Describe the national healthcare issue/stressor you selected and its impact on your organization

Describe the national healthcare issue/stressor you selected and its impact on your organization

The Quadruple Aim provides broad categories of goals to pursue to maintain and improve healthcare. Within each goal are many issues that, if addressed successfully, may have a positive impact on outcomes. For example, healthcare leaders are being tasked to shift from an emphasis on disease management often provided in an acute care setting to health promotion and disease prevention delivered in primary care settings. Efforts in this area can have significant positive impacts by reducing the need for primary healthcare and by reducing the stress on the healthcare system.

Changes in the industry only serve to stress what has always been true; namely, that the healthcare field has always faced significant challenges, and that goals to improve healthcare will always involve multiple stakeholders. This should not seem surprising given the circumstances.

Indeed, when a growing population needs care, there are factors involved such as the demands of providing that care and the rising costs associated with healthcare. Generally, it is not surprising that the field of healthcare is an industry facing multifaceted issues that evolve over time.

you reviewed some healthcare issues/stressors and selected one for further review. For this Assignment, you will consider in more detail the healthcare issue/stressor you selected. You will also review research that addresses the issue/stressor and write a white paper to your organization’s leadership that addresses the issue/stressor you selected.

To Prepare:

• Review the national healthcare issues/stressors presented in the Resources and reflect on the national healthcare issue/stressor you selected for the study.
• Reflect on the feedback you received from your colleagues on your Discussion post for the national healthcare issue/stressor you selected.
• Identify and review two additional scholarly resources (not included in the Resources for this module) that focus on change strategies implemented by healthcare organizations to address your selected national healthcare issue/stressor.

The Assignment (3-4 Pages):

Analysis of a Pertinent Healthcare Issue

Develop a 3- to 4-page paper, written to your organization’s leadership team, addressing your selected national healthcare issue/stressor and how it is impacting your work setting. Be sure to address the following:

• Describe the national healthcare issue/stressor you selected and its impact on your organization. Use organizational data to quantify the impact (if necessary, seek assistance from leadership or appropriate stakeholders in your organization).
• Provide a brief summary of the two articles you reviewed from outside resources on the national healthcare issue/stressor. Explain how the healthcare issue/stressor is being addressed in other organizations.
• Summarize the strategies used to address the organizational impact of national healthcare issues/stressors presented in the scholarly resources you selected. Explain how they may impact your organization both positively and negatively. Be specific and provide examples.
• APA citation 3 to 4 references within 5 years

Expert Answer and Explanation

Analysis of a Pertinent Healthcare Issue

When it comes to the delivery of care, healthcare organizations play a vital role, delivering clinical care, and providing pertinent information to patients as part of the patient empowerment initiative. For organizations, however, meeting the needs of patients can be a challenge considering that they grapple with a wide range of issues. If an organization wants to effectively provide care that is adequate and optimal, it must have adequate clinical staff because the staff members’ input is necessary for the organization to assess and screen patients, and administer meaningful clinical interventions (Baker, 2022). Unfortunately, organizations struggle with addressing patients’ needs due to the shortage of nurses.

Description of the National Healthcare Issue its Impact on the Organization (use Data)

As a national healthcare issue, nurse shortage is characterized by the limited supply of nursing professionals resulting to understaffing of the hospitals. In the United States (U.S.), the nurse to patient ratio is subject to regulatory policies with states like Massachutes requiring a single nurse for every patient admitted in intensive care unit. For these states, imposing the staffing requirements is crucial because it helps protect the welfare of the patient by ensuring that they receive adequate care.

Unfortunately, the shortage of nurses is an issue that is prevalent in various organizations across the country, undermining patients’ access to care. Cases of employee absenteeism and turnover are widespread in poorly staffed organizations considering that employees in such organizations tend to have high workload. For the clinical staff, the emotional and physical exhaustion that comes with working longer hours, may compromise the quality of the services they provide, resulting to prolonged stay in hospitals.

Summary of the Article reviewed on the Healthcare Issue

The shortage of nursing professionals is a major public health concern because of its ramifications, and to better understand it in terms of causes and interventions that can help mitigate it, one should evaluate existing studies. One of these studies is a study that Tamata and Mohammadnezhad (2023) conducted, employing a systematic review to investigate the contributors to the limited supply of nursing professionals including their implications on nurses.

They found that impediments such as the lack of nurse training coupled by low enrolment in nursing schools contributed to decline in population of nurses. According to Udod (2023), nurses leave their profession or the organization they work for because of reasons such as lack of infrastructure. The author highlights the interventions that can help retain nurses, emphasizing the importance of establishing infrastructure to spur innovation. In addition, he recommends investing in programs meant to improve employees’ leadership skills.

How the Healthcare Issue is being addressed in other Organizations

Organizations are tackling the nursing shortage issue by adopting various strategies including providing incentives to the nursing staff as a retention strategy. Part of these incentives includes educational opportunities to allow nurses to advance their education, and acquire new skills. Still, some organizations are boosting benefits for their nursing workforce in a bid to prevent them from seeking jobs elsewhere, or transitioning to other careers. An organization such as Vanguard leverages this strategy as part of its efforts to attract and retain nurses.

The Strategies used to address the Organizational Impact of the Healthcare Issues identified in the Resources

Like Tamata and Mohammadnezhad (2023), Udod (2023) identifies the factors tied to nursing shortage. The former identifies issues such as the replacement of people in charge of the policy implementation determined the decisions nurse workers made in terms of whether to leave their organization. Building on the factors they identified, they recommend building and supporting training programs for the staff. For his part, Udod (2023) proposes strategies that are based on the studies conducted by other researchers. He highlights the need for organizations to be proactive, focusing on resources that can help nurses to stay ahead of the curve by thinking of new solutions to the issues they face.

How the Issues may positively and negatively affect my Organization

Nursing shortage has various implications for organizations, and it can positively or negatively impact healthcare facilities. When the supply of nurses dwindles in an organization, it may increase the workload for nurses in the organization, increasing their risk of making mistakes. With the delivery of inadequate services, cases of adverse health events may surge, exposing the organization to lawsuits.

In certain cases, the organization may receive negative publicity, resulting to decline in the number of clients it receives (Martin et al., 2023). However, the decrease in the population of the nursing workforce may inspire an organization to think of potent solutions to counter the undesirable events that stem from the shortage of nursing staff. For instance, it may invest in remote patient monitoring system which essentially enables nurses to virtually monitor patients.

Conclusion

In conclusion, the dwindling nursing population is a major public health concern in the sense that it adversely affects organizations, limiting them from providing optimal and quality care. To counter the negative effects that come with the shortage of the nursing staff, an organization can pursue strategies such as providing incentives for nurses to encourage them to work for the organization.

References

Baker, D. W. (2022). Addressing the Nursing Shortage in the United States: An Interview with Dr. Peter Buerhaus. Joint Commission journal on quality and patient safety, 48(5), 298–300. https://doi.org/10.1016/j.jcjq.2022.02.006.

Martin, B., Kaminski-Ozturk, N., O’Hara, C., & Smiley, R. (2023). Examining the Impact of the COVID-19 Pandemic on Burnout and Stress Among U.S. Nurses. Journal of nursing regulation, 14(1), 4–12. https://doi.org/10.1016/S2155-8256(23)00063-7.

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.

Udod, S. (2023). A Call for Urgent Action: Innovations for Nurse Retention in Addressing the Nursing Shortage. Nursing reports (Pavia, Italy), 13(1), 145–147. https://doi.org/10.3390/nursrep13010015.

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National Healthcare Stressor in Romania: Underfunding and Workforce Shortages

Introduction

Healthcare systems worldwide face a variety of stressors, ranging from demographic shifts to technological disruptions. In Romania, one of the most persistent and damaging national healthcare stressors is the chronic underfunding of the public health system, coupled with severe workforce shortages. These issues are deeply intertwined, creating a feedback loop that undermines service delivery, staff morale, and patient outcomes. This paper explores the nature of this stressor, its systemic roots, and its quantifiable impact on a mid-sized public hospital in Bucharest. Drawing on organizational data and national statistics, the analysis highlights the urgent need for reform and investment to stabilize and strengthen Romania’s healthcare infrastructure.

Contextual Overview of Romania’s Healthcare System

Romania’s healthcare system is predominantly public, with over 80% of funding sourced from government channels. The system is structured around the National Health Insurance House (CNAS), which reimburses providers based on contracts and service packages. Despite this centralized model, Romania consistently ranks among the lowest in the European Union in terms of healthcare spending per capita. According to Eurostat, Romania allocated approximately €600 per capita on healthcare in 2024, compared to the EU average of €3,000.

This funding gap has profound implications:

• Infrastructure decay: Many hospitals operate with outdated equipment and facilities.
• Limited access: Rural areas suffer from a lack of medical personnel and services.
• Brain drain: Thousands of Romanian doctors and nurses emigrate annually for better pay and working conditions abroad.

The stressor of underfunding is not merely financial—it is structural, cultural, and political. It reflects decades of inconsistent policy, limited strategic investment, and a reactive rather than proactive approach to healthcare planning.

Workforce Shortages: A Symptom and a Catalyst

Workforce shortages in Romania’s healthcare sector are both a symptom of underfunding and a catalyst for further decline. According to the Romanian College of Physicians, over 20,000 doctors have left the country since 2007. The World Health Organization (WHO) estimates that Romania has 2.9 doctors per 1,000 inhabitants, below the EU average of 3.8.

Key Drivers of Workforce Shortages:

• Low salaries: Entry-level nurses earn approximately 2,800 RON/month (~€560), while junior doctors earn around 4,200 RON/month (~€840).
• Poor working conditions: Overcrowded hospitals, lack of supplies, and excessive workloads contribute to burnout.
• Limited career development: Many professionals cite a lack of training opportunities and advancement pathways.

The result is a vicious cycle: fewer staff leads to higher workloads, which leads to burnout and attrition, further exacerbating the shortage.

Case Study: Impact on a Public Hospital in Bucharest

To illustrate the tangible impact of this stressor, we examine a mid-sized public hospital in Bucharest—referred to here as “Bucharest Municipal Hospital” (BMH). This facility serves approximately 150,000 patients annually and employs around 1,200 staff members, including 300 doctors and 600 nurses.

1. Staffing Deficits

BMH has experienced a steady decline in staffing levels over the past five years. In 2020, the hospital operated with a nurse-to-patient ratio of 1:8. By 2025, this ratio had worsened to 1:11.

Organizational Data:

The shortage of nurses has led to increased overtime, reduced patient monitoring, and higher rates of medical errors. Doctors face similar pressures, with a 12% vacancy rate in key departments such as oncology, cardiology, and emergency medicine.

2. Financial Constraints

BMH’s operational budget has been reduced by 8.5% in 2025 due to national austerity measures. This reduction has forced the hospital to delay equipment upgrades, cut back on preventive care programs, and limit staff training.

Budget Allocation:

The reduction in training allocation has particularly affected younger staff, who report feeling ill-equipped to handle complex cases and new technologies.

3. Patient Outcomes

The combined effect of staffing and financial constraints has led to deteriorating patient outcomes. Average wait times for non-emergency procedures have increased from 21 days in 2020 to 34 days in 2025. Readmission rates have risen by 6.2%, and patient satisfaction scores have dropped by 15%.

Patient Metrics:

These figures underscore the systemic impact of the national stressor on organizational performance and public health.

Psychosocial Impact on Healthcare Workers

Beyond the numbers, the human toll of this stressor is profound. Interviews with staff at BMH reveal widespread burnout, anxiety, and disillusionment. Many report feeling undervalued and unsupported, leading to a decline in morale and professional engagement.

Common Themes from Staff Feedback:

• “I love my job, but I’m exhausted. We’re constantly short-staffed.”
• “There’s no time for proper patient care. We’re just trying to survive each shift.”
• “I’m considering leaving the country. I can’t see a future here.”

These sentiments reflect a broader crisis of confidence in the healthcare system. When professionals lose faith in their institutions, the ripple effects are felt across every aspect of care delivery.

Policy Environment and Legislative Challenges

Romania’s healthcare policy environment has been marked by frequent changes, limited stakeholder engagement, and reactive legislation. Emergency Ordinance No. 36/2025, which capped hazard allowances and reduced paid leave for medical staff, has been widely criticized by unions and professional associations.

Key Legislative Issues:

• Lack of long-term planning: Policies often focus on short-term cost containment rather than strategic investment.
• Limited transparency: Budget allocations and staffing decisions are rarely subject to public scrutiny.
• Weak enforcement: Regulations on working hours, safety standards, and patient rights are inconsistently applied.

These challenges hinder the ability of organizations like BMH to adapt and innovate. Without a stable and supportive policy framework, even the most dedicated professionals struggle to deliver quality care.

Comparative Analysis: Romania vs. EU Peers

To contextualize Romania’s stressor, it is useful to compare key metrics with EU peers:

Strategic Recommendations

To mitigate the impact of underfunding and workforce shortages, a multi-pronged strategy is required:

1. Increase Healthcare Funding

• Raise healthcare spending to at least 7% of GDP over the next five years.
• Prioritize capital investment in infrastructure and equipment.
• Expand funding for training and professional development.

2. Improve Workforce Retention

• Increase salaries and hazard allowances for medical staff.
• Implement flexible scheduling and mental health support programs.
• Create clear career pathways and mentorship opportunities.

3. Enhance Policy Stability

• Develop a national healthcare strategy with stakeholder input.
• Ensure transparency in budget and staffing decisions.
• Strengthen enforcement of labor and safety regulations.

4. Leverage Technology

• Invest in telemedicine to expand access in rural areas.
• Digitize patient records and administrative systems.
• Use data analytics to optimize resource allocation.

These recommendations are not exhaustive, but they provide a roadmap for reform. The goal is to create a resilient, equitable, and high

FAQs

What are the stressors in the workplace in healthcare?

10 Common stressors in the healthcare workplace include:

1. High patient workload – Managing multiple patients with complex needs.

2. Long working hours and shift work – Leading to physical and mental fatigue.

3. Staff shortages – Increasing pressure and responsibilities on available staff.

4. Emotional strain – Dealing with critically ill or dying patients.

5. Lack of support – Limited communication or collaboration among team members.

6. Workplace violence or aggression – From patients, families, or coworkers.

7. Administrative burden – Excessive paperwork or documentation tasks.

8. Poor work-life balance – Resulting in burnout and reduced job satisfaction.

9. Ethical dilemmas – Conflicts between personal values and professional duties.

10. Limited resources – Inadequate equipment or support to provide optimal care.

Grading Rubric

Develop a 3- to 4-page paper, written to your organization’s leadership team, addressing the selected national healthcare issue/stressor and how it is impacting your work setting. Be sure to address the following:

·   Describe the national healthcare issue/stressor you selected and its impact on your organization. Use organizational data to quantify the impact (if necessary, seek assistance from leadership or appropriate stakeholders in your organization).—

Excellent 23 (23%) – 25 (25%)

The response accurately and thoroughly describes in detail the national healthcare issue/stressor selected and its impact on an organization.

The response includes accurate, clear, and detailed data to quantify the impact of the national healthcare issue/stressor selected.

• Provide a brief summary of the two articles you reviewed from outside resources, on the national healthcare issue/stressor and explain how the healthcare issue/stressor is being addressed in other organizations.—

Excellent 27 (27%) – 30 (30%)

A complete, detailed, and specific synthesis of two outside resources reviewed on the national healthcare issue/stressor selected is provided. The response fully integrates at least 2 outside resources and 2 or 3 course-specific resources that fully support the summary provided. 

• Summarize the strategies used to address the organizational impact of national healthcare issues/stressors presented in the scholarly resources you selected and explain how they may impact your organization both positively and negatively. Be specific and provide examples.—

Excellent 27 (27%) – 30 (30%)

A complete, detailed, and accurate summary of the strategies used to address the organizational impact of the national healthcare issue/stressor is provided.
The response accurately and thoroughly explains in detail how the strategies may impact an organization both positively and negatively, with specific and accurate examples.

Written Expression and Formatting – Paragraph Development and Organization:
Paragraphs make clear points that support well-developed ideas, flow logically, and demonstrate continuity of ideas. Sentences are carefully focused—neither long and rambling nor short and lacking substance. A clear and comprehensive purpose statement and introduction is provided which delineates all required criteria.—

Excellent 5 (5%) – 5 (5%)

Paragraphs and sentences follow writing standards for flow, continuity, and clarity.
A clear and comprehensive purpose statement, introduction, and conclusion is provided which delineates all required criteria.

Written Expression and Formatting – English writing standards:
Correct grammar, mechanics, and proper punctuation—

Excellent 5 (5%) – 5 (5%)

Uses correct grammar, spelling, and punctuation with no errors.

Written Expression and Formatting – The paper follows correct APA format for title page, headings, font, spacing, margins, indentations, page numbers, parenthetical/in-text citations, and reference list.—

Excellent 5 (5%) – 5 (5%)

Uses correct APA format with no errors.