Healthcare Is A Complex Environment

“United States Registered Nurse Workforce Report Card and Shortage Forecast.” American Journal of Medical Quality. January 2012

The healthcare industry has long emphasized that staffing issues are a constant concern. It is a worry that influences the safety of both the patient and the nurse. A study reveals that over seventeen percent of new graduate nurses leave their first nursing job within a year, and over thirty-three percent leave within two years (Christine T. Kovner, 2014). Nursing turnover in combination with other important factors will be discussed in greater detail in the following paragraphs.

The National Healthcare Employee Union (NHEU) asserts that the hospital 's retention and recruiting efforts concerning nurse staffing is deficient. This deficiency has led to diminished patient care and more nurses quitting because of the fatigue of being overworked due to staffing shortages.

Hi Lilia, thanks for the post. I agree that the article you found is a secondary source because it has the words literature review in the title. I was unable to read the article because I could not find it in Kaplan’s online library. I was able to read the abstract through a website. I agree that nursing turnover is prevalent in all facets of health care. It impacts not only to patient care and safety, but also to staff safety. Browsing through the different article titles in Kaplan’s online library, I have noticed that articles were done exploring staff or nurses attitudes and determinants why they leave their jobs. I am wondering whether there has been research done on facilities or organization that adopted or have implemented strategies

America is one of the most affluent countries in the world, but is also a nation that has a healthcare industry that is in much turmoil. One of the more pivotal influences of this turmoil is nurse turnover rate. Nurse turnover does not have a universal meaning, consequently making it difficult to associate turnover rates in healthcare facilities and geographical areas. In all actuality, “"Nurse turnover" is an undesirable trend for healthcare employers. It 's expensive, it 's disruptive, and it threatens the quality of care and patient safety” (Kovner, Brewer, Fatehi, and Jun (2014). All throughout America healthcare organizations demand a steady, extremely trained and completely engaged nursing staff to provide efficient levels of patient care. However, a budding shortage of experienced nurses has led the United States healthcare industry to a continual increase in the turnover rate among registered nurses. As a matter of fact, “Hospitals are experiencing an estimated 16.5% turnover rate of registered nurses (RNs), increased from 14.7% in 2012” (Yarbrough, Martin, and Alfred, 2014). Turnover costs of these leaving nurses are as much as a universal problem throughout the healthcare industry, occurring at staggering prices. According to Yarbrough, Martin, and Alfred (2014) “Estimates of RN turnover costs range from US$44,380 to US$63,400 per nurse—an estimated US$4.21 to US$6.02 million financial loss per year for hospitals.” This ascending trend in turnover rates is a clear

The turnover rate among long-term health care workers is concerning. An article regarding the turnover rate among Certified Nursing Assistants (CNA’s) discusses reasons for this high rate. It gives such reason as lack of training, the lack of appreciation from higher level nurses, and workload (Fitzpatrick, 2002). For both CNA’s or, in the Carlos’ case, Licensed Nurse Practitioners (LPN’s), the job can be stressful. The strenuous job of caring for several patients in long term facilities can weigh on them. Having to physically move patients for any reason can be taxing, especially for the smaller frame nurses. Patient overload is a factor to contend with. The reading does not mention a number of nurses, but it does list a number of beds

The study also found that Americans scheduled for routine surgeries run a 31 percent greater risk of dying if they are admitted to a hospital with a severe shortage of nurses. That’s approximately one-fifth of the up to 98,000

An analysis put out by The Journal of American Medical Association (JAMA) presented some overwhelming statistical results concerning patient mortality. The research subjects were post operative surgical patients. The results implicated a seven percent increased risk of patient mortality for every additional patient added to a patient load of four, which resulted in an increased risk of five deaths per 1,000 patients (Aiken, Clarke, Sloane, Sochalski, & Silber, 2002). For the purpose of putting these hypothetical statistics into perspective, analytical statistics from another portion of the JAMA article showed a data set from results obtained in 168 different hospitals in Pennsylvania. The patient characteristics were similar to the previous results. A mean nurse to patient ratio ranged from between 4:1 to 8:1(Aiken et al., 2002). The mortality rate results were 4,535 patients out of the sample size selected of 232,342 surgical patients (Aiken et al., 2002). These patients either died during their hospital stay from preventable complications or within thirty days of their discharge. These complications would likely have been avoided with an adequate staffing level.

Nursing turnover has been a well-documented issue with regards to retention of competent staff in health care facilities throughout the country (Cartledge, 2001). Turnover is simply defined by Sullivan as the vacating of positions by staff; however, nursing turnover is a phenomenon that must be understood and guarded against (Sullivan, 2013). The effects of turnover can be seen in many aspects of health care including: financial loss, opportunity costs, decreased morale, and shortage of staff. Ultimately turnover becomes an issue where the ability to provide quality care is limited by a lack of experienced nurses (Cartledge, 2001). In fact, the Department of Health recognizes the retention of employees as pivotal to development of increasing ability to provide care for critically ill individuals (Cartledge, 2001).

Nursing shortages and turnover rates are becoming increasingly detrimental issues occurring in the health care system today. Why are nurses leaving their jobs more frequently? What can be done to retain nurses in a health care organization? These are just a few questions that need to not only be asked by nursing leaders and managers, but also ones that need to be answered. The increased nursing turnover rates create several implications with regards to patient care, employee satisfaction, and financial burden on the health care organization.

This would indirectly enhance the awareness of the organization to equip with a contingency plans to handle possible crisis. The researcher strongly believes that the ability to retain nurses will not only impact the nurses and the organization but also the patients’. In healthcare service, patient’s outcomes are extremely important and when the nursing staffing is not stable due to high resignation and turnover rate it would indeed generate a great impact on the patient’s

compared to the other staffs of our Lady of Mercy Medical Center. The turnover rate was 32.1% to

Prevention measures are readily available and can be used to reduce nurse retention rates. Multiple studies have been conducted consisting of various surveys that evaluate the reasoning behind nurses leaving the profession completely, their intention to leave the healthcare facility or department, and factors contributing to burnout. By identifying the factors and weak points of the healthcare facilities from the results of the surveys conducted in each study, ideas of implementations arise in efforts

Nursing turnover is a major concern which impacts both performance and profitability of healthcare organizations across the globe. Most hospitals have a mission to provide safe, effective, compassionate, quality care to the community they are serving. However, without fully engaged and highly trained nursing staff, many organizations are finding, this is a lofty goal to achieve. While there is no known panacea to create reductions in turnover across the board, there are a few techniques that HR professionals can utilize to positively impact turnover. If I were an HR manager within my current hospital, I would begin to actively focus on career development from within and develop a program to transfer nurses to other specialty areas of interest within the hospital. A few ways to start incorporating these strategies would be the adoption and implementation of the Campbell Interest and Skill Survey (CISS) complemented

Staff retention is a question that many of firms struggle with. As a result to staff turnover, companies have to spend an enormous amount of time, money and energy to recruit the right people for the job. Furthermore, in a profession field like nursing it may take months of training to have an completely efficient employee. Indeed, the medical field has it’s share of nursing job turnover. But, according to the case study, where it is indicated that East Hampshire Medical Services employee turnover rate is at 40% (Borden & Cooper, 2012). This rate would put hampshire well above the normal rate for nursing turnover according to nursing solutions, “ After years of a steady rise, hospital turnover leveled off in 2015. The current national rate