Evidenced-Based Practice Case Study

Evidenced-Based Practice Case Study

Instructions/Descriptions

Evidenced-Based Practice Case Study

Part One:

My topic is about the reduction of urinary tract infections (UTI) in nursing homes. I chose this topic because, based on Meddings et al. (2017), at least 10% of nursing home residents will have UTIs at some point during

their stay at a nursing home. I have also witnessed the same cases in my practice, and I need to understand the best interventions that make taking care of the patients better. Taking time to build on these outcomes

requires a better perception of reality in shaping the outcomes. I will start by outlining what my research questions are. I will then create a target population and ensure the sample is attainable from my location to ensure

that I meet my outcomes. With the right questions, I can choose the most appropriate research method that will be useful in defining the present result. With the questions and method in place, it becomes easier to

understand what dimension is ideal in dealing with the need to ensure we improve competence at the workplace. As Camargo et al. (2018) opine, nurses need to analyze the attitudes, knowledge, and practices that

enhance the care process. Therefore, using research can improve working engagements at any center. This way, it becomes easier to push towards getting better funding towards improving the care process for nurses in

my unit.

Part Two:

Preventing pressure ulcers in our unit is a policy/procedure that has been useful in shaping how we treat patients within our center. We have managed to consider the role of working together to create preventative practices that aim at reducing the incidences of developing pressure ulcers among admitted patients. The center has been clear on developing better education programs that can enhance knowledge and skills to deal with ulcers across the community. The nurses understand the role of independent assessments of the patient outcomes with each review conducted. Porter-Armstrong et al. (2018) believed that the education process could be beneficial in creating better integration of services needed to develop ways of handling patients.

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References

Camargo, F. C., Iwamoto, H. H., Galvão, C. M., Pereira, G. A., Andrade, R. B., & Masso, G. C. (2018). Competences and barriers for the evidence-based practice in nursing: An integrative review. Revista Brasileira De Enfermagem, 71(4), 2030–2038. https://doi.org/10.1590/0034-7167-2016-0617

Meddings, J., Saint, S., Krein, S. L., Gaies, E., Reichert, H., Hickner, A., … & Mody, L. (2017). Systematic review of interventions to reduce urinary tract infection in nursing home residents. Journal of Hospital Medicine, 12(5), 356–368. https://doi.org/10.12788/jhm.2724

Porter-Armstrong, A. P., Moore, Z. E., Bradbury, I., & McDonough, S. (2018). Education of healthcare professionals for preventing pressure ulcers. The Cochrane Database Of Systematic Reviews, 5(5), CD011620.

https://doi.org/10.1002/14651858.CD011620.pub2

Maria Lazarte

Nursing shortage is a complex global issue that is expected to persist if appropriate strategies to manage it are not developed. Nurses are important instruments in the provision of quality and improvement of healthcare

outcomes (Haryanto, 2019). They perform their duties diligently and with dedication thereby providing hope during uncertainty. However, the fate of the nursing practice is at risk due to socioeconomic challenges faced

by developed and developing countries. The nursing shortage is caused by the increased demand and low supply of nurses required to effectively address the different health crises (Marć et al., 2019). Healthcare

facilities across the continent are seeking nurses to provide care to a growing number of patients suffering from acute and chronic diseases. I would submit a research proposal addressing the nursing shortage by

identifying the regions most affected by the issue and investigating ways in which scholars, organizations, and agencies can manage the problem.

A procedure that I would like to improve through evidence-based research is lobbying for workplace health and safety. The policy-making process is important because it identifies priority and strategic nursing needs.

After identification, the information is used to develop measures and interventions that improve the workplace. Evidence-based research can be used to inform the policy-making process to ensure the information

provided is accurate and improves diverse healthcare settings (Muluk & Winoto, 2018). Research is used to identify new ideas to improve the workplace and inform issues such as nursing shortage.

The workplace culture policy improved immensely due to evidence-based research. Through research, the administration found ways to improve the workplace culture such that nurses feel comfortable and supported.

Further, nurses are supported financially through benefits thereby helping them sustain their needs. These strategies prevent high turnover rates and manage nursing shortages within the healthcare institution.

References

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Haryanto, M. (2019). Nursing shortage: Myth or fact?. Orthopaedic Nursing, 38(1), 1-2.

Marć, M., Bartosiewicz, A., Burzyńska, J., Chmiel, Z., & Januszewicz, P. (2019). A nursing shortage–a prospect of global and local policies. International nursing review, 66(1), 9-16.

Muluk, M., & Winoto, S. (2018). Role of research/academic in policy formulation. Journal of Applied Management, 16(2), 285–292. https://doi.org/10.21776/ub.jam.2018.016.02.11

Lisgreily Marin

11/30/21, 9:33 AM

Top of Form

Part One: Inadequate Staffing

There has been an issue at my place of practice; there is insufficient staffing in the workplace, which is a very alarming problem at a higher rate. These issues are causing some workers to work under extreme stress

because they are forced to multitask due to a lack of workers. When there is a lack of staff in the workplace, there will be poor work done, and some employees will be stressed because they are doing work beyond their

abilities (Foster, 2017). This problem is causing the firm to have a negative image and outcome due to poor work. The majority of employees are being harassed to the point of quitting their jobs.

To begin with, there is a lack of sufficient capital in the hospital. Because there is a lack of funding and resources in the organization, workers cannot be hired. When there are insufficient resources, most workers will quit

because they are not paid, and the hospital board cannot hire new workers, resulting in inadequate staffing in the organization. Some employees are forced to do work they are not supposed to do.

The second cause of hospital understaffing is a shortage of nurses in the country. Most nurses are still in school and cannot work in hospitals because they are not yet qualified. Furthermore, people are not currently

pursuing nursing-related courses; instead, they pursue studies such as engineering and business, resulting in a nursing shortage at the hospital (Bochynska, 2018). Some nurses have returned to school to further their

education, resulting in a nursing shortage at the hospital. It should also be noted that some nurses are not qualified to be nurses because they failed their exams.

The workforce is getting older. As the population ages, so, too, does the nursing staff. Because of their age, most nurses have retired, stopped working, and returned home, leaving the hospital with insufficient staff. While the young population has returned to school to study, others have quit their jobs. In the country, the ageing population outnumbers young people by a large margin.

The consequences of insufficient hospital staffing are that most employees are overworked and under pressure, which leads to mistakes that harm the hospital’s reputation and patients’ health. Workers are suffering as

a result of overwork, and as a result, they provide poor care to patients, destroying the hospital’s reputation (Foster, 2017). The majority of workers are stressed and burned out on the job. Workers are straining

themselves multitasking due to a lack of workers, and they do not have peace of mind because of working long hours; they do not have enough time to rest and take care of themselves. As a result, they are suffering

from job trauma and burnout, resulting in poor work outcomes.

There is dissatisfaction, as patients are dissatisfied with nurses’ work as a result of insufficient staff. Patients do not receive adequate attention from nurses and caregivers because the nurse is preoccupied with o

ther tasks, and as a result, the patient does not receive sufficient attention. Most patients suffer due to the nurse’s failure to provide adequate care, resulting in the hospital’s reputation being ruined due to a lack of

staff. There is a risk of failure to rescue, resulting in deaths, Due to a lack of personnel who are supposed to do such work. Most patients are dying because there are no workers to assist them; one nurse is handling ten

patients at once, resulting in insufficient care and treatment, which leads to patient deaths.

Part Two: Policy or procedure and Evidence-based research

At my workplace, there are some procedures that I would like to improve to achieve a good outcome in terms of work done. I will conduct a thorough risk assessment in the workplace such that to improve the hospital’s

reputation. In such a case, I will inspect the safety measures to protect both workers and patients. As such, examine the root cause of all incidents and near misses. This is where I will look into what is going on in the

hospital that is causing the hospital’s reputation to suffer. I will look into the root cause of the problem that’s causing this to go from ordinary to evil in the hospital.

Equally, I will encourage employees to report any health or safety concerns. Workers will report on what is going on at the hospital and any daily problems or concerns. By encouraging them, the hospital’s reputation will

improve (Bochyriska, 2018). For example, measuring and supporting any necessary changes. When there is a need to change some regulations or workers, I will count them to see if they are satisfactory and then decide

to support the necessary changes. Instilling positive values and attitudes toward workplace health and safety seems to help strengthen existing programs and empower them. Positive changes in values and attitudes

toward workplace health and safety will allow all workers to be free and do their jobs well, resulting in a positive outcome.

Fostering a culture of safe leadership is paramount in implementing the procedure of risk assessment. Promoting a safe leadership culture, where everyone is heard, their problems are addressed, and they are given

advantages. To actualize this, I will ensure that attending and promoting safety training sessions is one of my fundamental obligations to learn from similar colleagues who have done the same as the evidence-based

practice. This will enable me to understand the safety measures that should be implemented to protect workers and ensure that they work in a safe environment.

References

Bochyriska, N. (2018). 500=’ for young nurses. The Ministry of Health wants to patch staff gaps. Money. pl. (in Polish). https://www.money.pl/gospodarka/wiadomosci/artykul/500-dia-mlodych-pielegniarek-ministerstwo,158,0,2401694.html

Forster, K. (2017). NHS faces a shortage of more than 40,000 nurses after Brexit, says leaked government prediction. https://www.independent.co.uk/news/health/nhs-nurse-shortage-40000-post-brexit-trusts-hospital-uk-healthcare-leaked-government-a7671791.html

Evidenced-Based Practice Case Study

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