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Beachside Nursing Center

Student's Name

Instructor's Name

Institutional Affiliation

Course

Date

Beachside Nursing Center

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Introduction

Beachside Nursing Center operates both as a hospital and healthcare organization that is

located at Huntington Beach in California. The organization has employees about 11-50

employees. The facility offers 24-hour care services as well as rehabilitative services in an

environment that is comfortable and interactive environment. The organization has ventured into

healthcare sectors where it is dedicated to providing quality care to its clients. The team used by

the organization has a strong sense of integrity to ensure that clients are offered high-quality care

services to suit their medical needs. The facility operates two divisions; Rehabilitation Division

and Nursing Services Division.

Human Resource Issues

Beachside Nursing Center faces challenges associated with the shortage of nurses due to

the high number of clients seeking various services offered at the facility. The outbreak of the

Covid-19 pandemic strained the facility to a large extent due to the increased number of patients

seeking advanced care. The nurses were forced for long hours to try and maximize the number of

patients attended to. The management of the facility has made efforts to increase the number of

nurses and other staff members, but the increasing number of clients has led to the reported staff

shortage at the facility. The two divisions of the facility require that specialized care is offered,

but the facility has a shortage of specialized nurses. The situation has resulted in a scenario

where nurses are used interchangeably in the two divisions. The facility has been unable to

provide specialized care in some cases owing to the lack of qualified care providers used in such

cases.

The organization is also faced with a high turnover rate for the last two years. A number

of nurses are reported to have left the organization citing low payment. Those who have left have
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joined other facilities that have competitive compensation rates for care providers. The efforts to

increase the wage levels of employees have not been successful due to financial constraints that

have remained in the organization for a long time now. The management of the organization has

frequently organized meetings with employees to discuss the increment of wage levels, but it is

evident that most of the employees are not satisfied with the compensation rates that have

remained to change. The nurses have remained to complain about underpaid overtime where

most of them are forced to work during the weekends. The complaints to have the compensation

rates for working overtime revised have not been successful as well. The compensation issues

affecting the employees have greatly affected their motivation levels, and health outcomes have

failed to improve for some time now.

Diversity issues are also evident in the organization where some employees have been

engaged in conflicts attributable to a failure by employees o embrace diversity at the workplace.

They have been cases where some nurses have complained of unfairness in the allocation of

roles within the facility. The blacks working in the facility have complained of segregation by

the management in matters related to promotions and training programs used in the facility from

time to time. There have been complaints that people of color working in the facility occupy

lower positions such that they end up earning low compared to their white counterparts. The

director of the facility was at one time accused of sexual harassment of female interns, but there

was no action taken against the director. It is also reported that the director has remained to

influence the recruitment of new employees where five senior nurses are his close relatives.

Recommendations
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Increasing nurses' flexibility helps to balance their working schedule with personal issues

and the available educational opportunities while at the same time allowing them a chance to

manage their emotions and anxiety developed from time to time. Ensuring that the nurses are

happy will create a more positive work environment and help the hospital maintain quality

nurses. The administration should also invest in supporting the professional development of its

nurses. As a result, nurses will become happier and more likely to remain working for the

organization. By listening to the concerns raised by nurses, nurses can relate well with their

seniors so they can speak out their concerns and share ideas of how well they can improve their

health outcomes (Bowie, 2019). The application of these ideas and suggestions to nurses will

show that the management of the organization is serious about the welfare of its nurses. The

management of the facility should also consider increasing the number of specialized nurses

working at the facility to help increase the number of patients who end up accessing quality

services for deserving cases.

The organization can also consider using competitive packages for all their employees

to reduce the current high turnover rate that has seen the organization lose a considerable number

of its long-time employees to other facilities. Increasing the wage levels of employees should be

well coordinated to ensure that hard work is properly compensated and that employees are

comfortable with compensation rates that are used at any one time. The facility should also

consider revising its compensation rates for overtime hours (Sharma et al., 2018). It is evident

that the nurses are forced to work for long hours due to the current shortage of care providers,

and they are not comfortable with the payment rates specified by the organization for overtime

hours worked. The management of the organization should also consider using incentives on
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employees to reward hard work to keep them motivated regardless of the current challenges they

have to keep up with.

The management of the organization should also consider using educational programs on

its employees to introduce them to the benefits of embracing diversity at the workplace. The

programs should be used on all employees regardless of their position in the organization

because it is evident that the senior persons in the organization have had diversity-related issues

in the past. The programs should be run from time to time to ensure that all employees are

informed of the benefits of embracing diversity and how well they can accommodate the

personal difference they might have. The top management should also impose severe

consequences on employees who end up mistreating others based on any differences that might

be available (Meneses et al., 2018). Efforts should be made to encourage employees to relate

well with colleagues as the only way they uphold teamwork important in improving the overall

health outcomes of the facility. The human resource should liaise with the management to

arrange for retreats from time to time to allow employees to hang out together in an environment

far from their workstations. Such retreats play an important role in enhancing the extent to which

employees are able to relate with one another.

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References

Bowie, D. (2019). Centralized vs. decentralized staffing: Two case studies: Strive for balance to

achieve improved outcomes. American Nurse Today, 14(6), 41-45.

Meneses, E., McKenney, M., & Elkbuli, A. (2021). Diversity and inclusion among US general

surgery residency programs: Translating initiatives into action. The American Surgeon,

87(1), 166-167.

Sharma, K., & Jaiswal, N. (2018). A Study on Employees Attitude towards Fringe

Benefits. International Journal of Engineering and Management Research

(IJEMR), 8(2), 176-180.