After reviewing various literature regarding nursing shortages, there is a national problem. Huber speaks about the nursing shortages and discusses various contributors and strategies to fix the issues (2014). The various contributors would be nursing graduate numbers, aging nurses, and nursing recruitment/retention (Huber D. , 2014). There are currently not enough students graduating nursing school, this is due to limited faculty restricting enrollments, more push for bachelor prepared nurses, and minimal school budgets (Huber D. , 2014). For nurse’s demographics, Huber describes it as an aging population with more retiring and the median nursing age increasing (2014). This is described as the graying factor (Huber D. , 2014). Recruitment …show more content…
Nurses retiring will be a major contributor to shortages in the future and monetary incentives is not enough to increase the nursing population (Duvall & Andrews, 2010). There is a physical and mental demand on nurses that are affected, especially when increasing the workload (Duvall & Andrews, 2010). Attracting new nurses by changing the view of nursing as a career option is critical to gaining younger nurses (Duvall & Andrews, 2010). Addressing the stress of nurses, physical and mental, can help with patient outcome and with the public perception (Duvall & Andrews, …show more content…
Nurse practitioners are advanced practice registered nurses (APRN), thus by looking at the nursing shortages, one can assess the availability of APRN’s (Punke, 2017). Shortages are different in every state in the US, some states in the mid-region even have a predicted surplus of nurses (Punke, 2017). While using the data for individual states, leaders and school programs can assess how they can help with the national shortage (Punke, 2017). State’s also have their own definition on the scope of practice for nurse practitioners, thus limiting the full potential that they can offer (Punke, 2017). Additionally, schools are not adequately staffed to help increase the nursing population quick enough, thus rejecting many applications every year (Punke,
The national shortage of Registered Nurses (RNs) has helped generate formidable interest in the nursing profession among people entering the workforce and those pursuing a career change. According to a report issued by the U.S. Department of Health and Human Service in 2002, the national population is continuing to grow and age and medical services continue to advance, so the need for nurses will continue to increase. They report from 2000 to 2020 the predicted shortage of nurses is expected to grow to 29 percent, compared to a 6 percent shortage in 2000. With the projected supply, demand, and shortage of registered nurses and nursing salaries ever-increasing, the nursing profession can offer countless opportunities. But first one must
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.
An article in the Health Marketing Quarterly written by Mark Somers, Linda Finch, and Dee Birnbaum (university instructors in schools of management, nursing and business fields in the U.S.) asserts that the nursing shortages of "highly trained nurses and of nursing faculty" is close to a level that could be termed a "crisis" (Somers, et al, 2010). The expected gap between supply and demand will expand to more than a million nurses by 2020, Somers explains, which is twice the shortfall had had been projected just two years prior to this article's publication (292).
There are many issues that affect the profession of nursing, for decades one issue that affects the nursing profession is the nursing shortage in the United States (U.S.). Even though the nursing shortage in the U.S. remains during the Great Recession of 2007 many older nurses did not retire as one normally would have while other nurses came out of retirement to help support their families (Snavely, 2016). According to Juraschek, Zhang, Ranganathan, and Lin (2012), starting in 2003 the age group of forty-five to fifty-four replaced the age group of thirty-five to forty-four as having the largest number of working registered nurses. Furthermore, the Bureau of Labor Statistics (2015) states the number of jobs available for registered nurses (RNs) is expected to grow by sixteen percent by the year 2024, which equals 439,300 RN positions in the United States. However, some regions of the United States are going to be affected more by the increase in need for RNs leading to a nursing shortage in these regions of the U.S. Moreover, the nursing shortage is going to have a negative impact on patient care, nurse satisfaction, and health care cost which further exacerbating the nursing shortage (Snavely,2016). Factors contributing to a nursing shortage in regions across the U.S. are :1) aging nurses retiring as the recession ends, 2) nurses who re-entered the workforce due to the recession are leaving the profession or returning to working part-time, 3) the aging baby boomer
The United States healthcare industry faces many challenges everyday, such as the rising cost of care, medical errors, access and quality problems etc. Within the next few years, the United States will experience a shortage of Register Nurses (RNs). “Registered Nurses are considered one of the largest health professions in the health care industry. The Nurses duty is to provide direct patient care and can be done in a hospital, public health facility, nursing home and many other different settings. Other services included are patient education on disease prevention, administering treatments and promoting a healthy lifestyle.” ("The Future of the Nursing Workforce: National- and State- Level Projections 2012-2025”) The shortage will occur due to Baby Boomers aging and the demand for health care will dramatically rise. With the baby boomers aging, Registered Nurses are at the top of the list for demand in health care. Unfortunately the supply and demand does not meet. “According to the Bureau of Labor Statistics’ Employment Projections 2012-2022 released in December 2013, RNs will increase of about 526,800 within that time frame but will still have job openings of 1.05 million by 2020)”("Nursing Shortage") Indicating that there is no growth between 2012- 2022. There are multiple factors to this shortage and one of them is that nursing schools across the nation are struggling to increase the capacity of students to meet the rising demand. Considering the fact
Another promising addition to cure the shortage, is that many students who fail to get an offer after completing medical school, are left empty handed; about 8800 students in 2016. Those usually do three things, reapply, go to Pharmacy school, or go back to school to become NPs or PAs. This is really exciting, as these nursing students will be a
The shortage of nurses has gradually increased throughout the years. This shortage has taken a toll on patients, prospective nursing students, and faculty members. According to the American Association of Colleges of Nursing, “In 2012, United States nursing schools turned away 79,659 qualified applicants from baccalaureate and graduate nursing programs” (American Association of Colleges of Nursing [AACN], 2014, para. 5). Unfortunately, even though there is a high number of students wanting to enter the nursing field there are not enough instructors to educate and train the students properly due to the low pay incentive for nursing professors. According to Brown (2015), “Clinical settings offer higher salaries than
The U.S. nursing shortage had been a serious issue for quite sometime now and continues to escalate. As the nursing workforce continues to age, nurses leave the profession faster than they can be replaced and the crisis continues to grow. Nurses are leaving for different reasons. What is being done to solve the nursing shortage here in the United States? Nursing recruitment and retention is one of many solutions that can alleviate this problem.
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
As the United States’ population ages and the Affordable Care Act continues to be implemented the need to address the shortage of nurses and faculty is more pressing than it ever has been. However, this is multi-dimensional problem, to get to the crux of it; one has to ask what the major contributing factors to such shortages are and what can be done to prevent them? Perhaps the most significant influence to the nursing shortage is the fact that each year a large number of qualified applicants are denied entrance because of a lack of prepared nurse educators (American Association of Colleges of Nursing, 2014). Equally as troubling, if not more so, is according to a 2014 survey by the AACN there is already a 8.3% faculty vacancy, coupled with the age of professors with doctorates being 61.3 and master’s degrees 57.2; it is evident that the time to act was yesterday (American Association of Colleges of Nursing, 2014). Because of statistics like this, one would surmise there would have long been a huge emphasis on how to encourage, and give incentive, to nurses to get advanced degrees and into the faculty role. However, the opposite it actually the reality, over the last decade, there has been decreased attention in nursing faculty development and financial support (Reinhard & Hassmiller, 2011). As the number of people who need care is sure to increase so too is the deficit of nursing faculty, which in turn will
The current shortage is a problem of both supply and demand (American Hospital Association, 2006). As the population ages, there is increasing demand for nursing care both in hospitals and nursing homes (Hecker, 2001). At the same time, fewer individuals are choosing nursing as a career, the most experienced nurses are quickly approaching retirement age, and others have been leaving the profession before they reach retirement age citing poor working conditions as their reason for doing so (Buerhaus et al. 2006; Gordon, 2005; Hecker, 2001; Pinkham, 2003; van Betten, 2005). These trends have led many to speculate about the causes and solutions to the current shortage of registered nurses. In what follows, we show how attending to the emotional dimensions of nurses’ work
The nursing profession will continue to experience a workforce shortage estimated at a vacancy between 300,000 - 500,000 RNs by 2025 (UHC/AACN, 2009). This shortage is mostly due to the large population of baby boomer nurses approaching retirement, currently the largest demographic of nurses are those between the ages of 50 and 60 (UHC/AACN, 2009), as well as the increasing rates of nurse turnover. Of specific concern on this front is that many new graduate nurses (NGNs) are not only leaving jobs within the first 1-2 years but may leave the profession altogether (Griffin, 2005). At a rate of 30% the
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
The waiting lists for nursing programs are very long. Sometimes students have to wait 2-3years to start that program, on another hand nurses always complain they are short stuff. According to Moore (2015), the Bureau of Labor Statistics projects that 526,800 more nurses will be needed by 2022 -- an increase of 19.4 percent from 2012 -- to help keep up with patient growth and replace those who leave. One of the reason for the future nursing shortage is that there are not enough faculty to teach incoming nursing students.” Either faculty are leaving due to retirement -- like their counterparts in health-care settings, they too are aging – or they’re gaining higher salaries elsewhere in practice settings other than teaching.” (Moore, 2015)
The nursing shortage is no longer a projected problem in the healthcare industry in the United States, this problem is present and is not phasing out anytime soon. Addressing this challenge would improve job satisfaction, reduce burnout in the profession and ultimately improve retention.