Assignment: NUR 711 Week 2: Organizational Needs Assessment

Assignment: NUR 711 Week 2: Organizational Needs Assessment

Assignment: NUR 711 Week 2: Organizational Needs Assessment

Organizational Needs Assessment

Assignment

Purpose

The identification of a significant practice problem and associated project need are the cornerstone of a practice change project. The purpose of this assignment is to conduct an organizational needs assessment. The formulation of a comprehensive organizational needs assessment supports the professional formation of the DNP-prepared nurse. To complete the assessment of the organizational need, you will need to interview a key decision-maker at the practicum site.

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Instructions

To create flexibility, we are providing options on this assignment. For this assignment, each of the sections can be presented either as a narrative or as a concept map. Concept maps are an effective way to express complex ideas, especially for visual learners.

Please note that you are not required to complete any or all sections as a concept map. If you choose to use a concept map for a section, it should be created in Microsoft Word and placed in that section of your paper. The concept map must meet all the requirements of the assignment rubric for that section. The rubric and page length requirements of the paper are the same whether you complete the sections of this assignment as a narrative or as a concept map.

Concept Map Resources

If you need additional information on concept maps and how to create a concept map in Microsoft Word, review the following videos:

Link (video): Microsoft Word: Creating a Flowchart, Concept Map, or Process MapLinks to an external site. (4:03)

Concept Map (2:48)

Additionally, review the conceptual maps section in the current APA manual.

Follow these guidelines when completing each component of this assignment. Contact your course faculty if you have questions.

Use the most current version of the APA formatted Microsoft Word document for the DNP Program. The document is located in Student resources and saved as a Microsoft Word Document and will end in “docx.”

All Chamberlain University policies related to plagiarism must be observed.

Review the rubric for the grading criteria.

The assignment includes the following components:

Title Page

Title of the paper

Student name

Chamberlain University College of Nursing

Course number and course name

Session month and year

Introduction

Start your introduction with a powerful purpose statement or two to stimulate interest.

Introduce the practice problem or need.

Provide a preview of what the paper will include with a strong thesis sentence.

Identification of the Practice Problem or Need

Describe the practice problem or need.

Discuss how the practice problem or need was determined.

Briefly summarize the evidence in the literature which is focused on the practice problem and builds a compelling case for the practice problem. using in-text citations/ and references, to support the need for change.

A minimum of 3 current (within 5 years) research articles from peer-reviewed journals are required. The three research articles must support the significance and compelling nature of the practice problem. Non-research data can also be added to the 3 articles to support the compelling nature of the practice problem. (Examples of sources of non-research data are the CDC, state or county Health Department, Kaiser Family Foundation, AHRQ.)

Describe the source of the evidence or data at the practicum site to support the need for change at the practicum site. This may be the infection rate, obesity prevalence, or diabetic patients with A1C of 7 or higher, for example. This evidence might also be from a conversation with the organizational leader. State the source of the data that supports this need at the practicum site.

Identification of Stakeholders (Stakeholders have some form of stake or interest in the project outcomes.)

Identify (state explicitly) key stakeholders who will support the change.

Identify (state explicitly) key stakeholders who may resist the change.

Identify (state explicitly) stakeholders who will have the most influence on positive or negative changes related to your identified problem.

Gap Analysis Table

Complete the gap analysis table, which can be downloaded at the following link:

Link (Word doc): Gap Analysis TemplateLinks to an external site.

Include the table in your paper. Review the following instructions on how to copy a table in Word:

Link (webpage): Move or Copy a TableLinks to an external site.

Answer all of the questions completely and separately. Do not combine answers.

What is currently happening at the practicum site?

What should be happening at the practicum site based on current evidence?

What is your practice gap? (state what is currently happening and state what should be happening)

Why is there a practice gap?

What factors are contributing to the practice gap?

What evidence do you have to demonstrate there is a practice gap?

Conclusion

Write one concise paragraph, providing a clear and logical summation of the paper.

Summarize the main points from the needs assessment section above. (New information should not be included in the conclusion)

APA Standards and References

Use appropriate Level I headers.

Create the reference page with a minimum of three current (within 5 yrs) peer-reviewed journal articles.

References and citations are in current APA style.

Each reference has a matching citation.

Writing Requirements (APA format)

1-inch margins

Double-spaced pages

12-point Times New Roman font or 11-point Arial

Headings & subheadings

In-text citations

Title page

References page

Standard English usage and mechanics

Program Competencies

This discussion enables the student to meet the following program competencies:

Integrates scientific underpinnings into everyday clinical practice. (POs 3, 5)

Uses analytic methods to translate critically appraised research and other evidence into clinical scholarship for innovative practice improvements. (POs 3, 5)

Appraises current information systems and technologies to improve healthcare. (POs 6, 7)

Analyzes healthcare policies to advocate for equitable healthcare and social justice to all populations and those at risk due to social determinants of health.

Leads others in professional identity, advanced clinical judgment, systems thinking, resilience, and accountability in selecting, implementing, and evaluating clinical care.

Course Outcomes

This assignment enables the student to meet the following course outcomes:

Examine the role of the DNP-prepared nurse in leading financial planning and management across healthcare settings. (PCs 5, 8; POs 2, 4, 9)

Formulate a needs-based organizational assessment to inform strategic leadership decision-making. (PCs 1, 3, 4; POs 3, 5, 7)

Develop strategies to lead project planning, implementation, management, and evaluation to promote high value healthcare. (PCs 1, 3, 4; POs 3, 5, 7)

Late Assignment Policy applies

Rubric

Week 2 Assignment Grading Rubric

Week 2 Assignment Grading Rubric
Criteria Ratings Pts
This criterion is linked to a Learning OutcomeIntroduction

Requirements:

1. Start your introduction with a powerful purpose statement to stimulate interest.

2. Introduce the practice problem or need.

3. Provide a preview of what the paper will include with a strong thesis sentence.20 pts

Includes all requirements and provides an in-depth introduction.

18 pts

Includes all requirements and provides a sufficient introduction.

16 pts

Includes 2 requirements and/or provides a partial introduction.

0 pts

Provides an undeveloped introduction.
20 pts
This criterion is linked to a Learning OutcomeIdentification of the Practice Problem or Need

Requirements:

1. Describe the practice problem or need.

2. Discuss how the practice problem or need was determined.

3. Briefly summarize the evidence in the literature which is focused on the practice problem and builds a compelling case for the practice problem.

4. A minimum of 3 current (within 5 years) research articles from peer-reviewed journals are required. The three research articles must support the significance and compelling nature of the practice problem. Non-research data can also be added to the 3 articles to support the compelling nature of the practice problem. (Examples of sources of non-research data are the CDC, state or county Health Department, Kaiser Family Foundation, AHRQ.)

5. Describe the source of the evidence or data at the practicum site to support the need for change at the practicum site. (This may be the infection rate, obesity prevalence, or diabetic patients with A1C of 7 or higher, for example. This evidence might also be from a conversation with the organizational leader. State the source of the data that supports this need at the practicum site.)

25 pts

Includes all requirements and an provides an in-depth discussion about the practice problem or need.

23 pts

Includes at least 4 requirements and/or provides a sufficient discussion about the practice problem or need.

20 pts

Includes at least 3 requirements and/or provides a partial discussion about the practice problem or need.

0 pts

Provides an undeveloped discussion about the practice problem or need.
25 pts
This criterion is linked to a Learning OutcomeStakeholders

Requirements:

1. Identify (state explicitly) key stakeholders who will support the change.

2. Identify (state explicitly) key stakeholders who may resist the change.

3. Identify (state explicitly) stakeholders who will have the most influence on positive or negative changes related to your identified problem.

20 pts

Includes all requirements and provides an in-depth evaluation of stakeholders.

18 pts

Includes at least 2 requirements and/or provides a sufficient evaluation of stakeholders.

16 pts

Includes at least 1 requirements and/or provides a partial evaluation of stakeholders.

0 pts

Provides an undeveloped evaluation of stakeholders.

20 pts
This criterion is linked to a Learning OutcomeGap Analysis

Requirements:

1. Embed the completed gap analysis table in your paper. Please answer all of the questions separately. Do not combine answers.

2. What is currently happening at the practicum site?

3. What should be happening at the practicum site based on current evidence?

4. What is your practice gap ? (State what is currently happening and what should be happening.)

5. Why is there a practice gap ?

6. What factors are contributing to the practice gap?

7. What evidence do you have to demonstrate there is a practice gap?

25 pts

Includes all requirements of the gap analysis and provides an in-depth gap analysis table presentation.

23 pts

Includes at least 6 requirements of the gap analysis and/or provides a sufficient gap analysis table presentation.

20 pts

Includes at least 5 requirements of the gap analysis and/or provides a partial gap analysis table presentation.

0 pts

Provides an undeveloped gap analysis table presentation.
25 pts
This criterion is linked to a Learning OutcomeConclusion

Requirements:

1. Write one concise paragraph, providing a clear and logical summation of the paper.

2. Summarize the main points from the needs assessment section above.

20 pts

Includes all requirements and provides an in-depth summary in the conclusion.

18 pts

Includes all requirements and provides a sufficient summary in the conclusion.

16 pts

Includes at least 1 requirement and provides a partial summary in the conclusion.

0 pts

Provides an undeveloped summary of the main points in the needs assessment in the conclusion.
20 pts

This criterion is linked to a Learning OutcomeAPA Style and Standards

Requirements:

1. Uses appropriate Level I headers.

2. Create the reference page with a minimum of three (3) current (within 5 yrs) peer-reviewed journal articles.

3. References and citations are in current APA style.

4. Each reference has a matching citation.
10 pts

Includes all requirements of APA style and standards.

9 pts

Includes 3 requirements of APA style and standards.

8 pts

Includes 2 requirements of APA style and standards

0 pts

Includes 1 requirement of APA style and standards.
10 pts
This criterion is linked to a Learning OutcomeClarity of Writing

Requirements:

1. Standard English grammar and sentence structure

2. No spelling or typographical errors

3. Organized presentation of ideas
10 pts

Includes all requirements of clarity of writing.

9 pts

Includes 2 requirements of clarity of writing.

8 pts

Includes 1 requirement of clarity of writing.

0 pts

Includes fewer than all requirements and/or demonstrates poor clarity of writing.

10 pts

Total Points: 130

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Assignment: NUR 711 Week 2: Organizational Needs Assessment Sample

Mental health hospitals are crucial in our healthcare system, providing care and support to individuals struggling with mental health disorders. However, the demanding nature of this work can take a toll on healthcare workers, leading to staff burnout and compassion fatigue. These issues impact the staff’s well-being and compromise the quality of care provided to patients. Mental health hospitals must conduct a comprehensive organizational needs assessment focused on staff burnout and compassion fatigue to address this pressing concern. This paper aims to identify how the practice problem of staff burnout and compassion fatigue was identified, explore the key stakeholders involved in addressing this issue, and complete a gap analysis table.

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Identification of the Practice Problem or Need

Staff burnout and compassion fatigue represent a pervasive issue within the healthcare sector. Dall’Ora et al. (2020) note that staff burnout, as introduced by Freudenberger in 1974 when observing reduced motivation and commitment among volunteers at mental health clinics, refers to a state of physical, emotional, and mental exhaustion caused by excessive and prolonged stress often exacerbated by factors like heavy workloads, inadequate resources, and high patient acuity. Compassion fatigue, on the other hand, is the emotional and physical drain experienced by healthcare providers due to continuous exposure to patients’ suffering and traumatic events.

The practice problem of staff burnout and compassion fatigue in the organization of my practicum was identified through a multifaceted approach. Direct observation and informal discussions with frontline staff, nursing leaders, and relevant employees provided qualitative insights into daily challenges and perceptions. These open dialogues allowed us to understand better the emotional toll and job-related stressors contributing to burnout and compassion fatigue. Structured surveys were also employed to collect quantitative data on burnout indicators to complement these qualitative findings. This method ensured that we obtained a well-rounded perspective on the issue, capturing the experiences and sentiments of healthcare professionals across all staff levels. Combining these approaches enabled us to paint a comprehensive picture of the practice problem, underlining its severity and impact.

In the study by Dall’Ora et al. (2020), it is evident that burnout in nursing is a pervasive issue with severe consequences for both individuals and patients. The findings from the research show a strong association between adverse job characteristics such as high workload, low staffing levels, and extended shifts with burnout in nursing. This is supported by the findings of reduced job performance, poor quality of care, and patient safety issues resulting from burnout. Furthermore, the study highlights the gaps in understanding the full extent of the consequences, particularly about turnover. This research strongly supports the need for interventions to address staff burnout in nursing.

A systematic review of compassion fatigue in mental health nurses by Marshman et al. (2021) points to the emotional and physical costs of compassion fatigue, affecting staff recruitment and retention. The study identifies potential mitigating factors such as strong leadership, positive workplace cultures, clinical supervision, reflection, and self-care strategies. This research highlights the pressing need for resources and interventions in mental health nursing and suggests practical ways to address compassion fatigue. Thapa et al. (2021) also stress the importance of a proactive organizational approach to reduce burnout and compassion fatigue among healthcare professionals. The authors emphasize the role of leaders and managers in creating a healthy workplace, offering support, and providing opportunities for resilience-building. The article underscores the moral distress and injury experienced by healthcare professionals, particularly during the global pandemic, further emphasizing the need for immediate action and the significance of measures to enhance resilience. These three studies collectively provide strong and diverse evidence that staff burnout and compassion fatigue are significant and pressing issues in healthcare, warranting comprehensive interventions and support strategies.

The evidence supporting the need for change at the practicum site regarding staff burnout and compassion fatigue is multifaceted. First, the high staff turnover observed at the mental health organization indicates a critical issue. As Scanlan and Still (2019) highlight, high turnover rates often indicate job dissatisfaction and burnout among employees, which can significantly disrupt the continuity of care and the development of therapeutic relationships with patients. Second, the longer length of hospital stays is another source of evidence. Extended patient hospital stays can result from decreased staff morale and effectiveness due to burnout, which, in turn, can contribute to the overall deterioration of patient well-being (Dall’Ora et al., 2020). These data points were reinforced by conversations with organizational leaders who expressed concerns about the impact of staff burnout on patient care quality and the sustainability of the workforce. Therefore, addressing staff burnout and compassion fatigue is a moral imperative and a strategic necessity for the mental health organization’s long-term success.

Identification of Stakeholders

Stakeholders play a pivotal role in the success of any organizational change initiative. The executive leadership team is among the key stakeholders poised to support the change. This group, which includes the chief executive officer and chief financial officer, wields substantial influence within the healthcare organization. Their support is essential as they can allocate resources and set the strategic direction. Endorsing and facilitating initiatives to address staff burnout is not merely a suggestion but a crucial step in allocating the necessary resources and promoting a culture of well-being within the organization.

Nursing managers also emerge as critical stakeholders in this context. These frontline leaders are instrumental in implementing and overseeing the interventions to reduce burnout. Their role is akin to a bridge between the staff and the executive leadership (Aryankhesal et al., 2020). They ensure that the strategies and plans for addressing burnout are effectively communicated, understood, and executed. Nursing managers are not just conduits for change; they are vital drivers who can make or break the success of these initiatives.

However, it is essential to acknowledge that some stakeholders may resist the proposed changes. Among them are the direct care providers and frontline healthcare professionals at the core of patient care. Their resistance can stem from various factors. Some may be concerned about the potential for an increased workload resulting from the changes. Others might fear unfamiliar processes or be skeptical about the effectiveness of the interventions. Paradoxically, burnout can contribute to resistance, as exhausted and demoralized staff may lack the motivation to embrace more change. Understanding and addressing these concerns is crucial to overcoming resistance and achieving successful change.

Stakeholders who will have the most significant influence on the outcomes of these changes are patients and their families. While they are not directly involved in the day-to-day organizational management of staff burnout, they hold immense sway over the healthcare system’s perception and reputation. Patients who receive care from less burned-out healthcare providers are more likely to have positive experiences and perceptions of the healthcare system. These satisfied patients can become advocates and ambassadors for the organization’s efforts to address burnout. Conversely, negative patient experiences due to staff burnout can harm public opinion and support for the organization.

Gap Analysis Table

A gap analysis table is a valuable tool to outline the disparities between the current state of staff burnout and compassion fatigue and the desired future state. It involves identifying specific gaps in knowledge, skills, resources, and processes that hinder progress. This table serves as a roadmap for healthcare organizations to systematically prioritize and address these gaps.

What is currently happening at the practicum site?	What should be happening at the practicum site based on current evidence?	What is your practice gap? (State what is currently happening and state what should be happening.)	Why is there a practice gap?	What factors are contributing to the practice gap?	What evidence do you have to demonstrate there is a practice gap?
Staff burnout and compassion fatigue are pervasive issues among healthcare workers at the mental health organization.	Healthcare workers should have access to effective interventions and support systems to mitigate staff burnout and compassion fatigue.	The practice gap is that healthcare workers lack access to adequate resources and interventions to address and prevent burnout and compassion fatigue.	The practice gap exists due to inadequate support systems and resources for healthcare workers.	Factors contributing to the practice gap include heavy workloads, inadequate resources, and high patient acuity.	High staff turnover rates, longer patient hospital stays, and organizational leaders’ concerns about patient care quality and workforce sustainability provide evidence of the practice gap.

Conclusion

This paper underscores the importance of conducting a comprehensive organizational needs assessment focused on staff burnout and compassion fatigue in mental health hospitals. Identifying these pervasive issues was informed by a multifaceted approach, combining direct observation, qualitative insights, and structured surveys. Extensive research evidence supports the urgent need for interventions and support strategies, as staff burnout and compassion fatigue have far-reaching consequences for healthcare professionals and patients. Key stakeholders, including executive leadership, nursing managers, and patients, are positioned to influence the success of these initiatives, albeit with potential resistance to change. The gap analysis table serves as a practical roadmap to address existing disparities systematically and prioritize resources, ultimately enhancing the well-being of healthcare workers and the quality of patient care in mental health organizations.

References

Aryankhesal, A., Mohammadibakhsh, R., Hamidi, Y., Alidoost, S., Behzadifar, M., Sohrabi, R., & Farhadi, Z. (2020). Interventions on reducing burnout in physicians and nurses: A systematic review. Medical Journal of the Islamic Republic of Iran, 33(77), 77. https://doi.org/10.34171/mjiri.33.77

Dall’Ora, C., Ball, J., Reinius, M., & Griffiths, P. (2020). Burnout in nursing: A theoretical review. Human Resources for Health, 18(1), 1–17. https://doi.org/10.1186/s12960-020-00469-9

Marshman, C., Munro, I., & Hansen, A. (2021). Compassion fatigue in mental health nurses: A systematic review. Journal of Psychiatric and Mental Health Nursing, 29(4). https://doi.org/10.1111/jpm.12812

Scanlan, J. N., & Still, M. (2019). Relationships between burnout, turnover intention, job satisfaction, job demands and job resources for mental health personnel in an Australian mental health service. BMC Health Services Research, 19(1). https://doi.org/10.1186/s12913-018-3841-z

Thapa, D. K., Levett‐Jones, T., West, S., & Cleary, M. (2021). Burnout, compassion fatigue and resilience among healthcare professionals. Nursing & Health Sciences, 23(3). https://doi.org/10.1111/nhs.12843