Nurse Turnover Case Study

There are a number of factors that contribute to the impact of the nursing shortage.

In addition, nurse managers must make skilled staffing and scheduling decisions to ensure that safe and cost-effective care is provided by caregivers (Yoder-Wise, 2015, p. 256). However, as a nurse manager I would select “to require hospitals to have a nurse driven staffing committee which create staffing plans that reflect the needs of the patient population and match the skills and experience of the staff.” In addition, as a nurse manager, I would also select “for legislators to mandate specific nurse to patient ratios in legislation or regulation” since during the TJC accreditation process, the surveyor reviews the staffing plans developed by the nurse manager for any obvious staffing deficiencies, such as, a shift or series of shifts in which the unit staffing plan is not met (Yoder-Wise, 2015, p.

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.

A manager should make sure that the resources that are provided to the staff are useful, effective, and helpful. The manager should ensure that they have the adequate amount of resources and tools in order to complete there work and job. When it comes to the issue of nurse staffing ratios, the manager has the responsibility of making sure that the unit is staffed to meet the demands of the patients and there level of care, or acuity (GCU, 2011). Utilizing there skills in leadership, quality care, people and communication can all be of benefit. Leadership skills, such as leading by example, are necessary for nurse managers. Quality care skills can be beneficial to gather the necessary data and provide adequate staffing to promote and improve overall performance. People skills are used to interview new employees and hopefully increase staffing

First that the small sample size of 70 respondents may not be generalizable to the population of over 3 million nurses working the United States. This would encourage researchers to develop a specific diagnostic tool to assess the relationship between nurse staffing and retention, and test it with a larger sample size. The study also revealed differences in Magnet and non-Magnet hospitals, encouraging researchers to assess the differences the Magnet model provides in terms of staffing, job satisfaction and retention (p.

Nurse retention for this company is of utmost importance for multiple reasons. According to Forest and Kleiner (2011) replacing an RN can cost as much

The American Nurses Association supports a legislative model in which nurses are encouraged to create staffing plans specific to each unit. This approach will aide in establishing staffing levels that are flexible and can be changed based on the patients needs, number of admissions to the unit, discharges and transfers during each shift (“Nurse staffing plans,” 2013). This model will assist in keeping the unit staffed appropriately and organized in need of a change during each shift. Without an organized plan like this, a nurse may be required to take on a new admission and already have too big of a workload.

With the ongoing changes in the healthcare field, nursing workforce retention presents itself as one of the greatest challenges facing healthcare systems today. According to the American Nursing Association, nursing turnover is a multi-faceted issue which impacts the financial stability of the facility, the quality of patient care and has a direct affect on the other members of the nursing staff (ANA, 2014). The cost to replace a nurse in a healthcare facility ranges between $62,100 to $67,100 (ANA, 2014). The rising problem with nursing retention will intensify the nursing shortage, which has been projected to affect the entire nation, not just isolated areas of the country, gradually increasing in its scope from 2009 to 2030 (Rosseter,

The nursing shortage in healthcare has been a highlighted issue for many years. With the ever-growing health care system, hospitals and healthcare facilities often find themselves searching for ways to acquire new nurses and retain their very own. Throughout the years, the number one solution to this problem remains the same: decreasing nurse turnover, and increasing nurse retention. This paper discusses the causes of high nurse turnover rate, the negative effects on health care, and ways to improve the turnover rate.

The place I work that is also high patient turnover, I do agree with your concerns about poor skill mix or lack of experienced staff, for my experience, understanding of roles for nursing staff are influential to patients cares directly. The team you work with because of poor skill mix or lack of experienced staff would affect entire quality care of patients.

Retaining a stable and sufficient supply of nurses is an important hospital and nationwide concern. Numerous factors affecting retention of registered nurses comprises of practice autonomy, managerial respect, workload, and inclusion in decision making, flexible schedules, education, and pay (“Recruitment”, 2013). Hospitals not capable of retaining qualified registered nurses may result in the loss of experienced and knowledgeable staff. Additionally this will lower hospital productivity during this transition. High turnover rates for registered nursing staff may also impact job fulfillment and nursing moral altogether. Retaining qualified registered nurses will enhance patient care quality and satisfaction.

on duty at any time during the day or night. In a given week, each

This section of the paper will reflect interviews from various staff nurses. The first interview is with an as needed nurse. The second interview is with the weekend day shift to evening shift part-time nurse. Each nurse was asked the same question. The nurses were asked if they believe the unit usually has adequate staffing?

This paper identifies and critically reviews strategies for enhancing the practice environment and retention of nurses. There are many ways to determine the appropriate number of nursing staff for a particular unit (Twigg and Duffield, 2009). Whatever method is used, workloads and job demands must be

While working alongside my manager a common trend discussed was the issue of retention. Although I did not work on any specific unit or even get the chance to assess the units in person, this issue seemed to be at the forefront of conversation. Turnover rates have been increasing over the last couple years and according to my manager she believes it is related to the average age of nurses declining to 29 years old. When discussing this issue with other individuals involved they mentioned one problem to be the turnover rates among individuals in supervisory roles. Within the last year there have been three new managers within this specific cohort. In addition to manager replacement, I felt as though specific individuals in supervisory roles had tremendous personal life or outside concerns that prevented them from fulfilling their designated duties. When I questioned my manager regarding their approach to solving the problem she stated that they don’t do anything as these positions are “the easiest to fill.”