Capstone Project Ideas for Community and Leadership Hours
The Bureau of Labor Statistics projects a shortage of almost one million nurses by the year 2022. Despite the fact that nursing shortages are nothing new, this one is unique. Previous shortages, such as the one that occurred in 2001, were caused more by a lack of supplies. The present shortfall is caused by three factors: an elderly workforce, an aging population, and a restricted number of new nurses entering the profession. This paper seeks to develop leadership and community projects that can be implemented under activities for the Capstone dealing with the nursing shortage. Ideas that can be implemented to solve the nursing shortage will also be proposed Capstone Project Ideas for Community and Leadership Hours.
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Leadership Projects
Project 1: Development of Communication Programs
In order to address the nurse scarcity, the healthcare institution must develop communication methods. The outcomes of the hospital’s initiatives were deemed satisfactory by a sample of members. In the field of healthcare capacity building, the healthcare provider was at the forefront of developing communication relationships. Leadership-employee connections are strengthened when trust is built within internal communication (Mishra, Boynton, & Mishra, 2014). In the field of healthcare capacity building, the healthcare provider has been on the cutting edge of forming workforce collaborations. Weekly consultations or rounds with nurses should be done by health providers. However, regular gatherings are not always possible, but they try to interact with their nurses on a weekly basis, either through e-mail, in person, or over the phone since the healthcare managers and administrators oversee numerous clinics
Project 2: Increased Employee Engagement
The leaders in the healthcare organization should make more attempts to involve nursing practitioners and make them feel like they are a part of the team. Several leaders express pleasure in retaining workers’ interest, including their workers in decision-making and loyalty. It is crucial for nurses to participate in decision-making and keep them engaged. It is a kind of collaborative leadership (Haddad et al., 2020). They attempt to utilize participative management programs to enhance nurse involvement as healthcare managers and administrators. As a consequence, nurses are satisfied with their work and wish to remain in it. To assist with the nurse shortage, these managers strive to maintain retention.
Project 3: Investments in Nursing Education
To keep nurses motivated and engaged, healthcare executives should invest in educational opportunities. Education is a major problem that is affecting the country’s overall viewpoint. In order to double their prospective applications, nursing schools need assistance from healthcare leaders. This may be done via initiatives like private foundations help in funding higher education, nursing tuition reimbursement, and grants (Mehdaova, 2017). Infrastructure must be improved in order to educate additional nurses. Leaders in the healthcare system should most likely collaborate with nursing schools to train more nurses and expand programs to double or treble the number of students enrolled. Capstone Project Ideas for Community and Leadership Hours
Project 4: Positive Work Environment
Nurses should be able to stay in their areas because of the workplace setting and company culture. Simply, the goal is to make their workplace more appealing. Due to their limited workplace setting, the nurses are engaged; as a result, they have immediate links to their supervisors at all times. This is consistent with Morgan and Somera (2014), who said that the working conditions are the main reason that determines a nurse’s stay. If the working condition is hostile thus it contributes to the inability to perform and thus leads to loss of valuable nurses hence contributing to shortage within the organization.
Project 5: Improving the Healthcare System through New Regulations and Policies
The current nurse scarcity will last forever if government initiatives continue to put deflationary pressure on nurse staffing benefits and salaries. The nation’s views should be altered through legislative laws and policies. Revolutionizing the way nurses are appreciated and viewed in terms of finances, economics, and politics, is one example. Nursing instructors must follow the same guidelines. Political variables, according to Gupta (2013), may include government changes, general variations in the political climate, specific laws and regulations, and global power shifts.
Community Projects
Project 1: Empowerment
It is essential to have a community that empowers and encourages nurses in order to revitalize and maintain the nursing staff. Burnout and a great desire to quit employment will be reduced if employees are given more freedom in making staffing ratio choices while dealing with high volumes and acuity (Mehdaova, 2017) Capstone Project Ideas for Community and Leadership Hours.
Project 2: Education and Continuous Professional Interventions
Education and ongoing professional initiatives include a wide range of activities, including the decision-making process for a career. Advocacy for nursing and related health professions, for example, is one of the strategies. Students in nursing and related health programs who are exposed to the community report good results in terms of enhancing their enthusiasm in community practice (Mehdaova, 2017). Accessibility to educational opportunities is a critical element in ensuring that nurses remain to serve the community once they have graduated.
Project 3: Regulatory Interventions
Expanding the scope of practice of medical personnel as well as creating new divisions of health professionals are two examples of regulatory measures to help with nursing shortages in the community (Mehdaova, 2017). Another regulatory intervention aimed at addressing the nurse shortage is the foreign acknowledgment of credentials.
Project 4: Financial incentives
The only solutions that have been extensively examined are financial incentives. They do seem to have some impact on reducing nurse shortage, but there is little evidence of their efficacy at the community level.
Project 5: Personal and professional support
Nurses considering serving in a community setting will benefit from receiving professional and personal support, which may serve as an incentive to remain in the profession. Evidence from research indicates that guidance, clinical oversight, and preceptorship are important factors that should be considered when designing community health services for undergraduates who are considering a profession in community nursing (Mehdaova, 2017). Supportive connections inside the workplace serve as a practical dedication that encourages practicing community nurses to remain in their positions of employment, thus ensuring adequate nursing levels. This paper seeks to develop 5 leadership projects that can be implemented under activities for the Capstone dealing with the nursing shortage
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Ideas to Solve the Issue
Use of Onboarding Program
Nurse autonomy and cohesiveness and community have all been shown to decrease nurse turnover, and nurses who experience a sense of community at work report greater levels of job satisfaction. Making new nurses feel welcome with a training process may assist with retaining employees when hospitals hire new nurses. An effective induction approach may help new nurses adjust to their new work and feel less pressured in their first few weeks (Hoseini-Esfidarjani & Negarandeh, 2017) Capstone Project Ideas for Community and Leadership Hours. Avoiding immediately allocating novice nurses to difficult patients is an excellent example.
Incentivizing Behaviors wanted from Nurses
It is crucial to provide nurses with incentives to encourage the conduct wanted from them. A point scheme that compensates workers for taking on tough shifts, working extra hours, or learning new skills may be used by healthcare organizations. It is necessary to utilize the points to purchase unique rewards or to help nurses advance in their compensation over time. This makes it easier to manage even the most unpleasant shifts in a way that ensures nurse satisfaction.
Investing in Long-term Training and Professional Development
Nurses have to be given long-term training and professional development if healthcare organizations wish to retain them on staff. Nurses should be encouraged to continue their education throughout their careers. Nurses will need new knowledge and abilities as they advance into creative and management roles, and organizations may offer this training via online learning, self-tutorials, on-site courses, and other methods (Hoseini-Esfidarjani & Negarandeh, 2017) Capstone Project Ideas for Community and Leadership Hours.
Converting Current Nurses into Recruiters and Compensating for Referrals
Nurses understand the lingo used by other nurses and are aware of the problems that are most important to them. Providing monetary compensation or other incentives for recommendations may motivate existing nurses in the organization to bring in more nurses.
Offering Altered Schedules
Nurses frequently struggle to strike a balance between their professional and personal lives, and nurse leaders may help increase nurse recruitment and retention by giving nurses modified schedules that better meet both their professional and personal requirements ((Hoseini-Esfidarjani & Negarandeh, 2017). Nurses’ specific requirements may be better met by allowing them to select between part-time hours, eight-hour shifts, and 12-hour shifts. Greater flexibility in shift durations and start times allows nurses to select the choices that best suit their responsibilities, resulting in a better work-life balance and increased satisfaction and wellbeing Capstone Project Ideas for Community and Leadership Hours.
References
Gupta, A. (2013). Environmental and pest analysis: An approach to external business environment. Merit Research Journal of Art, Social Science and Humanities, 1(2), 13-17. http://meritresearchjournals.org/
Haddad, L. M., Annamaraju, P., & Toney-Butler, T. J. (2020). Nursing shortage. StatPearls [Internet]. https://www.ncbi.nlm.nih.gov/books/NBK493175/
Hoseini-Esfidarjani, S. S., & Negarandeh, R. (2017). A new view towards resolving the nursing shortage challenge. Journal of hayat, 23(3), 196-200.
Mehdaova, E. (2017). Strategies to overcome the nursing shortage (Doctoral dissertation, Walden University). https://scholarworks.waldenu.edu/cgi/viewcontent.cgi?article=5933&context=dissertations
Mishra, K., Boynton, L., & Mishra, A. (2014). Driving employee engagement. International Journal of Business Communication, 51(2), 183-202. https://doi.org/10.1177/2329488414525399
Morgan, D., & Somera, P. (2014). The future shortage of doctoral prepared nurses and the impact on the nursing shortage. Nursing Administration Quarterly, 38(1), 22-26. https://doi.org/10.1097/naq.0000000000000001
-I chose the nursing shortage as my Capstone topic
–we have 100 hours to use for community or leadership projects( 75 hours direct/25 hours indirect)
Assignment:
- Develop 5 leadership projects that can be implemented under activities for the Capstone dealing with the nursing shortage
- -Develop 5 community projects that can be implemented under activities for the Capstone dealing with the nursing shortage
- -Propose ideas that can be implemented to solve the issue Capstone Project Ideas for Community and Leadership Hours