Name
Western Governors University
D024 Professional Presence and Influence
Prof. Name
Date
This force field analysis aims to assess the practicality and possible effects of introducing a dedicated “sunshine” nurse role within a clinical environment. The core question driving this evaluation is whether the advantages brought by this role surpass the obstacles involved in its implementation. Using Lewin’s force field theory as a framework, the analysis identifies and weighs both the forces that support the introduction of the role and those that might oppose it. Each influencing factor is assigned a score from 1 (weak) to 5 (strong) to determine its relative strength in affecting organizational change.
How does the “sunshine” nurse role enhance patient outcomes?
One of the most powerful facilitators is the improvement in patient outcomes, which was rated the highest at 5. The “sunshine” nurse provides direct assistance to novice nurses and supports care for high-acuity or complex patients. This role offers clinical guidance and timely interventions, leading to greater patient safety, fewer clinical errors, and improved decision-making. Research indicates that added clinical support is strongly linked to better care quality and fewer adverse events.
In what ways does this role help reduce stress among nursing staff?
Reducing stress for new and less experienced nurses is another important benefit, scored at 4. Transitioning into clinical roles often causes significant anxiety and burnout. The presence of a “sunshine” nurse offers emotional support, real-time problem-solving, and mentorship, which build confidence and promote professional development. Lower stress levels contribute to increased nurse engagement and better retention.
How does the role contribute to patient safety and nursing education?
The “sunshine” nurse acts as a safety net by conducting focused assessments and monitoring critically ill patients, earning a score of 5. The role also encourages continuous education by disseminating clinical knowledge across different units during shifts, rated at 3. This educational responsibility fosters evidence-based practice and enhances teamwork across disciplines.
Can the “sunshine” nurse assist with staffing challenges?
When staffing shortages occur, the “sunshine” nurse can temporarily take on patient assignments to maintain continuity of care, which was assigned a score of 3. This flexibility helps stabilize operations during periods of limited staff availability. Overall, the combined facilitating forces score a strong total of 20, indicating robust organizational support for implementing the role.
What staffing challenges could arise from implementing this role?
The primary challenge is the concern over night shift coverage, rated at 4. Assigning nurses to the “sunshine” role might reduce the number of bedside nurses during critical hours, increasing the workload for those remaining and potentially affecting patient care quality.
How do training requirements impact feasibility?
Training demands present a barrier, with a score of 3. Preparing nurses for this specialized role involves time, mentorship, and temporarily removing them from direct patient care duties. While necessary for effectiveness, this shift can strain already limited staffing resources.
Are financial costs a major constraint?
Financial costs related to training and developing the role were considered minor, with a score of 1. Although relatively low compared to the long-term benefits, budget constraints still require attention within healthcare organizations.
What risks exist concerning role utilization and fairness?
Concerns include that the “sunshine” nurse may not be needed during all shifts, lowering role efficiency (score 3), and the risk of perceived favoritism or bias in staff interactions (score 2). These issues highlight the importance of clear role expectations and fairness in implementation.
In total, restraining forces add up to a manageable score of 6, suggesting that these challenges can be addressed with thoughtful planning.
| Force Category | Score (1–5) | Description |
|---|---|---|
| Facilitating Force 1 | 5 | Improves patient outcomes through support of new and complex cases |
| Facilitating Force 2 | 4 | Reduces stress and boosts confidence among novice nurses |
| Facilitating Force 3 | 5 | Enhances patient safety with focused assessments |
| Facilitating Force 4 | 3 | Promotes education and clinical knowledge sharing |
| Facilitating Force 5 | 3 | Supports staffing during shortages |
| Total Facilitating Score | 20 | |
| Restraining Force 1 | 4 | Concerns about night shift coverage |
| Restraining Force 2 | 3 | Training requirements remove nurses from patient care temporarily |
| Restraining Force 3 | 1 | Financial cost of training |
| Restraining Force 4 | 3 | Role may not be necessary on every shift |
| Restraining Force 5 | 2 | Risk of favoritism or bias |
| Total Restraining Score | 6 |
This force field analysis indicates that the positive factors supporting the implementation of the “sunshine” nurse role substantially outweigh the challenges. The role has the potential to enhance patient outcomes, improve nurse satisfaction, alleviate workplace stress, and nurture a learning culture within the clinical environment. Although concerns about staffing logistics, training requirements, and role clarity exist, these barriers are manageable through strategic planning, fair guidelines, and strong leadership. Overall, adopting this role aligns with organizational objectives to promote joy in the workplace while ensuring high-quality patient care and safety.
Kotter, J. P. (1996). Leading change. Harvard Business Review Press.
Lewin, K. (1951). Field theory in social science: Selected theoretical papers. Harper & Row.
Salanova, M., Agut, S., & Peiró, J. M. (2005). Linking organizational resources and work engagement to employee performance and customer loyalty: The mediation of service climate. Journal of Applied Psychology, 90(6), 1217–1227. https://doi.org/10.1037/0021-9010.90.6.1217
