Enhancing Organizational Problem Solving

Introduction

Organisational problem solving model is effective to acknowledge the existing problems and issues at the workplace at the workplace as well as analyse the problems and develop proper solutions for mitigation the existing issues (Pihlainen, Kivinen and Lammintakanen, 2016). The aim of the study is to explore the organisational problem as well as implement the problem solving model which is effective to analyse the existing issues and develop suitable solutions for the benefits of the organisations. The study also focuses on understanding the role of leaders and the managers in resolving the problems and managing the workforce successfully in the organisation. For students working on their business dissertation help, understanding these aspects can provide valuable insights into effective organisational management.

Determining the organisational problem

Through problem assessment such as monitoring the workforce, reviewing their skill and abilities, present of the employees and working culture are effective to identify the existing problems in the organisation. After the assessment, it has been seen that, the absence of the nurses at the health and social care institution is the major problem for which the quality of the health and social care services deteriorates. It is high concern of the leaders and the mangers that the nursing staff got sick and the percentage of absent in one month is increasing among the nurses. In the health and social care service, the mental health care nursing staff plays a crucial role in taking care of the patients and providing the best possible treatment and support to the individuals. 24*7 services is necessary in the mental health care where the patients suffering from mental health problem need proper support ad care from the mental health care nursing professionals (Giddens, 2018). Hereby, the problem of sickness among the nurses and frequent absent among the nursing staff is serious as it hampers the smooth service and daily working activities in the health and social care organisation.

This is a major problem, as other nurses fail to take care of the patients due to inadequate information about the individual, proper record of the medicine, high absent and lack of communication and cooperation due to the absent. These are the major issues for which the health and social care intuition is suffering from delivering high quality care to the patients with mental illness. The problem of absent among the mental health care nursing staff further hampers the quality of care in the hospitals as well as it further affects the treatment and care where the patients cannot access efficient treatment and proper support from the nurses due to absent and sickness (Courtney et al., 2015). The quality of care as well as the performance of the health care organisations deteriorated and it is necessary for the leaders and the managers to take active initiative for mitigating the existing issues so that the quality of care can be maximised. It also has national implications, where there are huge numbers of patients who cannot get efficient treatment and care due to high percentage of absent among the nurses. The work structure of the firm is hampered in the hospitals as well as the patient are also suffering from getting proper treatment and care from the health care professionals (Cherry, and Jacob, 2016).

Evaluating the current organisational problems

The above mentioned problem is serious for the mental health care organisation where staff absent is one of the major problem for which the overall working structure is hampered as well as the quality mental care service also deteriorates. According to Weiss, Tappen, and Grimley (2019), it is necessary for the organisations to handle their registered nurses and develop working strategic planning in order to handle the patients efficiently. As stated by Ellis (2018), nursing staff members need to be present at the hospitals to support the patients with quality acre and service for overcoming their health and mental illness. In this regard, if one nurse is absent, it is the responsibility of the other nurses at the hospital to tale active part to treat the patient and develop cooperative working practice at the hospitals. According to Fischer (2016), partnership working practice is necessary in the mental health care settings, in order to enhance cooperation and communication among the nurses where the leaders and the mangers can create collaborative working practice in which all the nurses can work cooperatively and share each other’s responsibilities well. In such situation, if one nursing staff is absent, it would be possible for other staff members to handle the task and deliver quality care and treatment to the patients successfully.

On the other hand, as opined by Ortega et al., (2018), the leaders and the managers need to take care of the nurses and develop flexible working practice at the workplace so that the absent percentage among the nursing professionals can be mitigated. It is necessary to provide freedom to choose alternative working hours as per the preferences of the nurses as well as support them in creating harmony to work collaboratively so that there is no such huge problem if one nurse is absent in the hospital. Through problem solving model, it is possible to evaluate the existing issue and develop suitable solutions for the organisations who are suffering from the problem of high absent among the mental care nursing staff members. As per the model of problem solving, there are five parts, which are defining the problem, identifying the reason of the problem, evaluating the problem, developing solution to mitigate the problem and auditing the workplace. In this regard, the major problem is staff sickness and high percentage of absent among the nurses. It can be seen that, the major issue of absent is sickness and the reason for this is long working hours, lack of safety of the nurses and lack of flexibility, for which the nurses become sick and they apply for leave in the organisation. It is the responsibility of the leaders and the managers to identify proper solution to mitigate the issues and develop effective strategic planning for enhancing the performance of the nurses so that there would be no such quality issue in delivering treatment and care to the patients with mental illness.

Developing solutions for high standard care

It is necessary to develop effective strategic planning in the mental health care organisation in order to mitigate the above mentioned of staff absent. Firstly, legal and ethical framework needs to be developed at the hospitals, where the leaders and managers need to take care of the safety and security of the nurses by implementing health and Safety at Work Act 1974 which provides security to the nursing staff to work safely (Courtney et al., 2015). On the other hand, ethical practice needs to be improved where the infection control practice by putting hand sanitizer at each doors of the patients, using mask while serving care to the patients and using gloves are necessary at the workplace. Moreover, the leaders and the managers need to provide proper guidelines to work and serve better care while taking care of them so that they are not getting sick at the workplace (Grossman, and Valiga, 2016). Maintain cleanliness at the floor, using proper infection control technique is necessary to mitigate the issue of staff absent. Additionally, the leadership and managerial style needs to be improved where the managers need to provide flexibility to work where the nursing staff can have the opportunity to choose the working time and shifts as per their convenience, this is one of the effective strategy to resolve the issue of high absent at the workplace of mental health care institution where the nurses can conduct their responsibility as per their convenience and preferences (Cherry, and Jacob, 2016).

In addition to these, the organisational practice needs to be changed where transparency an accountability must be managed at the workplace so that all the nurses can feel valued and the leaders need to treat all the nurses fairly and equally at the workplace. On the other hand, developing working in partnership at the workplace is required by the leaders and the managers where collaborative working practice may resolve the issue of staff absent and its consequences (Scully, 2015). The major impact of high absence among the staff is on quality where the quality of care is hampered and through developing partnership working practice, the leaders and managers can handle the workplace where the other registered nurses can handle their responsibilities and manage the quality standard of care proficiently. Managing change is another way to mitigate the issue where cooperation, staff management, convincing the nurses at the workplace and proper communication and team working are suitable strategy for resolving the above mentioned issue (Cherry, and Jacob, 2016).

Demonstration effective decision making skill for resolving the problem

The decision making practice in this regard is beneficial to develop the above mentioned solution where the problem solving skill and model is also effective to identify the existing issue and develop alternative solutions so that the leaders and the managers can manage the nurses absent at the workplace. As per the decision making strategy, identifying the problem and gathering the information are necessary. In this context, the major problem has been identified and it has been see that, the main problem is lack of quality of care due to high absent among the nurses (Giddens, 2018). After gathering information, it is necessary to explore options and choose the right options to resolve the problem and in this context of mental health care, managing the nurses and providing flexible workplace is necessary where the leaders and the managers also needs to empower the nurses and cooperate with them to chose working hours as per their convenience. Hereby, decision making practice is beneficial in this regard to evaluate the alternative solution and mitigate the existing issues for enhancing the performance of the nurses.

Role of nurses, leaders and mangers

The nurses are playing cruel role in overcoming the problem and here the nursing professionals need to inform the leaders and managers for the absent earlier so that the managers can develop proper tactics to handle the workplace successfully. Moreover, the nurses need to be collaborative and interactive with the managers and take leave for valid reason (Cherry, and Jacob, 2016). The nurses must focus on working in partnership and they need to communicate and inform other nurses about the services sop that during his or her absent, other nurses can handle the workplace successfully. Hereby, the nurses need to be cooperatively and take active part at creating values for the organisation. Moreover, the leaders and the managers also need to develop strong relationship with the nurses and give them freedom to choose their working time and shifts as per their convenience. Improving trust and loyalty is necessary at the workplace so that the nurses and managers as well as leaders can handle the workplace collaboratively.

Critically discuss the leadership and management strategy for managing registered nurses

The above mentioned leadership and management strategic planning is beneficial where clinical governance, managing change, following legal and ethical framework as well as supporting the workforce are contributing factors to resolve the existing problems in the workplace. The leaders and the mangers need to support the nurses and manage transparency and accountability at the workplace to build strong relationship and encourage the staff for better performance (Cherry, and Jacob, 2016). In this regard, performance audit and cooperation with all the nurses can be useful to resolve the problem of high absent among the staff members.

Conclusion

It can be concluded that, high percentage of absent among the using staff in the mental health care setting is major issue where the managers and the leaders take active part to resolve the problem and deliver high quality treatment and care to support the individuals suffering from mental illness. It is necessary to develop clinical government and manage transparency and accountability to support the staff and provide them flexible working practice. In addition to these, infection control, providing safe environment and encouraging the nurses through empowerment are also effective solution to mitigate the existing problem and deliver high quality car and support to the patients proficiently.

Reference List

Cherry, B. and Jacob, S.R., 2016. Contemporary nursing: Issues, trends, & management. London: Elsevier Health Sciences.

Courtney, M., Nash, R., Thornton, R. and Potgieter, E., 2015. Leading and managing in nursing practice: Concepts, processes and challenges. Leadership & nursing—Contemporary perspectives, pp.1-20.

Ellis, P., 2018. Leadership, management and team working in nursing. London: Learning Matters.

Fischer, S.A., 2016. Transformational leadership in nursing: a concept analysis. Journal of Advanced Nursing, 72(11), pp.2644-2653.

Giddens, J., 2018. Transformational leadership: What every nursing dean should know. Journal of Professional Nursing, 34(2), pp.117-121.

Grossman, S. and Valiga, T.M., 2016. The new leadership challenge: Creating the future of nursing. London: FA Davis.

Ortega, J., Hooshmand, M., Foronda, C., Padron, M., Simon, D., Waters, M., Cassiani, S. and Montano, N.P., 2018. Developing nurse leaders across the Americas: evaluation of an online nursing leadership course. Revista Panamericana de Salud Pública, 42, p.e152.

Pihlainen, V., Kivinen, T. and Lammintakanen, J., 2016. Management and leadership competence in hospitals: a systematic literature review. Leadership in Health Services, 29(1), pp.95-110.

Scully, N.J., 2015. Leadership in nursing: The importance of recognising inherent values and attributes to secure a positive future for the profession. Collegian, 22(4), pp.439-444.

Weiss, S.A., Tappen, R.M. and Grimley, K., 2019. Essentials of Nursing Leadership & Management. London: FA Davis.