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You Decide: Middlefield Hospital

You Decide: Middlefield Hospital

Dezannae Moore

DeVry University-Keller School of Management

HSM-541

Dr. Tammy Cagle

November 9, 2024
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You Decide: Middlefield Hospital

I. Executive Summary

Middlefield Hospital has been the pilar of its community and has been providing high

quality service to the Northeast area for many years. Middlefield Hospital is a consist of a 450-

bed facility that offers inpatient and outpatient services to the local urban community. This

hospital has always been known to provide overall patient satisfaction and known for tackling

community issues head on. The Middlefield Hospital is known for making healthcare services

accessible and the reputation of extensive quality care in the area. In recent years, there have

been some concerning issues that must be addressed to get the hospital back in overall good

standing. As the new Chief Executive Officer (CEO) of Middlefield Hospital, I would like to

address all key issues that are causing the hospital to internally and externally to deteriorate. My

goal for the next 12 months is to turnaround the hospital into a more positive atmosphere not

only for our patients but for our employees as well. With the recent decline in our nursing staff

we must think of new tactics to eliminate that turnover rate. Nurses and other support staff are

the heart of the healthcare facility and cannot properly operate with the lack of staff. According

to Tamata et al. (20230, Nurses are essential workforce and form the largest professional group,

which comprises healthcare workforce within the healthcare system in contributing significantly

to delivering quality healthcare services and assisting in the improvement of health outcomes for

individuals, families, and communities either through preventative or curative measures.

II. Issue Identified

as the new CEO I would like to implement a plan to reverse these issues. One of the outstanding

issues I would like to address first is the 20 % nursing turnover rate, which is causing a major

staffing shortage. This shortage is not only putting patients’ health at risk, but it can also lead to

overworked staff and many medical errors. Job burnout can lead to mental, physical, and

emotional issues that can lead to many effects on the entire facility. “Emotional exhaustion is

described as a decrease in energy and feelings of depletion, depersonalization refers to disregard

for those around and reduction of personal activity, and finally, personal failure is defined as a

condition that reduces the sense of competence, and satisfaction with work and positive attitudes

toward jobs and others.” (Abareshi, Salimi, Farnia., & Rastaghi, 2022).

With the recent competitor’s move to the Northeast area, it has led many of our staff and

patients to seek service to their facility. We will need to reevaluate the services we are providing

for our patients and employees to retain our company back to success. With the lack of not

having a Diversity, Equity & Inclusion (DEI) program, we are not servicing many unique groups

that could potentially help decrease our turnover rate, it we carter to the urban community more.

According to Samar et al. (2023), DEI is being used as a resource for brands to not only express

their identity but also to align with consumer value. The local college Essex University is

considering canceling the nursing program due to lack of qualified instructors. That is a good

outlet to investigate strategies to partner with university that will create opportunity for their

program and our staff as well.

III. Strategy for Improvement

To improve these issues with Middlefield Hospital, we must collaborate with all

departments from human resources to the nursing care departments. We have received feedback

from some of our staff members who have experienced these issues in the past. The first strategy

to improve our facilities is we must update our technology to present day equipment. Having the

proper equipment and medical record system can help healthcare providers and staff navigate

effectively through their day. We must invest in product they will help increase our patient care

needs and carter to our safe work environment.

The second strategy is to improve the turnover rate of our nursing staff because this is the

core issue of the facility. To retain our nursing staff we must create a recruitment package with

human resources and nursing administrator departments to bring more nurses to continue

employment with our hospital. Partnering with Essex University will not only bring new nurses

to our facility but provide opportunities to our nursing department for teaching opportunities. We

will also hire a new nursing administrator to help build new strategies to decrease the number of

nursing vacancies in the hospital.

IV. Recommendations

There are many recommendations I will consider for improving the status of our hospital.

Middlefield Hospital has been such an importance to the community and we having to improve

the ways to better serve it. Being station in the heart of an urban community creating the

Diversity, Equity, & Inclusion department will help not only better serve the community, but the

company as well. Building an equally cultural environment will attract more minority and special

equity groups to apply for employment and consider care from our facility. Providing newly
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You Decide: Middlefield Hospital
equipped computers, EMR systems, and other technology needed to help employees better serve

our patients is one way to help with our retention rate. Working with our new DEI department

can help create ways to make our facility a positive and welcoming environment for our staff.

Creating a employee and patient satisfaction survey can help us prepare for future issues and

prevent them from occurring with early intervention. My current recommendation will not

change the federal law that passes free nursing education to students in underserved areas. I will

for Middlefield Hospital to partner with the program and offer internship programs for the senior

level nursing students. Which can help with building our nursing department and providing the

nursing students with the proper training.

V. Reference

Abareshi, F., Salimi, F., Farnia, F., Fallahi, M., & Rastaghi, S. (2022). The impact of

mental workload, work-related and socio-demographic factors on job burnout among emergency

medical staff. Work, 72(4), 1269–1277. https://doi-org.devry.idm.oclc.org/10.3233/WOR-210001

Samar, B. R., & Babineau, A. (2023). Beyond Reputation Management: An Auto-

Ethnographic Examination of Diversity, Equity, and Inclusion in Canadian Policing. Societies,

13(10), 216. https://doi.org/10.3390/soc13100216

Tamata, A. T., & Mohammadnezhad, M. (2023). A systematic review study on the factors

affecting shortage of nursing workforce in the hospitals. Nursing Open, 10(3), 1247-1257.

https://doi.org/10.1002/nop2.1434