"SWOT Analysis for Achieving Optimal Level of Nursing Workforce" is a great example of a paper on care. To effectively prepare for change and subsequently achieve projected outcomes, it is instrumental to conduct a SWOT analysis. In layman's terms, SWOT analysis involves explicating the strengths, weaknesses, opportunities, and threats that could either enhance or hinder the change process. In relation to the inadequate level of nursing staff which is the unmet need, there are a number of factors that can affect the change process. This part of the discussion expounds on the strengths, weaknesses, opportunities, and threats of achieving an optimal level of the nursing workforce, and also offers an explanation of whether the threats or weaknesses pose opportunities. SWOT In the Laureate Education media (2013f), Dr.
Carol Huston spells out the fact that strengths are factors that positively enhance, facilitate, and support a change process. One of the strengths of my organization is the organizational culture. There is a culture of teamwork, collaboration, and new employees are treated as part of the team regardless of gender, age, religion, or ethnicity. In this regard, any effort to facilitate change faces minimal resistance from the employees.
Through teamwork and collaboration, my organization is also able to attain positive results regardless of the inadequate nurse to patient ration. The second strength is the level of expertise of existing nurses. In this regard, the available skilled nurses are able to offer direction and guidance to new nurses hence increasing the rate of retention. Weaknesses are factors that negatively affect a change effort (White and Blaiser, 2011). One of the weaknesses is the lack of enough funds to employ new nurses.
Secondly, there is a strained relationship between the organization and the shareholders primarily as a result of low revenue. Consequently, the shareholders influence the decision-making process hence passing resolutions that do not necessarily include employment of new nurses. In terms of opportunities, my organization works in partnership with the general community and local leaders. This is an opportunity in that local leaders and other influential individuals within the community are better positioned to influence the number of students joining nursing schools as they act according to the needs of the society.
Another opportunity includes opportunities for growth. A great proportion of nurses in my organization have been promoted to management levels depending on their levels of skills, experience, and talents. There are however factors that could disrupt the change process denoted by Huston et al (2011) as threats. For instance, some individuals within the organization may resist change. In other words, some nurses and other care practitioners may harass new nurses and as a result, decrease the retention level. As further asserted by Laureate Education, (2013f) timing could also be a threat.
For instance, efforts to increase the level of nursing staff at times when the organization is grappling lack of funds or financial problems is indeed wrong timing and may therefore affect the change process. Threats and weaknesses present opportunities Some of the threats and weaknesses also present opportunities in my organization. For instance, aligning the recruitment of new nurses when the organization is grappling with financial challenges could present an opportunity. This is attributed to the fact that additional nurses could help improve the quality and safety of care and as a result attract more clients.
In the long run, this could lead to additional revenue. Lack of funds as a weakness could also present opportunities. In other words, lack of funds could prompt the organization to borrow funds to support the change process and subsequently support other activities not related to the change effort, consequently elevating the level of revenue generated. In a nutshell, conducting a SWOT analysis helps an organization to identify issues within and outside the organization that could hinder or facilitate a change effort.
Houston, K, T., Bradham, T. S., Muñoz, K. F., &Guignard, G. H. (2011). Newborn hearing screening: An analysis of current practices. Volta Review, 111(2), 109–120.
Laureate Education (Producer). (2013f). Focus on SWOT analysis [Video file]. Retrieved from https://class.waldenu.edu
White, K. R., &Blaiser, K. M. (2011). Strategic planning to improve EHDI programs. Volta Review, 111(2), 83–108.