Developing a Shared Vision

Developing a Shared Vision

In the process of providing the healthcare services, it is vital to ensure all our focus is placed on achieving the personal objectives that are usually exonerated from the departmental objectives and mission as illustrated by Ginter, Duncan & Swayne, (2018).  With such moves, we shall be putting our energy towards the vision of the hospitals which aims at offering world-class client-centered care. The vision guides all the departments within the hospital thus our department ought to works towards building the reputation of the facility while at the same time provide quality services that will make it a reference point to others units.

The stanch belief in the above sentiments led to this briefing so that we can team up in the determination of various hindrances within the department which need to be taken care of. In so doing, we would come up with a shared vision which if worked on efficiently can lead not only to the wellbeing of patients but also the care providers within our department.

Information to the Staff about the Two Issues Affecting the Department

It is worth appreciating the good work that all the members in this briefing have done since you have been part of the service delivery in various disciplines that has seen improvement in the patient outcome. At the same time, it is essential to identify some of the issues that this department is facing so that we can have solutions for them and move on with the responsibility that we are tasked with. One of the drawbacks that we are encountering right now is the staff shortage among the nurses, physicians, and the allied healthcare providers. This issue can be traced back to continually growing workload leading to raised demand with the relatively slow recruitment of the staff. The problem can also be associated with the relatively small numbers of trained personnel that is usually attributed to non-lucrative nature of the sector of healthcare and stress that engulfs the field. In the long haul, a low number of persons enroll in the training programs while those who train also leave the field early enough.

The second issue that concerned us as leaders are the poor job satisfaction rates which have led to high turnover. The challenge can be associated to the fact that most of the workers are usually stressed and experiences burnout from the workload that is usually high in healthcare (Dyrbye et al., 2017).  Furthermore, the unfavorable working environment in the health sector attributed to by stressful nature of the job, the poor patient outcome and the losses that the hospital experiences can demotivate the staffs who may not tolerate being part of low-quality service provision. In most instances, the healthcare providers also receive minimal attention up to the moments where critical incidences whether positive or negative emerge. This aspect leads to team to consider being less valued save for the periods where their concerns are catered for.

Effects of the Challenges to the Department

The high nurse turnover has turned to be costly to the department leading to loss of funds that are used in recruitment and training f the new employees to fit the system.. Furthermore, it has led to disruptions emanating from the need to employ and indoctrinate the new members so that they can replace the gone colleagues.

The shortage of nurses in the unit have led to negative patient outcomes which can be viewed from the aspect of increased incidences of code events as well as the medication errors(Hall et al., 2016). It is in the public domain that the increased workload is due to the imbalanced supply of the healthcare providers concerning the ever-rising service demand. In the long run, the workforce experiences burnout which is the case in this department. The patient satisfaction has been lowered due to the shortage of staff. It is through the negative feedback from the service users that the hospital and specifically this unit have had reduced reimbursement amounts.

Also concerning the staff shortage, the staffs have been dissatisfied with their job which has led many to resign before their contracts elapse. The increased rate of nurse turn over can be related to the working condition which is not conducive at all. Besides, the dissatisfaction has led to detrimental impact to the staff with many getting into depression and stress from the work-life imbalance. As a result, the nurse has offered relatively low-quality services while some are leaving their jobs thus the nurse shortage and the cycle goes round. It is of concern to us leaders that going through the briefing, a shared vision would be developed to avert the situation.

Impact of Improved Communication, Collaboration, and Teamwork on the Challenges within the Department

In overcoming the above difficulties, all the players ought to come out and give a hand. In the event of better communication amongst the staff members, the patients and the leadership of the unit, various issues that related to workload and service provision can be looked into and given priority when handling the departmental challenges. For instance, when the staff members can devise ways through communication on making the workplace conducive through debriefing sessions and even team building. In such cases, they can reduce the high nurse turnover and avert the staff shortage.

According to Foronda, MacWilliams & McArthur, (2016), communication and working together among the staff members is vital in the laying down of strategies for example remunerations and rewarding of staffs which reduce the high nurse turn over. Moreover, it is through collaboration that needs such as inadequate equipment can be determined and purchased to improve the work environment thus improving the job satisfaction and consequently staff retention.

The health sector has suffered severely due to inadequate funding from the stakeholders which has impaired service delivery. It is through collaboration with other sectors and agencies that more funds can be solicited to ensure the workplace is conducive through better remunerations and availing of the essential equipment to the staffs. With the favorable working environment, the staff retention will be high.

Techniques used to enhance Inclusion and improve Communication and Collaboration

Deland, Gordon & Kelly, (2018) reiterates that improving cooperation and communication within a care unit calls for all staff members to embrace the use of technology that will see an improved connection between various care delivery points. Having a communication structure that connects the care centers within the department allows for information sharing which facilitates continuity of care as well as coordination among the staffs.

In enhancing inclusion within the department, it is vital for the staff members to take part in decision making and implementation. This can be based on the fact that all the operations within this unit usually affect the patients and the staffs directly. With this determination, the two are to be considered when making up decisions. This involvement and consideration can be achieved via meetings and seeking the views of various individuals.


The leadership of any setting is usually meant to act as guides to lead the implementers. This realization leads to the need for shared vision amongst the leaders and the staff members in tackling various issues that may come along their way. Since our unit is experiencing a shortage of staffs and job dissatisfaction among nurses, the remedy lies within us, and it entails teamwork, collaboration, and communication. In changing the situation, the inclusion of the concerned parties as well as good communication ought to be employed.




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