RepliesPost 1: Self-scheduling: Inflexible work schedules affect job satisfaction and influence nurseturnover. Job satisfaction is a significant predictor of nurse retention. Acute care hospitals report thatjob satisfaction is influenced by autonomy and educational opportunity (Wright et al., 2017). Ibelieve that by letting nurses/employees facilitate their schedules it can increase job contentment andreduce work-life imbalances that occurs with poor scheduling. In addition, self-scheduling can lowerabsences and last-minute requests to change shifts. Self-scheduling can also promote accountabilityand responsibility that leads to personal growth. By implementing an effective self-schedulingprocess, we can ensure that patient needs will be met because of satisfied and present nursing staff.Staffing by acuity/patient classification systems: When it comes to nurse staffing, it may be difficultfor nurse managers to assign and allocate nurses to the right patients. Staffing ratios may be a startfor this dilemma, but knowing the needs of the individual patient on any given day is as crucial asadhering to raw patient numbers. Patients may range from needing minimal care on the day of theirdischarge to needing a dedicated nurse around the clock after a complication puts them in the ICU(American Sentinel, 2014). Having an acuity/patient classification system can aid nurse managers inassigning nurses with specialized skills to patients with the greatest needs. Patient assessment, andadvocacy can be done in a timely and effective manner because of nurses that are assigned to focuson tasks they are allocated to. Staffing aligned with patient acuity directly and positively impactsmedical errors, falls, hospital-associated pressure ulcers, and other adverse incidents, such asreadmissions.Organizational policies that help to support fair/equitable staffing practices include (1) responding tostaff work-life considerations and their effect on retention and recruitment, (2) creating a quota forthe maximum number of staff that can be granted time off at any one time, and (3) workloadmeasurement systems that measure adjustment between actual and required levels of staffing(RNAO, 2017).Post 2: Centralized versus Decentralized SchedulingWith centralized scheduling the schedule for nurses is made by people in a staffingcenter and decentralized scheduling is when a unit manager makes the schedule(Marquis & Huston, 2017). There are pros and cons for both types ofscheduling. With decentralized the unit manager is in direct communication with thestaff and can get to know the staff’s needs. The workers can make direct requests totheir manager and this also offers more flexibility for the staff. The problem that canoccur with this type of scheduling is that the unit manager may be bias and use theschedule as punishment or they may play favorites. Centralized scheduling is fair foreveryone and is less bias. The issue with centralized is the lack of flexibility and theymay not be as compliant with the staff scheduling needs. 6-8- 10-12 Hour ShiftsMost hospitals I have been to have 12 hour schedules. I think this is an incentive formany of us going into this career because we can work less days, but still get full timehours. Many jobs work 5 days a week with 8 hour shifts and do not get overtime. Atthe job I work now I am able to work 3 days and still keep my full time status whichalso allows me to keep my health insurance. I understand that shorter shifts wouldhave benefits especially with those who have a family. It may also be better for patientcare because nurses won’t be as tired. Overall, I think that 12 hour shifts allow formore over time, less days having to commute to and from work, and allows for more
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