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NHS FPX 6008 Assessment 3 Business Case for Change

Student Name

Capella University

NHS-FPX 6008 Economics and Decision Making in Health Care

Prof. Name:


Business Case for Change

Hello, I am ____, and today, I will deliver my presentation on the topic of the business case for the issue of inadequate nurse staffing. Let us begin the topic for discussion.

Problem and the Impact of Healthcare Economic Issue – Inadequate Nurse Staffing

First, we will dive deeper into our healthcare economic issue of inadequate nurse staffing and how it impacts my work, colleagues, and overall organizational performance.  This global issue of insufficient nurse staffing is evident from the fact that more than 275,000 additional nurses will be needed from 2020 to 2030, as stated by the US Bureau of Labor Statistics (Haddad et al., 2023). Inadequate nurse staffing is a challenging healthcare economic issue that impacts the patients, limited healthcare staff, and the organization’s functionality. Lack of adequate nursing staff imposes various afflictions on healthcare organizations, such as reduced quality of care delivery, non-equitable care provision, and increased incidences of adverse events such as medication errors and patient falls. 

Now, I will explain how this issue hindered my work routine and impacted my colleagues and my organization. Inadequate nurse staffing affected my work routine to a great extent as it enhanced my patient workload on me, and I hardly found a free-time leading to work stress. Moreover, due to the overcrowding of patients, nurses tend to perform several mishandling events, which may result in adversities for the patients (Dall’Ora et al., 2020). Similarly, I performed two near-miss events that did not result in adverse events but may have led to poor consequences.

NHS FPX 6008 Assessment 3 Business Case for Change

This healthcare economic issue greatly impacted my colleagues as most experienced staff experienced burnout, and a few left their job due to work stress and poor job satisfaction. My organization faced higher nurse turnover rates, due to which the quality of care provided was reduced, badly impacting the hospital’s reputation. The financial repercussions of this healthcare economic issue on the organization add up due to costs associated with medical errors, legal actions from patients, nursing staff turnover, and increased patient readmission rates (Adams et al., 2019). Furthermore, the community is the primary victim of this healthcare economic issue as it directly impacts patients’ health and increases morbidity and mortality rates.

Feasibility and Cost-Benefit Considerations

Considering the feasibility and cost-benefit analysis to address this healthcare economic issue of inadequate nurse staffing is crucial. Some of these feasibility and cost-benefit considerations that an organization must look into are as follows:

Feasibility Considerations 

To improve nurse staffing adequately, it is crucial to delve into feasibility considerations, including improved care quality, enhanced patient safety, and positive health outcomes. Moreover, adequate nursing staff will ensure a balanced workload of nurses preventing staff burnout and work-associated stress. With a manageable workload, nurse turnover rates will be reduced, job satisfaction will be improved, and costs associated with nurse turnover will decline, leading to stable and functional organizational performance (Bridges et al., 2019).

Cost-Benefit Considerations

Adequate nurse staffing has potential cost benefits as it reduces mortality rates, hospital-acquired conditions, readmission rates, and length of stay. One study states that increasing nursing staff by 10% can reduce 30-day mortality by 2%. Moreover, hospital readmission rates can be reduced by 25%, the length of stay reduced from 4.64 to 4 days, and the net cost-benefits ranged from a 1.5% decline in hospital financial implications to a 3.1% reduction in patient costs that approximately makes a range of cost-benefit from $11,141 to $10,793 on one patient’s discharge. Furthermore, cost benefits are associated with improved patient outcomes, lower nurse turnover rates, and appropriate care quality delivery (American Nurses Association, 2018).

Mitigating Risks to Financial Security

To mitigate the risks to the financial security of healthcare organizations while addressing inadequate nurse staffing, the following are the three effective ways that can be implemented:

  • Adequate nurse staffing is crucial to provide better quality care to patients and promote financial stability. Healthcare organizations must develop a robust recruitment plan for the nursing workforce that considers patients’ demands, acuity, potential turnover, and seasonal fluctuations in disease patterns. This can call for an effective collaboration with nursing institutions to recruit well-educated and qualified nurses to secure the financial stability that occurs during inadequate nurse staffing (Danielis et al., 2021).
  • It is implementing nurses’ retention strategies, including flexible scheduling, bonuses on achieving targets, handsome salaries, and provision of opportunities. These strategies promise career development, skill enhancement, and leadership roles that promote the long-term commitment of nurses in healthcare organizations (Drennan & Ross, 2019). This will lead to increased retention of nurses and reduce recruitment costs to healthcare, improving the financial security.
  • Healthcare organizations can use evidence-based staffing models, technology, and workload measurement tools to attain efficiency of nurse staffing maximally. This can optimize staffing efficiency and workflow by streamlining processes to evaluate how many nurses are required in a particular patient care unit. Furthermore, interdisciplinary collaboration must be fostered to ensure effective communication that promotes working efficiency and reduces workload due to confusion and errors in patient care (Baik & Zierler, 2018).

These strategies can mitigate the potential risk to the financial security of healthcare organizations while addressing inadequate nurse staffing by creating a balance between providing high-quality care treatment, creating a manageable work environment for nurses and considering the hospital’s financial stability and security.

Evidence-Based Research Strategies

The risk mitigation strategies mentioned above for the financial security of healthcare organizations are evidence-based and have undergone thorough research. One study by Danielis et al. (2021) suggests the importance of recruiting nurses in healthcare organizations as it promotes patient safety and effective quality of care while minimizing the incidence of adverse and near-miss events. This gives nurses the job experience of becoming frontline nurses and advancing in nurse practice.

Another study suggests that providing fringe benefits to nurses can promote nurse retention and reduce nurse turnover rates (Drennan & Ross, 2019). Furthermore, optimizing nurse work efficiency through implementing technology tools and staffing strategies and interdisciplinary collaboration can also improve work efficiency, job satisfaction, and reduced nurse turnover that can impact financial security due to inadequate nurse staffing (Baik & Zierler, 2018).

Changes or Solutions to Address Inadequate Nurse Staffing

Now, we will discuss some changes or solutions that can be implemented to address inadequate nurse staffing in healthcare organizations. The healthcare organizational authorities can implement these solutions to ensure an adequate nurse workforce is retained in the clinical setup. These solutions are centered on recruitment, retention, collaboration, and workload management. Healthcare organizations must develop targeted recruitment campaigns to recruit highly qualified, experienced nurses (Danielis et al., 2021). Moreover, healthcare organizations must offer competitive salaries and ancillary benefits to ensure nurses’ retention and provide training programs to manage their workload and improve their nursing specialities in different units.

Furthermore, healthcare organizations should establish float pools of expert cross-trained nurses capable of providing care and support across different units in emergency cases. This will enhance flexibility, and nurse shortages can be well-managed. Additionally, interprofessional collaboration should be enhanced to ensure all nurses are on the same note, and their valuable insights should be sought in the decision-making process to enhance job satisfaction and keep everyone aligned (Baik & Zierler, 2018).

Implementation and Potential Benefits of Solutions 

These solutions have potential benefits for my organization, colleagues, and the community. My organization will potentially retain more nurses, and financial implications will be reduced due to nurse turnover and subsequent consequences of increased hospital readmission rates, length of stay, and hospital-acquired conditions. Furthermore, it could reduce the workload on all nursing staff, reducing work burden and burnout and enhancing job satisfaction and retention.

With adequate nursing staff through these solutions, patient safety will be improved as effective care treatment is ensured, and community individuals will have enhanced satisfaction. This shows that implementing the proposed solutions can improve organizational performance in providing care treatment, reduce financial costs and increase reputation. Furthermore, it will improve nurses’ job performance as community patients acquire high-quality care, enhancing patient satisfaction.

Solutions Addressing Cultural and Ethical Considerations

While proposing solutions to address inadequate nurse staffing, it is essential to consider cultural and ethical aspects of providing care treatment. Moreover, the proposed solution should ensure equitable care treatment delivery to all community individuals in the healthcare setting where it will be observed. Considering cultural sensitivity the nurses recruited should be from diverse backgrounds to have a sheer understanding of cultural sensitivity. Furthermore, the newly recruited nurses must respect patients’ cultural values and implement patient-centered care where patients’ cultural values are respected through training programs on intercultural sensitivity (Çingöl et al., 2021).

The training programs after recruiting must include guidance on ethical principles of nursing care where nurses adhere to these principles of beneficence, autonomy, non-maleficence, equity, and justice. This alleviates the bias in providing care as nurses will be aware of ethical nursing care treatment on equitable care delivery (Peter et al., 2022).Furthermore, the proposed solution ensures that both access and cost are equitable across all groups in the community, as adequate nursing will reduce wait times for consultations and treatments, providing equitable care delivery to patients. Moreover, nurses can extend hours of operation and provide care treatment services when there is adequate staffing, ensuring enhanced availability of care services to all community groups.

NHS FPX 6008 Assessment 3 Business Case for Change

Additionally, the proper nurses recruited through the proposed solution will enable cost-effective care delivery equitably through telehealth services that support outreach consultation sessions for patients who cannot access care treatment due to geographical reasons (Snoswell et al., 2020). With the help of care coordination among adequate nursing staff members, patients receive the right care treatments at the right times, reducing the incidence of adverse events that contribute to higher costs to healthcare organizations and patients.


To conclude, inadequate nurse staffing is a challenging healthcare economic issue that impacted my work, colleagues, organization, and community. For this purpose, we overviewed the feasibility and cost-benefit analysis of this healthcare economic issue, where the cost-benefit analysis showed significant cost-effectiveness in organizational performance through adequate nurse staffing. Furthermore, we discussed three ways of mitigating risk to the financial security of an organization by addressing adequate staffing strategies, which are potentially effective in stabilizing financial security. Then, we proceeded to discuss a proposed solution for maintaining adequate nurse staffing, which was culturally sensitive and provided ethical and equitable access to care treatment in all community groups.


Adams, A., Hollingsworth, A., & Osman, A. (2019). The implementation of a cultural change toolkit to reduce nursing burnout and mitigate nurse turnover in the emergency department. Journal of Emergency Nursing45(4), 452–456. https://doi.org/10.1016/j.jen.2019.03.004 

American Nurses Association. (2018). The business case for higher levels of nurse staffing in the hospital setting prepared for American Nurses Association. Nursingworld.org. https://www.nursingworld.org/~4a58b1/globalassets/practiceandpolicy/nurse-staffing/ana-cost-calculator.pdf 

Baik, D., & Zierler, B. (2018). Clinical nurses’ experiences and perceptions after the implementation of an interprofessional team intervention: A qualitative study. Journal of Clinical Nursing28(3-4), 430–443. https://doi.org/10.1111/jocn.14605 

Bridges, J., Griffiths, P., Oliver, E., & Pickering, R. M. (2019). Hospital nurse staffing and staff–patient interactions: An observational study. BMJ Quality & Safety28(9), 706–713. https://doi.org/10.1136/bmjqs-2018-008948 

Çingöl, N., Karakaş, M., Çelebi, E., & Zengin, S. (2021). Determining the effect of an intercultural nursing course on empathic skill and intercultural sensitivity levels: An intervention study. Nurse Education Today99, 104782. https://doi.org/10.1016/j.nedt.2021.104782

NHS FPX 6008 Assessment 3 Business Case for Change

Dall’Ora, C., Ball, J., Reinius, M., & Griffiths, P. (2020). Burnout in nursing: A theoretical review. Human Resources for Health18(1), 1–17. https://doi.org/10.1186/s12960-020-00469-9 

Danielis, M., Peressoni, L., Piani, T., Colaetta, T., Mesaglio, M., Mattiussi, E., & Palese, A. (2021). Nurses’ experiences of being recruited and transferred to a new sub‐intensive care unit devoted to COVID‐19 patients. Journal of Nursing Managementhttps://doi.org/10.1111/jonm.13253 

Drennan, V. M., & Ross, F. (2019). Global nurse shortages—the facts, the impact and action for change. British Medical Bulletin130(1), 25–37. https://doi.org/10.1093/bmb/ldz014 

Peter, E., Mohammed, S., Killackey, T., MacIver, J., & Variath, C. (2022). Nurses’ experiences of ethical responsibilities of care during the COVID-19 pandemic. Nursing Ethics, 096973302110681. https://doi.org/10.1177/09697330211068135

Snoswell, C. L., Taylor, M. L., Comans, T. A., Smith, A. C., Gray, L. C., & Caffery, L. J. (2020). Determining if telehealth can reduce health system costs: Scoping review. Journal of Medical Internet Research22(10), e17298. https://doi.org/10.2196/17298 

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