Fluent Essays

Criteria Ratings Points Comprehension 80 to >64.0 pts Advanced Project submission demonstrates proper analysis of all main points of the selected topic/case. A comprehensive analysis of the selected topic/case is offered. Highly relevant applications of the course principles are made. 64 to >49.0 pts Proficient Project submission demonstrates proper analysis of most main points of the selected topic/case. A basic analysis of the selected topic/case is offered. Generally relevant applications of the course principles are made. 49 to >0.0 pts Developing An incomplete analysis of the selected topic/case is offered and application of the course principles is not appropriate or relevant to the content of the project. 0 pts Not Present Project submission does not demonstrate proper analysis of the main points of the selected topic/case. 80 pts Research Support 50 to >45.0 pts Advanced The paper uses 20 scholarly sources, plus the course text. Biblical integration is included and fully supports the analysis of key concepts throughout the paper. 45 to >41.0 pts Proficient The paper uses 16-19 scholarly sources, plus the text. Biblical integration is included but does not fully support key concepts. 41 to >0.0 pts Developing The paper uses less than 12-15 scholarly sources, and/or the course text is missing. Biblical integration does not support key concepts. 0 pts Not Present The paper uses less than 12 scholarly sources, and/or the course text is missing. Biblical integration is missing. 50 pts Organization of Content 50 to >45.0 pts Advanced Includes a fully developed introduction and conclusion. The organization of the content is clear and easy to follow. The layout is logical and maintains the flow of thought throughout the paper. The presentation of content is logical and flows from 1 point to the next. 45 to >41.0 pts Proficient The introduction and/or conclusion are moderately developed. The organization of the content is mostly clear and easy to follow. Content shows basic connectivity and flow. The presentation of content progresses logically. 41 to >0.0 pts Developing The introduction and/or conclusion are not fully developed. The organization of the content detracts from the message. The content is disjointed and lacks implied transition of thoughts. 0 pts Not Present The organization of the content is not clear and is difficult to follow. There is no connectivity or flow. 50 pts Research Project: Final Document Assignment Grading Rubric | BUSI646_B01_202140 Criteria Ratings Points Current APA Formatting 35 to >31.0 pts Advanced The paper is accurately formatted in current APA format. The abstract is included and is in current APA formatting. References are cited using current APA style and formatting guidelines. The evidence is properly cited with 0–2 errors and supports the main points. 31 to >28.0 pts Proficient The paper is formatted in current APA format with 3-4 errors. The abstract is included and contains 1-2 APA formatting errors. References are cited using current APA style and formatting guidelines. The evidence is properly cited with 3–4 errors and supports the main points. 28 to >0.0 pts Developing The paper formatting contains more than 5-6 APA errors. The abstract is not included or contains more than 2 APA formatting errors. References are not cited using current APA style and formatting guidelines. The evidence is not properly cited and does not support the main points. 0 pts Not Present The paper (including abstract and reference page) is not formatted in APA or contains more than 7 errors. 35 pts Page Count 35 to >31.0 pts Advanced The paper contains 10-12 pages of content. 31 to >28.0 pts Proficient The paper contains 8-9 pages of content. 28 to >0.0 pts Developing The paper contains 6-7 pages of content. 0 pts Not Present The paper contains less than 6 pages of content. 35 pts Total Points: 250 Research Project: Final Document Assignment Grading Rubric | BUSI646_B01_202140 Research Project: Final Document Assignment Instructions Overview Using your Research Project: Outline & References Assignment, you will work on finalizing your 10-12 page research paper, complying with the formatting and content instructions below. Instructions Format · Contains 10-12 pages, not including title and reference pages · Times New Roman, 12-point font · Current APA format · At least 20 scholarly articles from peer-reviewed journals are cited (less than 5 years old) Content · Title page that includes: · Running head (left aligned) and a page number (right aligned) · Course number and name · Title · Date submitted · “Respectfully submitted to: (Instructor’s Name)” · Abstract (in block format) · Content of your topic and/or paper · Provides a Biblical foundation for the topic as related to the healthcare industry · Integrate concepts from the textbook that are related to your topic. · Discuss the major issues related to the selected topic. · Provide an evaluation of applicable employment legislation as related to the topic. · Include an analysis of the topic as applied to the healthcare organization. · Uses in-text citations in current APA format to credit sources listed on the reference page as appropriate · Conclusion · References Note: Your assignment will be checked for originality via the Turnitin plagiarism tool. 2 Research Outline: High nursing turnover rates Student’s Name Institutional affiliation I. Introduction A. Hook: The nursing turnover rates have been increasing, in 2020 the rates increased by 2.8\% to 18.7\% (Flynn et al., 2021). An average hospital loosed around $4-$6 million annual due to the increased turnover rates. B. Background: Nursing is one of the professions which is associated with high turnover rates with the reasons for the high turnover varying from one facility to another and one nurse to another (Michael, 2019). Some of the common nursing turnover are the harsh working conditions, long hours of work and unfair compensation and pay among the nursing professionals. C. Thesis Statement: The increasing levels of nursing turnover impact negatively on the quality of patient care and patient outcomes, hence measures such as fair pay, good working conditions and flexible working hours should be used in addressing the issue in healthcare facilities. II. Research Questions A. How does the high nursing turnover rate affect the healthcare environment? There is need to understand the link between the staffing turnover and the healthcare outcomes to understand the need for interventions to correct the issue. This research paper seeks to answer this question and the following are some of the effects: 1) Hospital revenue is decreased when the nursing turnover rates are high; when the nurses quit their jobs the number of patients that the hospitals can serve is impacted and this affects the revenues in terms of sales of the healthcare organization (Brabson et al., 2019). 2) The hospital services are usually disrupted when the nursing turnover rates are high; when the nurses are not adequate in the healthcare setting there tends to be delays in the way the patients are served (Kim & Han, 2018). 3) High hospital costs of recruitment and staffing- finding the right fit to replace the nurses who leave work is a process and involves additional costs to interview, train and orient the new nurses into the healthcare organization (Brabson et al., 2019). 4) The nursing turnover affects the patient outcomes and this is because with inadequate nursing staff patients do not get the best attention and care that is needed for a speedy recovery (Brabson et al., 2019). 5) Nursing turnover tarnishes the reputation of hospitals and other healthcare facilities and this is because the nursing turnover is always associated with bad working conditions and unfair pay even when there are other personal reasons (Kim & Han, 2018). B. What are the causes of high nursing turnover rates in the healthcare facilities? This research seeks to look at the various reasons as to why there is increased turnover in the hospitals and the information will help come up with solutions of the nursing turnover rates to help improve patient care and the patient outcomes. Some of the causes of the high rates of nursing turnover include: 1) Work related pressure and stress- three out of four nurses usually report experiencing stress in the nursing environment due to the nature of the job and the expectations from the patients, families and the hospital management (Michael, 2019). 2) Lack of role clarity and sense of control over the job performance- The expectations and the roles of the different nurses in the healthcare facility are most of the times are not clearly communicated and this frustrates the nurses in the working environment (Michael, 2019). 3) The nurses also suffer from the lack of proper communication from the management on critical issues such as the change in terms of employment, supervisors and other critical issues (Kim & Han, 2018). 4) The Registered Nurses do not get adequate recognitions and rewards from the management of facilities despite the big role that they play in the treatment and the diagnosis of patients which affects overall hospital performance (Dwesini, 2019). 5) The nurses with time feel that they have limited opportunities for the development and growth of their careers this is because the management over time forgets that they have a role in the professional development of the nursing staff (Venkatesh, 2017). 6) Unfair compensation among the nurses is also a cause of the high nursing turnover, when nurses feel that they are not paid as well as other nurses working for competitors are they might end up quitting their jobs to look for better opportunities (Dwesini, 2019). 7) Lack of flexibility due to the long working hours and mandatory overtime results into the burnout and stress in the workplace and this is because the nurses have other personal issues and commitments that they need to attend to (Brabson et al., 2019). 8) Personal reasons- sometimes the reasons for quitting work are personal and totally unrelated to the healthcare organization and facility (Brabson et al., 2019). Some of the personal reasons might include family commitments, stress, and conflicts with coworkers or management. C. What are some of the ways in which the increased nursing turnover can be solved in the healthcare institutions? The healthcare sector is an important sector and hence when the nurses quit their jobs it affects the quality of patient care received by the patients and that affects the patient outcomes. This research thus focuses on looking at the ways through which hospitals and other healthcare facilities can increase the nursing staff retention. The following are some of the ways in which the nursing turnover rates can be reduced: 1) When nurses are well compensated and they are paid on time the nursing staff retention rates will go up and this is because the nurses will be satisfied with their jobs and will be able to meet their personal needs (Anwar, G., & Abdullah, 2021). 2) Flexible working hours and shifts will go a long way in increasing the nursing staff retention rates; when the nurses have enough rest they are able to perform better in the nursing environment (Anwar, G., & Abdullah, 2019). 3) Clarity of roles and proper communication with the management- managers need to focus on explaining what is expected of the nursing staff so that the nurses know clearly what they are needed to do (Boon et al., 2019). 4) Proper healthcare leadership and management- the lack of collaboration and team work in the healthcare environment is mostly attributed to the lack of good leadership in the healthcare environment (Boon et al., 2019). III. Conclusion: Hospitals and healthcare organizations need to work on ensuring high nursing retention to achieve the best patient outcomes and performance. References Ahammad, M. F., Glaister, K. W., & Gomes, E. (2020). Strategic agility and human resource management. Human Resource Management Review, 30(1), 100700. Anwar, G., & Abdullah, N. N. (2021). The impact of Human resource management practice on Organizational performance. International journal of Engineering, Business and Management (IJEBM), 5. Boon, C., Den Hartog, D. N., & Lepak, D. P. (2019). A systematic review of human resource management systems and their measurement. Journal of management, 45(6), 2498-2537. Brabson, L. A., Herschell, A. D., Kolko, D. J., & Mrozowski, S. J. (2019). Associations among job role, training type, and staff turnover in a large-scale implementation initiative. The journal of behavioral health services & research, 46(3), 399-414. Cooke, F. L., Schuler, R., & Varma, A. (2020). 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