Last updated on July 10th, 2025 at 05:58 am
Organizational Policies and Practices to Support Healthcare Issues
Post an explanation of how competing needs, such as the needs of the workforce, resources, and patients, may impact the development of policy. Then, describe any specific competing needs that may impact the national healthcare issue/stressor you selected. What are the impacts, and how might policy address these competing needs? Be specific and provide examples.
Sample Expert Answer
When developing a policy at any level, it is crucial to understand how the policy may affect other aspects of care delivery. This brings the importance of balancing the different competing needs to ensure that an optimal balance, especially in managing stakeholder interest, is achieved. An example is the need to increase the workforce within the healthcare sector. This may necessitate policymakers to weigh the staffing needs alongside the increased operational costs that come with employing the extra personnel. Nonetheless, the impact on care quality, patient safety, and staff wellbeing may justify the cost (Kirk, 2024). The same goes for policies that focus on resource allocation.
For example, while hospitals were demanding increased investment in technology during COVID-19, the government, through its policies, had to ensure that they prioritize the resources based on the need at that time, like investing in safety gear for the frontline personnel. Therefore, competing needs may alter how policies are formulated, with high priority needs, or those that have the highest benefits, or even those that justify a certain political agenda being given higher priority (Evans, 2025). This may alter how policymakers or even nurse advocates or lobbyists approach their stakeholder engagement during the policy-making process.
My healthcare stressor was inadequate staffing, an issue that has several competing needs. One of the needs is inadequate resources, which makes it a challenge to provide sustainable solutions that can fully address the stressor. Employing more nurses requires financial resources, which the government only has in finite quantities. This means that the policies made, especially in resource allocation to address the problem, can only be made to a certain extent. Additionally, the need for high-quality patient care significantly impacts nurse staffing in healthcare organizations (Alkhameeas et al., 2024). High nurse-to-patient ratios are needed for quality care, which requires investment in human capital.
The impact of nurse shortages is well documented, some of which include high rates of burnout, increased errors, and lower job satisfaction (Getie et al., 2025). Policies may help address these competing needs by necessitating organizations to have a minimum staffing level that matches their patient capacities. An example of such is California’s nurse-to-patient ratio law, which improves care quality while addressing workforce needs.
References
Alkhameeas, A. A., Madani, Y. A., Aldailej, S. A., Alsada, F. A., Alotaibi, D. M., Albahooth, M. B., & Al Mutairi, H. S. (2024). The impact of nurse staffing on patient outcomes: A comprehensive review. International Journal of Innovative Research in Medical and Pharmaceutical Sciences, 6(231491), 1–15.
Evans, A. C. Jr. (2025). How APA is responding to the rapidly changing policy landscape. Monitor on Psychology, 56(4). https://www.apa.org/monitor/2025/06/navigating-changing-policy-landscapeLinks to an external site.
Getie, A., Ayenew, T., Amlak, B. T., Gedfew, M., Edmealem, A., & Kebede, W. M. (2025). Global prevalence and contributing factors of nurse burnout: An umbrella review of systematic review and meta-analysis. BMC Nursing, 24, Article 596.
https://doi.org/10.1186/s12912-025-03266-8Links to an external site.
Kirk, K. (2024). Time for a rebalance: Psychological and emotional well-being in the healthcare workforce as the foundation for patient safety. BMJ Quality & Safety, 33(8), 483–490. https://doi.org/10.1136/bmjqs-2024-017236Links to an external site.
Alternative Sample Answer
Impact of Competing Needs on Policy Development
Workforce Needs: Nurses’ wellbeing depends on the number of hours they work per shift considering that prolonged work shift hours results to burnout which is associated with undesirable patient care outcomes like the spike in rates of medical errors. A policy that is meant to provide flexible work schedule, while requiring nurses to work for 12 hours can cause emotional and physical exhaustion, increasing the risk of clinical errors and loss of motivation in one’s work (Gu et al., 2023). This may play out in a scenario in which a nurse misses entering crucial information into the EMRs system during the implementation of a policy that requires nurses to work for longer hours.
Resource Constraints: Resource-based issues like the lack of adequate funds may complicate balancing between recruiting enough staff and adopting a new healthcare system that enhances the delivery of care. If an organization invests on such a system, it is left with limited financial resources to fund recruitment of the required nurse population.
Clinical Intervention Standards: If a policy mandates providers to meet a specific level of quality standard, nurses may struggle meeting these standards especially with high patient volumes. An example is a policy on value-based care that penalizes or rewards providers depending on health outcomes (Teisberg, Wallace, & O’Hara, 2020).
The Selected Competing Needs and their Impact on National Healthcare Issue
As a stressor, burnout can be affected by the limited availability of the resources. The lack of funds to recruit new nurses coupled with the lack of availability of nursing staff can exacerbate the burnout problem because the existing nursing population is compelled to work for longer hours. This may lead to undesirable events like the increase in rates of readmissions, and higher incidences of medical errors (Dall’Ora et al., 2023).
How Policy Addresses the Competing Needs
Policy may require that nurses have short-breaks in between shifts as a means of managing work shifts to reduce burnout. The policy may also require increasing funds to help with training and hiring of nurses.
Reference
Dall’Ora, C., Ejebu, O. Z., Ball, J., & Griffiths, P. (2023). Shift work characteristics and burnout among nurses: cross-sectional survey. Occupational medicine (Oxford, England), 73(4), 199–204. https://doi.org/10.1093/occmed/kqad046.
Gu, H., Lee, J., Hwang, Y., Kim, J., Lee, S., & Kim, S. J. (2023). Job burnout among workers with different shift regularity: interactive factors between sleep, depression, and work environment. Frontiers in public health, 11, 1131048. https://doi.org/10.3389/fpubh.2023.1131048.
Teisberg, E., Wallace, S., & O’Hara, S. (2020). Defining and Implementing Value-Based Health Care: A Strategic Framework. Academic medicine : journal of the Association of American Medical Colleges, 95(5), 682–685. https://doi.org/10.1097/ACM.0000000000003122.
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The Future Demand for Nurses: Workforce Projections and Career Opportunities Through 2035
The healthcare landscape is experiencing unprecedented transformation, and at the heart of this evolution lies a critical question: what does the future hold for nursing professionals? With an aging population, expanding healthcare access, and evolving medical technologies, the demand for nurses is projected to reach historic levels over the next decade.
Current State of the Nursing Workforce
The United States currently employs approximately 3.1 million registered nurses, making nursing one of the largest healthcare professions in the country. However, this substantial workforce faces mounting pressures from demographic shifts, retirement trends, and increasing healthcare needs across all age groups.
According to the Bureau of Labor Statistics, the nursing shortage has become a defining challenge for healthcare systems nationwide. Current nursing shortage statistics reveal significant gaps between supply and demand, with many healthcare facilities struggling to maintain adequate staffing levels.
Nursing Workforce Growth Projections: 2023-2035
Registered Nurse Employment Outlook
The future demand for nurses presents a mixed picture of opportunity and challenge. Employment projections indicate substantial growth across multiple nursing specialties:
| Nursing Category | 2023 Employment | 2033 Projected Employment | Growth Rate | Annual Openings |
|---|---|---|---|---|
| Registered Nurses | 3.1 million | 3.3 million | 6% | 194,500 |
| Licensed Practical Nurses | 695,000 | 730,000 | 5% | 50,000 |
| Nurse Practitioners | 234,000 | 279,000 | 19% | 12,000 |
Regional Demand Variations
The highest demand for nurses by state varies significantly based on population demographics, healthcare infrastructure, and economic factors. States experiencing the most acute nursing shortages include:
High-Demand States:
- California: 38,000 projected annual openings
- Texas: 25,000 projected annual openings
- Florida: 18,000 projected annual openings
- New York: 15,000 projected annual openings
- Pennsylvania: 12,000 projected annual openings
Key Factors Driving Future Nursing Demand
1. Aging Population Demographics
The most significant driver of nursing demand stems from America’s rapidly aging population. By 2030, all baby boomers will be 65 or older, creating unprecedented demand for healthcare services. This demographic shift impacts nursing in several ways:
- Increased chronic disease management: Older adults require more complex, long-term care
- Specialized geriatric care needs: Demand for nurses trained in gerontology and dementia care
- Home healthcare expansion: Growing preference for aging in place increases demand for home health nurses
2. Healthcare Access Expansion
Legislative changes and insurance coverage expansions have increased healthcare access for millions of Americans. This broader access translates directly into increased demand for nursing services across all care settings.
3. Nursing Workforce Retirement Trends
A significant portion of the current nursing workforce is approaching retirement age. Approximately 1 million nurses are expected to retire by 2030, creating substantial replacement needs beyond growth-driven demand.
4. Evolving Healthcare Delivery Models
Modern healthcare emphasizes preventive care, chronic disease management, and population health initiatives. These models require more nurses to provide coordinated, patient-centered care across diverse settings.
Projected Nursing Shortage Analysis
Timeline of Nursing Shortage Projections
| Year | Projected Shortage | Contributing Factors |
|---|---|---|
| 2025 | 175,000 nurses | Baby boomer retirements begin |
| 2030 | 450,000 nurses | Peak retirement years |
| 2035 | 650,000 nurses | Sustained demographic pressure |
The projected nursing shortage by 2025 represents just the beginning of a more significant workforce challenge. Healthcare systems must proactively address these shortfalls through enhanced recruitment, retention strategies, and educational capacity expansion.
Future Job Market Opportunities for Nurses
High-Growth Nursing Specialties
The future of nursing profession encompasses numerous specialization opportunities with exceptional growth potential:
Fastest-Growing Specialties:
- Nurse Practitioners (19% growth): Advanced practice roles in primary care and specialty areas
- Informatics Nurses (16% growth): Technology integration and electronic health records
- Home Health Nurses (15% growth): Community-based care delivery
- Mental Health Nurses (14% growth): Addressing the mental health crisis
- Geriatric Nurses (12% growth): Specialized care for aging populations
Emerging Career Pathways
The future outlook for nurses includes innovative roles that didn’t exist a decade ago:
- Telehealth Coordinators: Managing remote patient care and virtual consultations
- Care Navigation Specialists: Guiding patients through complex healthcare systems
- Population Health Managers: Focusing on community health outcomes and prevention
- Clinical Data Analysts: Interpreting healthcare data to improve patient outcomes
Geographic Distribution of Nursing Opportunities
State-by-State Analysis
| State | Current Nurse Shortage | 2030 Projected Need | Average Salary |
|---|---|---|---|
| California | High | 42,000 additional nurses | $124,000 |
| Texas | Moderate | 28,000 additional nurses | $89,000 |
| Florida | High | 22,000 additional nurses | $78,000 |
| New York | High | 18,000 additional nurses | $95,000 |
| Illinois | Moderate | 14,000 additional nurses | $85,000 |
Educational and Training Implications
Nursing Program Capacity Challenges
Despite increasing demand, nursing education programs face significant constraints:
- Faculty shortages: Limited qualified nursing instructors
- Clinical placement availability: Insufficient training sites for students
- Funding limitations: Budget constraints affecting program expansion
Alternative Educational Pathways
To address workforce needs, innovative educational models are emerging:
- Accelerated BSN programs: Fast-track options for career changers
- Online nursing degrees: Flexible learning for working professionals
- Apprenticeship programs: Earn-while-you-learn opportunities
- International recruitment: Programs to integrate foreign-trained nurses
Technology’s Impact on Future Nursing Demand
Automation and Nursing Roles
While technology automates certain healthcare functions, it simultaneously creates new nursing opportunities:
- Enhanced patient monitoring: Nurses interpret complex data from advanced monitoring systems
- Robotic assistance: Collaboration between nurses and robotic technologies
- Artificial intelligence integration: Nurses remain essential for patient assessment and care coordination
Strategies for Meeting Future Demand
Healthcare System Initiatives
Organizations are implementing comprehensive strategies to address nursing shortages:
- Retention programs: Competitive compensation and professional development
- Workplace wellness: Addressing nurse burnout and job satisfaction
- Career advancement pathways: Clear progression opportunities
- Flexible scheduling: Work-life balance improvements
Policy and Legislative Solutions
Government initiatives aimed at addressing nursing shortages include:
- Loan forgiveness programs: Financial incentives for nursing education
- Visa programs: Facilitating international nurse recruitment
- Educational funding: Increased support for nursing schools
- Scope of practice expansion: Allowing nurses to practice to full capacity
Salary and Compensation Trends
National Salary Projections
The future demand for nurses is driving significant compensation increases:
| Nursing Level | 2023 Median Salary | 2030 Projected Salary | Growth Rate |
|---|---|---|---|
| RN | $81,220 | $95,000 | 17% |
| NP | $120,680 | $145,000 | 20% |
| LPN | $48,820 | $56,000 | 15% |
Conclusion: The Future of Nursing is Bright
The data clearly indicates that nurses will remain in high demand well into the next decade and beyond. While the projected nursing shortage by 2025 presents challenges, it also creates unprecedented opportunities for current and future nursing professionals.
For individuals considering nursing careers, the future outlook for nurses is exceptionally positive. The combination of job security, competitive compensation, diverse career pathways, and the intrinsic reward of helping others makes nursing an attractive profession for the 21st century.
Healthcare organizations, educational institutions, and policymakers must work collaboratively to ensure adequate nursing workforce preparation. Success in meeting future nursing demand will require innovative approaches to education, retention, and workforce development.
The question “are nurses in demand” has a resounding answer: yes, and this demand will only intensify in the coming years. The future of nursing profession represents not just employment opportunities, but the chance to be part of transforming healthcare delivery for generations to come.
As we look toward 2030 and beyond, nursing remains one of the most stable, rewarding, and essential careers in the American economy. The future demand for nurses isn’t just a statistic—it’s a reflection of our society’s commitment to health, healing, and human care.
Rubric Detail
| Excellent | Good | Fair | Poor | |||
| Main Posting | 45 (45%) – 50 (50%)
Answers all parts of the discussion question(s) expectations with reflective critical analysis and synthesis of knowledge gained from the course readings for the module and current credible sources. Supported by at least three current, credible sources. Written clearly and concisely with no grammatical or spelling errors and fully adheres to current APA manual writing rules and style. |
40 (40%) – 44 (44%)
Responds to the discussion question(s) and is reflective with critical analysis and synthesis of knowledge gained from the course readings for the module. At least 75% of post has exceptional depth and breadth. Supported by at least three credible sources. Written clearly and concisely with one or no grammatical or spelling errors and fully adheres to current APA manual writing rules and style. |
35 (35%) – 39 (39%)
Responds to some of the discussion question(s). One or two criteria are not addressed or are superficially addressed Is somewhat lacking reflection and critical analysis and synthesis. Somewhat represents knowledge gained from the course readings for the module. Post is cited with two credible sources. Written somewhat concisely; may contain more than two spelling or grammatical errors. Contains some APA formatting errors. |
0 (0%) – 34 (34%)
Does not respond to the discussion question(s) adequately. Lacks depth or superficially addresses criteria. Lacks reflection and critical analysis and synthesis. Does not represent knowledge gained from the course readings for the module. Contains only one or no credible sources. Not written clearly or concisely. Contains more than two spelling or grammatical errors. Does not adhere to current APA manual writing rules and style. |
||
| Main Post: Timeliness | 10 (10%) – 10 (10%)
Posts main post by day 3. |
0 (0%) – 0 (0%) | 0 (0%) – 0 (0%) | 0 (0%) – 0 (0%)
Does not post by day 3. |
||
| First Response | 17 (17%) – 18 (18%)
Response exhibits synthesis, critical thinking, and application to practice settings. Responds fully to questions posed by faculty. Provides clear, concise opinions and ideas that are supported by at least two scholarly sources. Demonstrates synthesis and understanding of learning objectives. Communication is professional and respectful to colleagues. Responses to faculty questions are fully answered, if posed. Response is effectively written in standard, edited English. |
15 (15%) – 16 (16%)
Response exhibits critical thinking and application to practice settings. Communication is professional and respectful to colleagues. Responses to faculty questions are answered, if posed. Provides clear, concise opinions and ideas that are supported by two or more credible sources. Response is effectively written in standard, edited English. |
13 (13%) – 14 (14%)
Response is on topic and may have some depth. Responses posted in the discussion may lack effective professional communication. Responses to faculty questions are somewhat answered, if posed. Response may lack clear, concise opinions and ideas, and a few or no credible sources are cited. |
0 (0%) – 12 (12%)
Response may not be on topic and lacks depth. Responses posted in the discussion lack effective professional communication. Responses to faculty questions are missing. No credible sources are cited. |
||
| Second Response | 16 (16%) – 17 (17%)
Response exhibits synthesis, critical thinking, and application to practice settings. Responds fully to questions posed by faculty. Provides clear, concise opinions and ideas that are supported by at least two scholarly sources. Demonstrates synthesis and understanding of learning objectives. Communication is professional and respectful to colleagues. Responses to faculty questions are fully answered, if posed. Response is effectively written in standard, edited English. |
14 (14%) – 15 (15%)
Response exhibits critical thinking and application to practice settings. Communication is professional and respectful to colleagues. Responses to faculty questions are answered, if posed. Provides clear, concise opinions and ideas that are supported by two or more credible sources. Response is effectively written in standard, edited English. |
12 (12%) – 13 (13%)
Response is on topic and may have some depth. Responses posted in the discussion may lack effective professional communication. Responses to faculty questions are somewhat answered, if posed. Response may lack clear, concise opinions and ideas, and a few or no credible sources are cited. |
0 (0%) – 11 (11%)
Response may not be on topic and lacks depth. Responses posted in the discussion lack effective professional communication. Responses to faculty questions are missing. No credible sources are cited. |
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| Participation | 5 (5%) – 5 (5%)
Meets requirements for participation by posting on three different days. |
0 (0%) – 0 (0%) | 0 (0%) – 0 (0%) | 0 (0%) – 0 (0%)
Does not meet requirements for participation by posting on 3 different days. |
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| Total Points: 100 | ||||||
Name: NURS_6053_Module02_Week03_Discussion_Rubric
