In 2002, the Bureau of Labor Statistics projected that the United States would be 800,000 registered nurses short of the national need by the year 2020. Recently, this number has increased to over one million RNs short of the need by 2012 (BLS, 2004). Although there has been some indication that the entry of older nurses into the profession, along with efforts to recruit foreign-born nurses, have helped to ease the shortage, scholars project that the predicted trends are likely to continue (Auerbach, Buerhaus, & Steiger, 2007; Buerhaus, Donelan, Ulrich, Norman, & Dittus, 2006; Larkin, 2007). As such, the need for understanding the factors contributing to the nationwide shortage has never been greater. 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
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According to Suzanne Gordon “ whether young or old, nurses are disillusioned because they believe that health care systems guided by bottom-line concerns simply don’t recognize the specificity of their work” (234). Nursing is more demanding than many other professions or occupations, due to the combination of difficult patients, exhausting schedules and arduous physical work (Gordon 235). It can take a significant emotional toll on many, hence the higher levels of burnout. Job dissatisfaction as a result of increased workloads and unreasonable demands, such as inappropriate nurse staffing levels, was cited as the number one reason that drives many experienced nurses to leave the profession (Sanford 38+). Studies have shown that such working conditions also affected the retention of new graduate nurses by leaving their first hospital jobs within two years of graduating (Sanford 38+).
Current literature continues to reiterate the indicators of a major shortage of registered nurses (RNs) in the United States. The total RN population has been increasing since 1980, which means that we have more RNs in this country than ever before (Nursing Shortage). Even though the RN population is increasing, it is growing at a much slower rate then when compared to the rate of growth of the U.S. population (Nursing Shortage). We are seeing less skilled nurses “at a time of an increasingly aging population with complex care
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.
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
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).
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.
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
The nursing shortage is not a new problem to hit the medical field. It continues to burden the nursing profession across the globe. As the baby boomers reach an age of retirement, nursing is going to see a large portion of currently employed nurses retiring from positions in the upcoming years. As expressed by Jewell (2013), 57% of nurses in Canada are between the ages of 40 and 60 (p. 325). In other words, more than half of employed nurses are nearing retirement, and there is a lack of nurses coming into the profession to replace them. Jewell (2013) furthermore expresses the strain the nursing shortage places on both new nurses and the veterans who train them. New nurses are constantly battling to fit in with their peers. Veterans are often focused on patient care, often forgetting to aid new nurses as they try to fit in. As the nursing shortage becomes more prominent, both new nurses and veteran nurses are faced with an increase in work hours and workload, placing additional stresses and burdens on an already overworked staff. Focus must be made on retaining new nurses in order to replace the veterans when they retire. Unfortunately, the majority of new nurses end up leaving the profession within the first year (p. 324-5).
The U.S. Bureau of Labor Statistics (USBLS) (2015) estimates an additional of 439,300 more registered nurses (RNs) for 2014 to 2024, equating to a 16% increase in employment. Approximately 30% of new RNs leave their first jobs less than a year upon hiring, while 525,000 nurses are expected to retire until 2022- a demand totaled to around 1 million jobs by 2022. The increase is attributed to retiring baby boomers, turnovers, healthcare reform, and the increasing aging population (Kiel, 2012; USBLS, 2013). Control over baby boomer retirements are unrealistic, however, nursing turnover can be regulated to aid the growing needs of the society.
The never ending nurse shortage looms constantly as a reminder in the healthcare setting that with the increase of human population, superior medical technology, major changes to the nation’s medical healthcare, that this nursing shortage is predicted to worsen. The past four years have seen a steady rise in hospital turnover rates. More than 40% of the currently working registered nurses (RNs) will begin to approach retirement age in the next 10 years. (Pellico, 2009) This in addition to the turnover rate will compound matters. Hospitals
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
According to Paller (2012), the nursing shortage in different countries for example the United States tends not to be the only growing problem, but has also become a complex one. Nursing shortage and nurse's turnover has become the worsening predicament in the health care industry in the United
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
Nurses occupy a central role in the delivery of health care in all countries though countries have different health care systems and methods of payment options. Unfortunately research on the nursing experience carried out in some countries has indicated high levels of job dissatisfaction, burnout and intention to leave the profession. Many countries are facing nursing shortages, worsened by the fact that richer nations are luring nurses away from poorer ones, and that the nursing profession has lost popularity among younger women and men as a career option (Burke et al., 2012).