Professor Initial Post: In a survey conducted by American College of Healthcare

Professor Initial Post: In a survey conducted by American College of Healthcare Executives of 281 executives, they identified “workforce challenges” as the No. 1 concern for the second year in a row. Survey and article review conducted by HCA 6033 class concurred – Staff shortages and problems as the number one challenge US Healthcare Administration faces. Baystate Health CEO warns, “Staff shortages could spur next public health crisis,” What would be the impact of such a crisis on US healthcare Administration and health of US population?
Student response: I agree that “staff shortages could spur the next public health crisis,” not to mention “given the likelihood of increasing outbreaks and future global pandemic” (Leider et al., 2023). Notably, the World Health Organization (WHO, 2016) reports that by 2030, there will be a global shortage of almost 14 million healthcare workers in terms of nurses, physicians, midwives, and other cadres; moreover, healthcare leaders may be forced to look into the strategy of “recruitment and retention as a priority- especially with younger staff who might represent the future of the public health workforce” (Leider et al., 2023, p. 338).
As for the impacts, I would describe it as detrimental to both patients and staff since it would definitely affect healthcare delivery (operational workflows); quality of care provided might lead to high mortality rates (Buchan, 2006); increased medical errors (O’Brien-Pallas et al., 2010); loss of care continuity (De Simone et al., 2018; Wagner, 2010); loss of revenues and higher patient costs; reduced staff productivity among other patient safety related issues; long wait times during emergent situations; and staff being in position to work extended periods attending to large volume of patients (short staff/heavy workloads). Note: Any of these could lead to burnout or delayed patient-centered care.
Source:
Buchan, J. (2006). Evidence of nursing shortages or a shortage of evidence? J Adv Nurs. 56(5): 457-458.
De Simone, S., Planta, A., & Cicotto, G. (2018). The role of job satisfaction, work engagement, self-efficiency, and agentic capacities on nurses’ turnover intention and patient satisfaction. Appl Nurs Res. 39:130-140.
Leider, J.P., Castrucci, B.C., Robins, M., Bork, R.H., Fraser, M.R., Savoia, E., Piltch-Loeb, R., & Koh, H.K. (2023). The exodus of state and local public health employees: Separations started before and continued throughout COVID-19. Health Affairs, 42(3): 338-348.
O’Brien-Pallas, L., Murphy, G.T., Shamian, J., Li, X., & Hayes, L.J. (2010). Impact and determinants of nurse turnover: A pan-Canadian study. J Nurs Manag. 18(8): 1073-1086.
Wagner, C.M. (2010). Predicting nursing turnover with catastrophe theory. J Adv Nurs. 66(9): 2071-2084.
World Health Organization (2016). Global strategy on human resources for health: Workforce 2030. World Health Organization.
* Please respond to student and cite sources