Implementation of staffing ratios, use of unlicensed assistant personnel, and employer reductions of education benefits Competing needs arise within any organization as employees seek to meet their targets and leaders seek to meet company goals. As a leader, successful management of these goals requires establishing priorities and allocating resources accordingly. Within a healthcare setting, the needs of the workforce, resources, and patients are often in conflict. Mandatory overtime, implementation of staffing ratios, use of unlicensed assistant personnel, and employer reductions of education benefits are examples of practices that might lead to conflicting needs in practice. Leaders can contribute to both the problem and the solution through policies, action, and inaction. In this Assignment, you will further develop the white paper you began work on in Module 1 by addressing competing needs within your organization.

Implementation of staffing ratios, use of unlicensed assistant personnel, and employer reductions of education benefits Competing needs arise within any organization as employees seek to meet their targets and leaders seek to meet company goals. As a leader, successful management of these goals requires establishing priorities and allocating resources accordingly. Within a healthcare setting, the needs of the workforce, resources, and patients are often in conflict. Mandatory overtime, implementation of staffing ratios, use of unlicensed assistant personnel, and employer reductions of education benefits are examples of practices that might lead to conflicting needs in practice. Leaders can contribute to both the problem and the solution through policies, action, and inaction. In this Assignment, you will further develop the white paper you began work on in Module 1 by addressing competing needs within your organization.

“For every minute spent in organizing, an hour is earned” (Benjamin Franklin). Organizations have to develop policies and procedures reflecting their vision, values, and culture as well as the requirement of their employees, which serve as the key to the development of the organizational policies and procedures. An organization’s policy is an arrangement of restrictions that provide guidance, consistency, accountability, competency, and clarity on how an organization operates (El Talla et al., 2018). It is essential to update policies and procedures in an organization, as outdated policies can leave an organization at risk. Old policies may fail to comply with new laws and regulations and may not address new systems or technology, resulting in inconsistent 

Policies implemented in most healthcare organizations can highly influence nursing shortages in most of the organizations. One of the organizational policies in most healthcare facilities directly influencing the nursing shortage is the policy of hiring only short-term contractual employees (Maleki et al., 2021). This contractual agreement between employees and the organization does not exceed five years, and after this, employees must renew their contracts if they wish to continue working for the organization. In most healthcare organizations, no permanent employees fully benefit from the status. Organizations place such a policy on their strategic plan to save on cost and spend less on human resources as they think long-term employees are more likely to request better payment than a recruit fresh from college. Hiring short-term contractual employees makes nurse shortages an everlasting drawback in most healthcare organizations (Serneels & Lievens, 2018). This policy affects not only the effectiveness of healthcare service delivery but also the quality. In a perpetual shortage of nurses, there is perennial non-compliance with the professional standards of nursing practice outlining the amount of work a nurse can comfortably handle. An organization must implement