Nursing Graduates: A Case Study

As the general population continues to age and grow, the nursing workforce is aging alongside. Approximately half of the current nursing workforce is apart of the baby boomer generation (Mion). RNs are eligible to retire at age 55, which will affect the majority of “baby boomer” nurses between 2005 and 2010 (Mion). According to the Nursing Management Aging Workforce Survey in 2006, “55% of surveyed nurses reported their intention to retire between 2011 and 2020” (Nursing Shortage). The demand for skilled nurses is growing at an exponential rate. According to information from the U.S. Department of Health and Human Services, the supply of nurses has been

While reflecting back on the previous weeks, I have to say that this was the foundational class for the FNP students. Before this class, I used to think how I am going to fulfill the role of a Nurse Practitioner (NP). This class helped me to better understand my role and gave me the confidence that I can fulfill the role of an NP. Today, when I look at myself, I know I am in the stage of advanced beginner in Patricia Benner’s Novice to expert theory. The case studies in the discussion threads really put me in the real world of practical nursing as an NP fulfilling the role of a provider. Thorough the case studies, I have learned how to make a best differential diagnosis based on the patients presenting symptoms. The interaction and sharing

In 2000, it was estimated that there were 110,000 open nursing positions, by 2025, it is projected that the open nursing positions will grow to 260,000. The shortage is due to many aspects including, rising population, decreasing of new students in nursing school, decline in nursing earnings compared to other growing occupational fields, aging of nursing workforce and the aging population that will need health care services in the near future. A survey found that 55% of registered nurses intend to retire between 2011 and 2015. This is primarily the

The new graduate nurses (NGN) are faced with various issues and challenges especially in their first year of nursing practice. The period of transition from a student to a graduate nurse is a demanding period that is filled with new experiences and there are several concerns and factors that can affect the transition process. The research into the issues has recommended some strategies that can be utilised to ease the transition process from being a student to a professional practicing nurse. Exhaustion, reality shock and time management are some of the factors and issues that the new graduate might encounter during their first year in their career.

There will be a few challenges ahead for our healthcare system and the nursing profession: 1. The Aging Population- (baby boomers will be hitting retirement age). 2. Poverty-“the increasing numbers of disenfranchised people and pressure to limit health care expenditures will collide to create an intense values conflict for nurses of the future”. (Chitty & Black p.382) 3. Unhealthy Lifestyles- (obesity, tobacco use, lack of exercise, stress, HIV/AIDS and drug abuse). 4. Faculty and Student shortages- making nursing shortage worse. Nurses as

According to Canadian Nurses Association(2009), human health resources have stated that by the end of 2011 Canada will experience shortage of 78 000 registered Nurses (RN) and shortage of 113 000 nurses by the end of 2016. Globally there will be shortage of 4.3 million health care workers. It was also shown that approximately 38% of new graduate nurses leave their workforce within the first year of employment (Lavoie-Tremblay, Wright, Desforges, Gelinas, Drevniok & Marchionni, 2008). According to registered Nurses Association of Ontario (2011), full time positions of RN dropped to 57.9 % in 2010 from 58.9% in 2009. With the current trend it is expected that the Canadian Nursing shortage will increase significantly. In

Registered nurses are an integral part of the healthcare system, and make up the largest number of healthcare professionals. According to the Bureau of Labor Statistics (2015) “The employment rate for registered nurses is expected to grow by 16% between 2014 and 2024”. This is more than double the average rate of growth for a profession. The rapid growth rate can be attributed in part to better management of chronic diseases and the baby boomer generation. The growth in the nursing profession is paramount, however the demographics of the nursing population does not mirror the demographics of the population served.

It is very important for graduate nurses to fit in to a hospital as this gives them a chance to practice safely and effectively. For a New Graduate Nurse (NGN), fitting-in is about establishing secure and meaningful social bonds with ward staff (Rush, Adamack, Gordon, and Janke, 2014, p. 222). Fitting in, or the wish to fit in with ward staff is one of central piont of NGN transition experiences; it gives the NGN a feeling that they are a part of a social group with common goals, common experiences and a shared culture (Tingleff and Gildberg, 2014, p. 537). Success for the New Graduate Nurse would depend on how fast they establish friendly relationships and a sense of belonging. Hospitals understand the importance of NGN getting used to the

Why the dramatic shortfall in nurses? There are at least ten influencing factors associated with this looming crisis, and

As previously mentioned, the United States is experiencing a shortage of nurses. Looking forward to the years ahead, the baby

The U.S. Bureau of Labor Statistics (USBLS) estimates the need for 439,300 registered nurses (RN) from 2014 to 2024, equating to a 16% increase in employment opportunities (USBLS, 2015). Approximately 30% of new RNs leave their first jobs with less than a year of hire and 525,000 nurses are expected to retire from 2012 to 2022- a demand totaled to around 1 million jobs by 2022. This increase is attributed to retiring baby boomers, turnovers, healthcare reform, and the increasing aging population (Kiel, 2012; USBLS, 2013). Control over the retirement of baby boomers is unrealistic, however, nursing turnover can be regulated.

What has surprised you? I think the most surprising thing about my nursing school journey has been how much I have grown and changed as a person in the past two years. I have become a much more assertive and direct person. I have a greater appreciation for the monotonous moments in my life and have learned how to not over think things and just to appreciate every moment and day for itself. Part of this group come about from clinical and part of it developed through my work experience as a nurse tech in the Emergency Department at Seattle Children’s Hospital. I personally have grown and learned a lot from the kids that I have worked with and its taught me the importance of slowing down and living in the moment. It’s also taught me that happiness is something that only you can determine. I feel that throughout all my clincials I have learned important life lessons from the people from every age and stage of life. All of these lessons have helped to shape me into a more compassionate, understanding, and better therapeutic communicator with my patients and have shaped my personal nursing practice.

It is likely that most people have heard about the nursing shortage for years now, and perhaps they believe it’s been fixed. However, the nursing profession is experiencing a reoccurring deficiency. According to Brian Hansen, (2002), there was a nation wide shortage in 2001 of 126,000 full-time registered nurses, but the shortage will surge to 808,000 by 2020 if something isn't done. This pattern is a persisting cycle of high vacancies followed by layoffs and a high over supply of registered nurses. Various factors contribute to the lack of nurses within the health care facilities, but today’s shortages are a little different. Many feel that this scarcity is severe and long-drawn-out. The four major issues contributing to

In viewing the issue at hand, it must be noted that the nurse shortage in the United States is not expected to stop any time soon. While the phrase "nurse shortage" has been mentioned for years in the U.S., with the nurse shortage expected to peak in 2020, the median age of nurses standing at 46 with 50% of them close to

There are many stakeholders involved in the healthcare system including healthcare administrator, healthcare professionals, hospitals, primary care, and patients. Burrows, Suh, and Hamann (2012) states that the Association of American Medical Colleges believes that by the year 2025 there will be a shortage or at least 124,000 full-time doctors and the Council on Graduate Medical Education believes that by the year 2020 there will be a shortage of 85,000 doctors which is 10 percent of the doctors in the healthcare field today. The need for nurses is increasing because there is already a shortage of nurses. But this need will become even more urgent as nurses retire. According to Burrows, Suh, and Hamann (2012) over 51 percent of nurses today are 40 years old and 50 year old nurses make up 40 percent. So, when these nurses retire there will be a shortage and an urgent need to fill the vacancies of these nurses.