Reevidence-Based Nursing Management

Workload was described to be heavy, stressful, increase in intensity and overtime hours. As a result 25.8% consider resigning, 20.2% consider retiring and 25.6% consider leaving profession. Another problem that was observed at individual level was poor commitment to care. One of the factors that often limited nurses to provide therapeutic care was the change in nurse to patient ratio. As nurses assignments increase with the increase in the number of patients (i.e. 1 nurse to 6-8 patients) the quality of care provided decreases. Nurses’ ability to maintain safe environment became challenging. As part of caring, nurses also showed decreased amount of time spent with their patient. This eventually led to nurses being less satisfied with their current job. Self – efficacy was often low. Nurses felt that they did not have enough knowledge and skills required for professional practice (Newhouse, Hoffman, & Hairston, 2007). This often led into stressful transition and the ability to care for a patient even harder. New graduate nurses often had difficulty maintaining leadership role. They often felt that they did not have the ability to self advocate and raise their voice to be heard by others. They often feared that they would be over heard and that no one would listen to them (Mooney, 2007).

There are many major challenges facing the nursing shortage environment today. One of those challenges includes the facility recruitment of registered nurses and then the facility retention of the registered nurses that they have recruited. Factors to consider would be as to why a registered nurse chose to accept a particular job and will they choose to stay at the facility after being given an employment opportunity. A facility’s reputation, union status, autonomy and salary are among some of the factors that influence recruitment. Factors that influence retention includes the inclusion in decision making, practice

The number of patients in the hospital keeps increasing each day, which alert for the need of more hands in the nursing field. The hospital reimbursement is shrinking, making hospitals to impact the nursing services by not recruiting staff and manage the ones available. Kleinman et al, (2010) talks about the health care status in the United States and how to respond to demands of cost containment is affecting the section.. The working nurses are not enough for the job and thus making, delegation of duties a challenge and more

Introduction explain, research of the article is clear. For example, in the United States, nursing workforce projections indicate the registered nurse (RN) shortage may exceed 500,000 RNs by 2025 (American Association of Colleges of Nursing [AACN], 2010; Cipriano, 2006; U.S. Department of Health and Human Services, 2002). In 2008, the national RN vacancy rate in the United States was greater than 8% (AACN, 2010). Statement of the Problem: Introduction did not explain “why nurses are leaving from the bedside nursing. The problem statement could be worded more clearly and directly. The introduction is completed with a clear statement of purpose for the current study

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

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

Once a clear line of communication has been established more consensus action can be taken. In addition change in the work environment is needed. Changing the working conditions will be a major step in showing the nursing staff that they respect the work that nurses do (Erlen, 2004, 6, above recommendation for action). Also, regarding education, working nurses have said that the education should be more customized to “ideal world problems”. When real world problem are taught at a teaching level it also helps provide the profession with a better image than just a textbook bedside nurse, encouraging more people to enter the profession, which in turn will solve the problem of nurse shortage (Erlen, 2004, reenvision nursing). While that might solve the problem of the nurse shortage there is still the issue of how nurses are treated in the profession. Approaches to solving this problem are to create a committee with nurses participating as members to share their experiences and to create actions in order to prevent their experiences from happening to future nurses (Erlen, 200, 6). Not only will these committees help prevent specific experiences, but will also empower nurses by allowing them to understand that they are not the only people who have a tough time on the

As medicine and nursing are evidence-based field, the ability to critically read and evaluate researchs allows nurses to gain better understanding and knowledge of the subjects and develop useful research skills to advance their education. Through exploring learning more about different researchs of their field, nurses become a better leader and health care provide in the field in which nurses carefully select and critically apply the knowlegdes in clinical settings to provide better and more effective patient care. To evaluate the weekness and strength of the reseasrch “Nurses’s Work Schedule Characteristic, Nurse Staffing, and Patient Mortality”, protection of human participation, data collection, data mangament and analysis, implications of the practice and future research of the research go through careful exaimnation and

Even though nurses are considered the largest group of professionals in the health care system there is a global nursing shortage. In addition to the nursing shortage, there are nurses terminating their job, profession, or are leaving the workforce of nursing completely (Flinkman, Isophkala-Bouret, & Salantera, 2013). “The youngest generation of nurses are the most willing to leave the job and the nursing profession” (Flinkman et al., 2013, p. 2). It is estimated that 17.5 percent of registered nurses who are newly licensed leave their first nursing job within the first year of employment and those leaving within two years is 33.5 percent (Robert Wood Johnson Foundation, 2014). Additionally, those reporting that they were “ready” to change their job was 37% (Fears, 2010). According to Barron and West (2005), the percentage of those parting from the nursing profession for a superior job was highest at the age of 32. Hospitals nationally reported that their annual turnover for registered nurses is between 1 and 20 percent, but with 14 percent as the average (Rapheal, 2011). The Bureau of Labor Statistics (n.d.) estimates that there will be a necessity to replace 525,000 nurses in the labor force by the year 2020.

The growing of turnover rate among Saudi nurses threatens the quality of care provided to patients and the health care organizations productivity. The government spends their financial resources in equipping vacant positions by increasing nursing colleges and recruitment expatriate nurses as solutions for this issue. However, The Minister of Health does not pay attention to main cause of the turnover that is lack of qualified leaders and managers. Poor of the healthcare system management creates unhealthy work place environment where decreases their willingness and effectiveness. The lowering of nursing retention puts pressure on nurses who are on the position, which leads to work overload, burnout, decrease moral and finally more turnover.

Dissatisfaction in nurses is BIG and it is real. With a national nursing shortage, increased workload, higher acuity, emotional exhaustion, increased tension

The global nursing shortage leads to the development of strategies which primary focus on nursing staff attraction and retention. According to Quill, a nursing shortage continuously increases due to obvious reasons such as burnout, retirement, long shift hours, underpayments, injuries, and overall job dissatisfaction. “As of 2010, 40% of registered nurses in the USA are older than age 50 and planning for retirement” (Quill, 2012). Quill points out that nursing shortage was considered as a “global crisis” in 2002. Moreover, in the USA, the shortage reached 150,000 in 2012 and expected to be increased to 800,000 in 2020. Therefore, in 2001, more than 66 countries initiated positive changes in policies to better address staffing issues

There is issue about the difficulty of hiring people to care. Recognition and strengthening of the public what they nurse nursing a more attractive career option, as well as making sense to ensure good wages and employment security. Especially during the recession, people are thinking about how to make good choices and prepare the nurse to kindly pay a relatively safe operation. When the economy deteriorates, the nursing work atmosphere is usually more than the threat of them. (Mason, 2011)Numerous efforts are proceeding to recruit more students to the current nursing. It can be seen that the competition for a number of different career opportunities job. The ultimate adventure, junior and senior high school students to: National Student Nurses Association video, and produces

In 1960, Virginia Avenel Henderson a nurse and a theorist at the same time, defined nursing, “the unique function of the nurse is to assist the individual, sick or well, in the performance of those activities contributing to health or its recovery (or to a peaceful death) that he would perform unaided if he had the necessary strength, will or knowledge. And to do this in such a way as to help him gain independence as rapidly as possible”. It is a noble function and to be fulfilled at the highest levels, it takes time, patience and the devotion. When the number of people given nursing care is much lower than of people who must receive the care, then a crisis occurs. The nursing shortage is an acute phenomenon not only in America, but all around the world. Even if the nursing is considered a meaningful work, the country is facing a nursing shortage that grows more with each passing year. Nursing shortages in America affect all parts of the health care delivery system.

(Jacobs, et. al., 2012, p. 4). Methods used to evaluate the proposed solution were through interviews, questionnaires and feedback from all stakeholders, with the variables assessing nurses’ burnout rate reduction and the effect on patient safety in care delivery services. Adequate measurement tools used were in the area of work environment which benefit nurses’ and satisfy their expectations. Acuity/volume, by setting the standard of nurse patient ratio on the unit to 1:5. Patient teaching with adequate discharge instructions, and patient satisfaction survey. Leadership support for nurses’ to be part of the decision making team. Data collected to be analyzed and circulated benefits the project demand and stakeholders. Education is also an integral part of the policy change; and it enables stakeholders to make informed decision. According to the Institute of Medicine (IOM), it stated that for nurses to be leaders in shaping health care of the future, it recommended that by the year 2020, 80% of nurses must possess a baccalaureate (BSN). Effective communication is also a must and an integral part for a successful research implementation. Hence, the administrative support such as the DON and CNO will be valuable and enhances approval of the institution.