NR 532 Week 3 Discussion: Evidence-Based
Strategic Planning
List one opportunity or threat to nursing external to the organization. An example may be
a competing organization within close proximity offering sign-on bonuses. Discuss the
severity of the opportunity or threat and the probability that it may occur in an
organization.
A threat that is in the near future to my organization and nursing is a brand new hospital is
opening less than 3 miles away. The new, competing hospital will essentially offer the same
services as my organization. Four hundred new jobs, primarily nursing, will be created. When a
new facility opens, especially one with similar services, the organization is at risk for losing not
only patients, but staff as well. A strength that will deter patients and staff from leaving my
organization is our history and reputation for providing high quality care with proven patient
outcomes and a culture that most say is “different” than anywhere they have ever practiced. This
culture is palpable to those that enter the organization. According to Inabinett and Ballaro
(2014), an organization is more likely to retain associates if the organizational culture is
connected to the associate’s personal values. Another strength that will benefit my organization
is pursuing comprehensive stroke center designation prior to the competing facility opening.
This will help direct this patient population to us, especially those coming via emergency
medical services. An additional strength for retaining staff is our Magnet designation journey.
This has been shown to be desirable and important to healthcare staff and improves retention of
associates. Obtaining Magnet designation is not required to improve the work environment;
however it has been shown that the Magnet journey supports creating a positive work
environment, which contributes to associate satisfaction and retention (Renter, Allen, Thallas, &
Foley, 2014). A weakness is currently there is a higher turnover rate than desired. If this is not
able to be reduced, then it will contribute to the threat and probability that staff will leave for a
new opportunity. There are far more strengths than weaknesses, so the hope is that the overall
probability is low and the severity of the threat is not detrimental to the organization.
Inabinett, J. M., & Ballaro, J. M. (2014). Developing an organization by predicting employee
retention by matching corporate culture with employee’s values: A correlation study.
Organization Development Journal, 32(1), 55-74. Retrieved from
https://chamberlainuniversity.idm.oclc.org/login?url=https://search.ebscohost.com/login.aspx?
direct=true&db=bth&AN=109917303&site=eds-live&scope=site
Renter, M., Allen, A., Thallas, A., & Foley, L. (2014). How Magnet designation affects nurse
retention: An evidence-based research project. American Nurse Today, 9(3), 38-40. Retrieved
from https://www.americannursetoday.com/
Dr. Harrington,
This study source was downloaded by 100000801755870 from CourseHero.com on 03 -22-2022 07:20:08 GMT -05:00
https://www.coursehero.com/file/36485249/Week-3-Discussiondocx/
, Thank you for your response. To my knowledge, I don’t know what the state’s involvement or
impact on the decision for construction would be, if any? The area that the new construction and
my organization are in is a growing metro suburb. If I had to guess, the community would not
This study source was downloaded by 100000801755870 from CourseHero.com on 03 -22-2022 07:20:08 GMT -05:00
https://www.coursehero.com/file/36485249/Week-3-Discussiondocx/
Strategic Planning
List one opportunity or threat to nursing external to the organization. An example may be
a competing organization within close proximity offering sign-on bonuses. Discuss the
severity of the opportunity or threat and the probability that it may occur in an
organization.
A threat that is in the near future to my organization and nursing is a brand new hospital is
opening less than 3 miles away. The new, competing hospital will essentially offer the same
services as my organization. Four hundred new jobs, primarily nursing, will be created. When a
new facility opens, especially one with similar services, the organization is at risk for losing not
only patients, but staff as well. A strength that will deter patients and staff from leaving my
organization is our history and reputation for providing high quality care with proven patient
outcomes and a culture that most say is “different” than anywhere they have ever practiced. This
culture is palpable to those that enter the organization. According to Inabinett and Ballaro
(2014), an organization is more likely to retain associates if the organizational culture is
connected to the associate’s personal values. Another strength that will benefit my organization
is pursuing comprehensive stroke center designation prior to the competing facility opening.
This will help direct this patient population to us, especially those coming via emergency
medical services. An additional strength for retaining staff is our Magnet designation journey.
This has been shown to be desirable and important to healthcare staff and improves retention of
associates. Obtaining Magnet designation is not required to improve the work environment;
however it has been shown that the Magnet journey supports creating a positive work
environment, which contributes to associate satisfaction and retention (Renter, Allen, Thallas, &
Foley, 2014). A weakness is currently there is a higher turnover rate than desired. If this is not
able to be reduced, then it will contribute to the threat and probability that staff will leave for a
new opportunity. There are far more strengths than weaknesses, so the hope is that the overall
probability is low and the severity of the threat is not detrimental to the organization.
Inabinett, J. M., & Ballaro, J. M. (2014). Developing an organization by predicting employee
retention by matching corporate culture with employee’s values: A correlation study.
Organization Development Journal, 32(1), 55-74. Retrieved from
https://chamberlainuniversity.idm.oclc.org/login?url=https://search.ebscohost.com/login.aspx?
direct=true&db=bth&AN=109917303&site=eds-live&scope=site
Renter, M., Allen, A., Thallas, A., & Foley, L. (2014). How Magnet designation affects nurse
retention: An evidence-based research project. American Nurse Today, 9(3), 38-40. Retrieved
from https://www.americannursetoday.com/
Dr. Harrington,
This study source was downloaded by 100000801755870 from CourseHero.com on 03 -22-2022 07:20:08 GMT -05:00
https://www.coursehero.com/file/36485249/Week-3-Discussiondocx/
, Thank you for your response. To my knowledge, I don’t know what the state’s involvement or
impact on the decision for construction would be, if any? The area that the new construction and
my organization are in is a growing metro suburb. If I had to guess, the community would not
This study source was downloaded by 100000801755870 from CourseHero.com on 03 -22-2022 07:20:08 GMT -05:00
https://www.coursehero.com/file/36485249/Week-3-Discussiondocx/
