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Castillo, Franklin Lloyd T.
BSN 1-1
NCM 100 - TFN
Reference:
Groff-Paris, L., & Terhaar, M. (2010). Using Maslow's pyramid and the national database of
nursing quality indicators(R) to attain a healthier work environment.. Online journal of issues in
nursing, 16 1, 6 .
https://ojin.nursingworld.org/table-of-contents/volume-16-2011/number-1-january-2011/articles-o
n-previously-published-topics/maslow-and-ndnqi-to-assess-and-improve-work-environment-------
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Abstract:
The strongest predictor of nurse job dissatisfaction and intent to leave is that of stress in the
practice environment. Good communication, control over practice, decision making at the
bedside, teamwork, and nurse empowerment have been found to increase nurse satisfaction
and decrease turnover. In this article we share our experience of developing a rapid-design
process to change the approach to performance improvement so as to increase engagement,
empowerment, effectiveness, and the quality of the professional practice environment. Meal and
non-meal breaks were identified as the target area for improvement. Qualitative and quantitative
data support the success of this project. We begin this article with a review of literature
Reaction Paper: Reflection on Research and Its Application to Healthcare Practice
This article viewed Maslow's Hierarchy of Needs in relation to the National Database of Nursing
Quality Indicators (NDNQI) in an effort to create a healthier work environment for nurses. It has
provided an overview of how Maslow's Hierarchy could help further explain how the gratification
of basic nursing needs will lead to better job satisfaction and thus better patient outcomes,
further deepening my realization of how connected the nurse's well-being is to patient care
quality. This knowledge has emphasized that nurses' core needs, like rest, good breaks, and
emotional support, need to be prioritized at the workplace within healthcare facilities. In my
current practice, I want to advocate for policies that promote taking adequate breaks, limit
excessive workloads, and ensure a safe working environment for nursing personnel. These
needs, when satisfied, allow the nurse to focus on higher-level needs, including personal growth
and job satisfaction, which further enhance patient care.
The National Database of Nursing Quality Indicators offers critical data about nursing care and
work environments associated with patient outcomes. NDNQI enables healthcare organizations
to identify areas needing improvement, such as nurse-patient ratios, workload management,
and communication within a team. Being able to understand and use this information is
important in making informed decisions on how to improve the work environment for a
healthcare provider like myself. I will also be able to judge the effectiveness of the interventions
by using NDNQI data in practice and observe the improvements in the work environment to
meet appropriate staffing levels and workloads that promote nurse satisfaction and,
subsequently, patient care.
The most striking thing gleaned from this article is the concept of nurse empowerment. More
often than not, nurses know the problems they face at work. The article shows that the
participation of nurses in decision-making can improve their working conditions. I believe it is
important to provide a working environment where nurses are empowered to voice their
concerns and take part in solving problems in my current practice. In this regard, as a health
professional, have the opportunity to be fully involved in discussions on issues relating to their
working conditions through regular team meetings on handling concerns, soliciting feedback
with regard to workload issues, and together devising strategies for improvement. By having
decisions regarding the workplace, I believe I can foster a more supportive, engaged, and
efficient work environment.
It also highlights the challenges to implementing change within a health facility, more so
regarding the attitude of nurses not wanting to be away from work for reasons such as taking
breaks. Many nurses, out of dedication to their patients, often forgo their breaks or work beyond
their capacity. This, I can say, is one of those behaviors that pose a big challenge, which I am
aware of in my practice. To overcome this, I will support policies that promote nurse well-being
while not compromising patient care. Encouraging nurses to take regular breaks and
maintaining adequate staffing levels will reduce the strain on individual staff members and lead
to better overall care for patients. What's more, I do realize that change can be slow and may
require shifting the organizational culture. As a healthcare provider, I am committed to working
with my colleagues, administration, and nursing staff to foster an environment that prioritizes the
well-being of all healthcare providers. The organization as a whole needs to understand that the
care of others begins with the care of oneself and each other.
The research into Maslow's Hierarchy of Needs and NDNQI has given me valuable insight into
the critical link between nurse well-being and quality care. I have learned through this process
that by addressing some of the basic needs in nurses, we can bring about job satisfaction, an
improvement in retention, and further improve the care we give patients. I will be able to apply
these concepts in my current practice by advocating for improved work conditions, utilizing data
in making informed decisions, and engaging nurses to take the initiative in establishing a
supportive work environment. I am convinced that I can play a role in making a healthy work
environment for all health care providers, a setting that will ensure positive results on patient
care outcomes that will last. This study reinforces the notion that the well-being of providers is a
key lever to ensuring a high-quality, patient-centered healthcare system.

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Castillo, Franklin Lloyd T.

Reaction Paper: Reflection on Research and Its Application to Healthcare Practice

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