Nursing Shortage and Nursing Turnover

Nursing shortage is a global problem facing all health care system and the impact on nursing professional and patient care outcomes cannot be over emphasized. Despite all effort made by the ANA and health care institutions to address the issue of nursing shortage there seems to be no change and the problem still exist hence there is every need to implement a new plan to address the problem of nursing shortage (ANA, 2014). The project plan is aimed at introducing a policy plan that will help in eradicating nursing shortage. This paper will focused on nursing shortage’s impact on nurses, patients and nursing profession, and a proposed project that will focus on eradicating the problem of nursing shortage through the use of mentoring program for high schools and colleges student.

In healthcare it is very important to have strong leaders, especially in the nursing profession. A nurse leader typically uses several styles of leadership depending on the situation presented; this is known as situational leadership. It is important that the professional nurse choose the right style of leadership for any given situation to ensure their employees are performing at their highest potential. Depending on which leadership style a nurse leader uses, it can affect staff retention and the morale of the employees as well as nurse job satisfaction (Azaare & Gross, 2011.) “Nursing leaders have the responsibility to create and maintain a work environment which not only promotes positive patient outcomes but also

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 purpose of this research paper is to investigate the root causes and factors related to nurse turn over and find evidence-based solutions to decrease nurse turnover. This is a critical issue that can cripple healthcare organizations (HCO) and is complicating the nursing shortage in the United States. According to the U.S. Bureau of Labor and Statistics (2018), registered nurse (RN) job forecast summary projects a 15% growth rate from 2016 to 2026. The increase in demand for registered nurses is due to many factors, such as an aging population, shorter hospital stays, increase demand for long-term care, outpatient, and homecare needs, and changes in government healthcare reform is providing greater access to healthcare (U.S. Bureau of Labor & Statistics, 2018).

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.

By 2010, unless many more young people become nurses, about 40 percent of the nursing work force will be over age 50, according to the General Accounting Office (“Nursing Workforce”, 2001).

Nurse ratio can be influenced but not eliminated. However, in the nursing profession, there is a great need to retain nurses and keep turnover rates low because of the negative effects that high turnover has on patients, nurses and health care organizations. Nurse retention is especially important during times of nursing shortage. In a climate where there may not be enough supply to keep up with the demand, it is vital to utilize strategies to retain competent nurses and prevent turnover in order to maintain the highest quality of patient care.

The focus of this work in writing is the nursing shortage and the problems that exacerbate the problem. Towards this end, this work examines these issues and the proposed solutions to the problem.

Effective management of nursing influences nurses attraction and retention to the workplace. Moreover, it enhances the job satisfaction and increase the potential of the staffs to excel in their performance. An effective nursing leadership is considered essential in order for the management of nursing to be effective .This is because there is a mandatory need for a strong leader or manager in the healthcare organisation who are able to create the organisation goals effectively, then motivate and inspire other staffs to work towards the achievement of the goals. Therefore, the effective nursing leadership would eventually create a positive work environment which results in decrease job stress, burnout, and nursing errors, on the other hand

Nursing is a wonderful and reward filling career to embark on. Nursing programs are becoming more intense and may require a higher degree of education to work in specialty fields. In spite of having many nursing and certifications programs available, whether on campus or online and many graduates year after year, we still have a crucial concern which is the nursing shortage. It is apparent that the nursing shortage has been on ongoing problem for many years. There are several issues that effect this shortage. Some of these issues include injuries, mandatory overtime, the aging generation

Just about a million register nurses (RN) are presently older than 50 (Nikitas, 2015, p.99) and will attain retirement age in next 10-15 years. Recruiting new nurses to replace retiring nurses with three to five years’ experience need to be focus on the circumstances that new nurses could able to maintain proficiency at the bedside and astuteness same way as retiring nurses. The latest technology and expanded in numbers their responsibilities urged within the nursing workforce leave sooner hospitals. Organizations must have analyzed policies to address nursing shortage, possibilities retiring staff with new offers and flexibility in schedule, wage increases, nice work environment, more time off or educational benefits that restructured further nursing shortage

The nursing shortage has been growing drastically, with abundant amount of nurses leaving their position vacant and there being few incoming nurses. Many believe the nursing shortage is a temporary event to help make a field seem better. In reality, a nursing shortage is not taken into consideration has been increasing as the years pass. Russel C. Coile Jr affirms that a nursing shortage can be devastating to the quality of care given to patients, as shown in a survey by the American Nurses association: “… 75 percent of RNs feel that their quality of care at their facilities has declined over the past two years…” (1). With the decline of nurses in the work field, many are suffering from getting the proper health. If the nursing shortage keeps

Nurse’s shortage and turn over are challenged today by the health systems, the lack of consistent workforce pose risk to patient safety. Staffing is an important feature of nursing care organization. The staffing process implies the process whereby a determination of the appropriate mix of nursing resources, types and number, are made to meet workload demands for nursing care at the hospital’s unit level. There is an issue, and demand for retaining knowledgeable personnel to meet organizational needs (Benefield, et al, 2000).

Improving education and training is one of the strategies to address nursing shortage. Increase in federal funding to compensate current faculties and graduate students faculty is essential in addressing the issues. This will decrease vacancy rates and help to improve workload. Development of a program among regional and statewide nursing schools is another factor to consider. This promotes joint efforts with faculties allowing them to make use of resources efficiently which also assist in students nurse advancement. Moreover, it

The purpose of my writing was to inform others on the current nursing shortage that is projected to increase in correlation the high demand for nurses. I used classifying, cause and effect, and comparing as my writing strategies throughout my paper. In terms of retirement, I classified retiring nurses and other aging baby boomers by classifying them both together into one big retirement section. The main idea of having the aging population in my body section of my paper was to show the significance of the aging population on health care and the nursing field being the causation of more chronic diseases in need of treatment from nurses. I used comparing and contrasting writing strategy by showing the evolution of women going into the nursing field in the era of baby boomers to current today. During the 1940s through 1960s, women were limited in job positions making nursing a preferable career choice. However, today there’s a variety of career choices and pathways that women can choose from other than nursing. Along with the stress of daily duties of a nurse, many drop out either in school or after graduating due to limited areas to seek training from clinical and hospital hands-on training.