For this Assignment, you apply systems theory to the examination of a problem in a department or a unit within a health care organization. ( You may use the same problem you identified for the Discussion as long as it meets the criteria for this assignment.) · Review the Meyer article, “Nursing Services Delivery Theory: An Open System Approach,” in this week’s Learning Resources. Focus especially on the information presented in Table 1 (p. 2831) and Figure 2 (p. 2833). · Reflect on your organization or one with which you are familiar. Within a particular department or unit in this organization, identify a problem the staff is encountering. · Using Table 1 in the Meyer article as a guide, analyze the department or unit, identifying inputs, throughput, output, cycles of events, and negative feedback. Consider whether the problem you have selected relates to input, throughput, output, cycles of events, and/or negative feedback. · Think about how you could address the problem: Consider what a desired outcome would be, then formulate related goals and objectives, and translate those goals into policies and procedures. · Research professional standards that are pertinent to your identified problem. · Reflect on the organization’s mission statement and values. In addition, consider how addressing this problem would uphold the mission and values, while improving the organizational culture and climate. (Depending on the organization you have selected, you may have explored these in the Week 1 Discussion.) Write a 3- to 5-page paper (page count does not include title and reference page) that addresses the following: · Describe a department or unit within a health care organization using systems theory terminology. Include a description of inputs, throughput, output, cycles of events, and negative feedback. · Describe the problem you identified within the department or unit using an open- systems approach, and state where the problem exists using the systems theory model (input, throughput, output, cycles of events, or negative feedback). · Based on this information, explain how you would address the problem as follows: o Formulate a desired outcome. o Identify goals and objectives that would facilitate that outcome. o Translate those goals and objectives into policies and procedures for the department or unit. o Describe relevant professional standards. · Explain how your proposed resolution to the problem would uphold the organization’s mission and values and improve the culture and climate. Purchase the answer to view it

Introduction

In this assignment, we will apply systems theory to analyze a problem within a department or unit of a healthcare organization. Systems theory is an approach that examines organizations as interconnected systems composed of various components that interact with each other. The Meyer article, “Nursing Services Delivery Theory: An Open System Approach,” will serve as the basis for our analysis. We will use the information presented in Table 1 and Figure 2 to guide our examination. Additionally, we will consider the organization’s mission statement, values, and relevant professional standards to propose a resolution that aligns with the organization’s objectives and improves the culture and climate.

Description of the Department or Unit

To begin, let us describe a department or unit within a healthcare organization using systems theory terminology. According to Meyer’s article, various components make up an organization’s system, including inputs, throughput, output, cycles of events, and negative feedback (Meyer, 1976, p. 2831).

Inputs refer to the resources that flow into the department or unit, such as personnel, equipment, supplies, and information. These inputs are necessary for the functioning of the department or unit and are essential for achieving its objectives.

Throughput represents the processes, activities, and operations within the department or unit that transform the inputs into outputs. This includes tasks performed by the staff, utilization of equipment and supplies, and the flow of information within the department or unit.

Output refers to the end products or services that result from the processes and activities within the department or unit. It represents the outcome or deliverables that fulfill the department or unit’s purpose and goals.

Cycles of events are recurring patterns or sequences of activities within the department or unit. These events may include regular meetings, performance evaluations, or feedback sessions that contribute to the functioning and improvement of the department or unit.

Finally, negative feedback is the process by which the department or unit receives information about its performance and makes necessary adjustments to improve its functioning. Negative feedback helps identify areas of improvement, address issues, and maintain the equilibrium of the system.

Identification of the Problem

Next, we will identify a problem within the department or unit using an open-systems approach. An open-systems approach recognizes that organizations are influenced by external factors and are interconnected with their environment. This problem may relate to inputs, throughput, output, cycles of events, or negative feedback within the department or unit.

For example, let us consider a department that faces challenges in effectively managing its staffing levels. This problem can be attributed to input-related issues, such as inadequate recruitment and hiring processes, limited staff training and development opportunities, or ineffective workload distribution. Insufficient inputs can lead to inadequate throughput processes, resulting in decreased efficiency, delays in patient care, and higher staff burnout rates. Additionally, the output may be negatively affected, such as decreased patient satisfaction and compromised quality of care. These issues may manifest in cycles of events, such as increased staff turnover, absenteeism, or decreased morale, which further aggravate the problem. Negative feedback, such as staff complaints or high turnover rates, may highlight the magnitude of the problem and the need for intervention.

Proposed Resolution

Based on the information gathered, we can now propose a resolution to the identified problem. The desired outcome in this case would be to improve staffing levels and enhance the department’s effectiveness and efficiency. To achieve this outcome, specific goals and objectives need to be established. These goals could include improving the recruitment and hiring processes, providing comprehensive training and development opportunities for staff, and implementing strategies to distribute workload fairly.

To ensure these goals are realized, policies and procedures should be developed and implemented within the department or unit. For example, a policy could outline the recruitment process, including specific criteria for candidate selection and the involvement of a multidisciplinary hiring committee. Procedures could detail the training and development programs in place, with timelines for completion and evaluation methods. Additionally, policies could clarify workload distribution principles, such as the use of workload assessment tools and the involvement of all members in decision-making processes.

It is essential to consider relevant professional standards when proposing a resolution to the identified problem. Professional standards guide the practice and behavior of healthcare professionals and ensure that patient care is of high quality and meets ethical requirements. For instance, the American Nurses Association (ANA) provides standards for nursing practice that address issues such as staffing levels, workload management, and patient safety. Adhering to these standards ensures that the proposed resolution aligns with best practices and maintains the highest standards of care.

Alignment with Organizational Mission and Values

Finally, we must evaluate how the proposed resolution aligns with the organization’s mission and values and how it can improve the culture and climate. The mission statement defines the organization’s purpose and the desired outcomes it aims to achieve, while values represent the guiding principles that inform decision-making and behavior. The resolution proposed should support the organization’s mission and values by promoting effective, efficient, and patient-centered care.

For example, if the organization’s mission statement emphasizes excellence in patient care and commitment to staff well-being, the proposed resolution to improve staffing levels and workload distribution aligns with these objectives. It demonstrates a commitment to providing optimal patient care while recognizing and addressing the impact of workload on staff well-being.

Additionally, improving the culture and climate within the department or unit can enhance employee satisfaction, engagement, and retention. By addressing the staffing problem, the work environment becomes more supportive and conducive to quality care. This, in turn, fosters collaboration, teamwork, and a positive work atmosphere, reflecting the organization’s values of respect, communication, and person-centered care.

Conclusion

In conclusion, applying systems theory to analyze a problem within a healthcare organization allows for a comprehensive examination of the department or unit. By describing the components of inputs, throughput, output, cycles of events, and negative feedback, we can identify areas of concern and propose solutions that align with the organization’s mission and values. The resolution should address the problem within a department or unit, outline desired outcomes, establish goals and objectives, translate these goals into policies and procedures, adhere to relevant professional standards, and improve the overall culture and climate.