The Interviews. In This Paper, I’M Going To Describe The

Over the last decades both public and private hospitals have been experiencing severe financial situations (Everhart, Neff, Al-Amin, Nogle, & Weech-Maldonado, 2013). The financial shortage is associated with delay or even lack of governmental sponsorship and competition from their rivals. Enacting the policy will mount financial pressure on these hospitals that are on cost-cutting strategies. The salaries and wages of nurses are dominating the costs of operation in the hospitals and therefore adding more staff to correct the understaffing will be like creating another problem (Goddard, 2003). Contrary, Empirical studies prove that adequate nurse staffing produces better outcomes for both the staffs and the patients (Donaldson & Shapiro, 2010). These do not mean that the financial performance of the health centers will be at stake. Quality is associated with profitability. Understaffing leads to increased workloads, fatigue and job dissatisfaction. These situations that can be corrected on the implementation of proper staffing policies (Everhart, Neff, Al-Amin, Nogle, & Weech-Maldonado, 2013). The policy aims at offering quality service, reasonable patient-doctor ratios, reducing high mortality rates, improving the health of patients through proper examination and disease diagnosis among other

The institutions began redesigning staffing schedules and care plans for clients to accommodate the decreased need (Institute of Medicine Staff, Davis, Sloan, & Wunderlich, 1996, p. 94). Most institutions restructured trying to reduce operating costs by changing work methods and roles of the staff. Between 1981 and 1993, full-time-equivalent (FTE) nursing staff declined by more than 7 percent nationally after adjusting for client days and case-mix complexity (Aiken, Sochalski, & Anderson, 1996, pp. 88-92). These changes were done without regard to better client outcomes, thus producing the current need for change.

Stanton, M. R. (2004, March). Hospital Nurse Staffing and Quality of Care. Research in Action. Rockville, MD, USA: Agency for Healthcare Research and Quality.

The US healthcare system is no stranger to nursing shortages. It is a recurring problem we have been faced with for the past seven decades. However, what we will be faced with between now and 2025 is a predicament of far greater proportion than ever encountered before. “Considering the impact this prolonged shortage will have on the USA health care system, nursing and other health-related organizations have even brought their concerns to lawmakers in the central government for immediate consideration” (Janiszewski Goodin 335). This quote is from 2003 and sadly, the state of today’s nursing shortage is still blatantly apparent. Not necessarily because nothing was done back in 2003 to fix it, but

The nation has a growing concern for the shortage of skilled nurses in the United States. The growing need of qualified nursing professionals reflects the growth of the aging population. As the retirement of healthcare professionals increase the need for replacement isn’t moving at the same rate. The nursing shortage places demand on nurses to work long hours, multiple jobs and overtime, which places them at risk for nursing errors. There are many incentives that show the increasing need for nursing professional. There are many different scholarships, grants and tuition reimbursement programs being awarded to produce more nursing professionals. The nursing shortage has led to a nursing crisis in most states. In the following research I will discuss some key factors about of nursing shortage, some factors that have an impact of the shortage in the nursing profession, and some economic issues. I will discuss different legislative acts and what was concluded from my research.

Does the issue of nurse staffing have an effect on quality of patient care? This study addresses the topic of nurse staffing, which includes nurses (RN and LPN) and nurse’s aides. Research in Action: Agency for Healthcare Research and Quality (AHRQ) presents the study “Hospital Nurse Staffing and Quality of Care”. Nurse staffing is measured in one of two ways: nursing hours per patient day and nurse to patent ratio (Stanton, 2004). The article looks at periods of high vacancy rates, assesses the patients needs, the development of care

In recent years, the healthcare industry has seen a significant decline in the quality of patient care it provides. This has been the result of reduced staffing levels, overworked nurses, and an extremely high nurse to patient ratio. The importance of nurse staffing in hospital settings is an issue of great controversy. Too much staff results in costs that are too great for the facility to bear, but too little staffing results in patient care that is greatly hindered. Moreover, the shaky economy has led to widespread budget cuts; this, combined with the financial pressures associated with Medicare and private insurance companies have forced facilities to make due with fewer

The current and growing shortage of nurses is posing a real threat to the ability of hospitals, long-term care facilities, and others to provide timely access to quality care. Nurse staffing shortages and nurse turn-over contributes to the growing reduction in the number of staffed patient beds available for services, increasing costs, and rising concerns about the quality of care. Health care organizations highly depend on nurse managers and leaders to reverse this trend. This paper discusses the reasons for nursing shortage and turn-over, different approaches to solve this issue, and my personal philosophy about this issue.

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

Staffing shortfalls in the medical community have been noted since the turn of the century (Coss, 2009). There are not enough professionals being adequately trained to handle the increased demand for complex health care (Stock, McDermott, & McDermott, 2014). Many hospitals experience nursing shortfalls due to this shortage. However, some shortfalls result from the hospital 's inability to financially maintain adequate staffing. Hospital management is forced to make difficult operating decisions as they continue to recover from the financial crisis of 2008 (American Hospital Association, 2008).

This paper identifies and critically reviews strategies for enhancing the practice environment and retention of nurses. There are many ways to determine the appropriate number of nursing staff for a particular unit (Twigg and Duffield, 2009). Whatever method is used, workloads and job demands must be

Staffing shortfalls in the medical community have been noted since the turn of the century (Coss, 2009). There are not enough professionals being adequately trained to handle the increased demand for complex health care (Stock, McDermott, & McDermott, 2014). Many hospitals experience nursing shortfalls due to this shortage. However, some shortfalls result from the hospital 's inability to financially maintain adequate staffing. Hospital management is forced to make difficult operating decisions as they continue to recover from the financial crisis of 2008 (American Hospital Association, 2008).

Patients in all hospitals in the United States should receive excellent care and prompt service. There are many Hospitals in the United States of America facing nursing shortages and staffing issues. This paper will focus on ways to alleviate short staffing in my current place of employment. Using interview questionnaires as my primary research, and scholarly peer reviewed articles as my secondary form of research I concluded that there are many options hospitals have while trying to improve on staffing. Many problems can arise when a hospital runs short staffed. Patient safety, nurse burnout, and patient satisfaction are all issues faced in the nursing field. Medication errors, patient falls, wrong procedure site, and inaccurate charting occur when nurses are understaffed and do not have time to focus on their patient and their tasks. When nurses are understaffed and have eight patients each it’s hard to keep up with what the patients are doing when you leave the room. Patient satisfaction is another key factor hospitals need to think about when understaffing their units. When patients do not receive quick service, not only do they have more complaints, but they could possibly be suffering from pain also. This is the number one complaint patients have while being hospitalized. When staffing is corrected these errors can be avoided and nurses can care for their patients the way their patients deserve to be cared for. Hospitals can offer nurses incentives or

Elsewhere, I discuss the negative economic consequences of regulating nurse staffing, emphasizing the need for plasticity and presenting alternative possibility to nobles require nurse-to-patient staffing ratios in hospitals . Here, however, I focus on a different threat: the potential imposition of wage controls on nurses.

A continuous concern that continues to present itself within the healthcare environment is adequate staffing on nursing units. Most hospital organizations try their very best to accommodate staffing needs, though many units remain understaffed for an unspecified amount of time. Inadequate staffing can negatively affect patient outcomes, lead to nurse burnout, and decrease patient satisfaction scores. Combating this issue will require a great deal of effort, as many geographical face nursing shortages when seeking new graduates and qualified candidates. Employees may begin to feel that they are unable to pursue personal goals within a healthcare organization, due to inability to transfer as a result of staffing shortages. This often results in nursing seeking employment or career advancement outside of the organization or geographical area, which further intensifies ramification associated with inadequate staffing.