process.

There is no clear direction or supervising duty from the hospital managers as they do not take

part in drawing up a specific plan on how to run the business and just let the staffs deal with

patients’ cases on their own. This led to the shortage of staffs since the managers do not

understand the situation of the institution. Furthermore, the regulations in the hospital lack

transparency in wage payment and duty shares among staffs, which resulted in the poor working

environment.

Proposals for improving the business

Various approaches can aid in the promotion of inclusion, communication, and

cooperation. To begin with, the healthcare company should foster a workplace culture that values

cultural diversity (Wang et al, 2018). It is critical to recognize that cultural diversity aids in the

creation of a work environment that values and embraces the many viewpoints of nurses.

Crucially, cultural diversity guarantees that all nurses are treated equally, which encourages

workplace inclusiveness.

Handling disagreement with care is another approach that may be applied to promote

collaboration (Wang et al, 2018). It is critical to recognize that disputes arise in every healthcare

institution and that they must be effectively addressed. Good collaboration necessitates effective

conflict management. Hospital executives should be held accountable for resolving employee

disagreements, and new policies should be enacted as soon as feasible and in a transparent way.
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When it comes to improving communication, having an open door policy is the best way

to go (Wang et al, 2018). It's critical to recognize that having an open door policy allows nurses

to freely communicate with their elders. An open door policy encourages efficient

communication between nurse leaders and their juniors, which is critical for increased

performance since medical mistakes caused by misunderstanding are reduced.

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References

Cooke, M. (2016). TeamSTEPPS for health care risk managers: Improving teamwork and

communication. Journal of Healthcare Risk Management, 36(1), 35-45.

Mosadeghrad, A. M., Esfahani, P., & Afshari, M. (2019). Strategies to improve hospital

efficiency in Iran: A scoping review. Payesh (Health Monitor), 18(1), 7-21.

Poghosyan, L., Liu, J., Shang, J., & D’Aunno, T. (2017). Practice environments and job

satisfaction and turnover intentions of nurse practitioners: Implications for primary care

workforce capacity. Health care management review, 42(2), 162-171.

Snavely, T. M. (2016). A brief economic analysis of the looming nursing shortage in the United

States. Nursing Economics, 34(2), 98-101.

Wang, Y. Y., Wan, Q. Q., Lin, F., Zhou, W. J., & Shang, S. M. (2018). Interventions to improve

communication between nurses and physicians in the intensive care unit: An integrative

literature review. International journal of nursing sciences, 5(1), 81-88