What Solutions Can Be Made For Making Yuan A Better Ran

According to my literature review, the workplace of many hospitals can be physical and emotionally demanding due to cutting staff and other resources to meet the budget (Mensik & Nickitas, 2015). Disparities in nurse satisfaction can impact turnover and generally the hospital profitability. Nurses who are satisfied are more likely to remain with their current employer which would reduce the costs of training and hiring new nurses (Everhart, Neff, Al-Amin, Nogle, & Weech-Maldonado, 2013). When it comes to the budget, looking at the overall picture regarding staffing is needed. Recruitment is needed and is an integral part of staffing. Hospitals have a large budget to recruit, whether those funds are used for marketing at various nursing schools, internship programs, scholarship programs, sign on bonuses, or even offering a bonus to staff for bringing in new employees, the amount of money spent can be

Big Bend Medical Center is a full-service, not-for-profit, acute care hospital with 325 beds located in Big Bend, Texas. The bulk of the hospital’s facilities are devoted to inpatient care and emergency services. (Gapenski, pg. 27) The outpatient services section of the hospital is used by the Outpatient Clinic, as well as the Dialysis Center. The Outpatient Clinic, which makes up about 80 percent of the outpatient services section, has recently grown in volume and has created a need for 25 percent more space than it currently has. Moving the Dialysis Center to a new building was decide to allow expansion of the Outpatient Clinic. A change and focus on the allocation of costs has some department heads angry and claiming of

As a certified nursing assistant (CNA) on the medical-surgical unit at Meritus Medical Center, the shortage of staff from CNA to registered nurses have increased. It has become noticeable the amount of stress the staff endures and how it affects patient care. It has also affected their overall satisfaction with their careers. At least five nurses have left the job since last year and that is only from night shift. It makes a big difference when there is adequate staffing because everyone is able to work efficiently. Sometimes there are four nurses with seven patients each and only two aides. Therefore, it makes it harder to offer help because of the workload. According to Martin (2015), patient outcomes are less likely to be adequate when there

Retention of RNs is vital to avoiding a nurse shortage crisis. Although the numbers of new graduates and student nurses are growing, progress cannot be made if the RNs are eventually leaving the profession because of stress and dissatisfaction with the workplace environment. Many nurses are already planning to leave nursing as soon as it is economically possible. “Nearly one quarter of nurses plan to seek a new place of employment as the economy recovers” (AMN Healthcare, 2011). “Thirty-two percent of nurses plan to take steps in the next one to three years that would take them out of nursing altogether (by retiring or seeking non-nursing jobs) or reduce the volume of clinical work they do (by switching to part-time or less

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.

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

Nurses are crucial in providing quality care in the health care industry. It is imperative to maintain the proper staffing ratio to ensure that nurses can maintain high quality care for their patients. Studies have shown that the increasing workload of nurses can be linked to increased patient deaths, medical errors, hospital-acquired infections, longer hospital stays, and many other complications. (National Nurses United n.d. ) Leaders and managers play a vital role in developing

Registered Nurse (RN) staffing in the hospital setting has direct correlation to nurse-to-patient ratio which has become an ongoing area of concern when it comes to patient outcomes. According to the Center for Disease and Prevention (CDC, 2015) more than one million RN’s work in hospitals, which makes nursing the largest hospital workforce (p.1). In 60% of U.S. hospitals, vacancy rates for RNs have increased since 1999; 14% of hospitals now report a severe nurse shortage (i.e., >20% of positions vacant) (p. 1). The main priority is the safety of both the patient and the nurse. The rise in patient acuity and shortened hospital stay add to the challenges. According to the cdc.gov, “California is the only state with a law governing minimum

U.S Healthcare expenditures are too high - nearly $9000 per capita. With healthcare cost rising rapidly, a change to how we approach healthcare systems has to be reviewed. Dr. Davis, the writer of this article makes the point that as times have passed; due to the higher cost of care, a huge opportunity for hospital mergers to happen is needed in order to continue to improve and drive higher quality in

The cyclical shortage of nurses is a complex and multifaceted problem that is caused by various factors that are related to training, compensation, and retention ("Nursing Workforce", 2012). The recent nursing shortage challenge has been more severe and lasted longer than the past nursing shortages. In the year 2000, there was an estimated 110,000 open nursing positions that implied that demand for nursing services exceeded the available supply. The shortage increased by 8.1 percent in 2008 across the long-term facilities and hospitals that demonstrated the huge need and growing problem. As a result of the trend, the nursing shortage is projected to reach approximately 260,000, which is

Low nursing staffing levels and the steady influx of patients, related to negative patient outcomes have always been an ongoing issue within the nursing field. Nurse unions nationwide have gathered for years for congress to propose a mandate minimal nurse to patient ratios as they have passed the law in California. With the increase in patients and the continuum of inadequate staffing causes the concern for severity of illnesses, hospital acquired infections, patient safety, job dissatisfaction, medication errors and even patient mortality. The biggest challenge with imposing this law causes the increase and overall cost of care and does not guarantee an improvement in quality, with positive patient care outcomes. Nonetheless, to low patient to nurse ratios are important. A nurse that is treating 6 or more patients lowers the ability for the nurse to properly, assess, diagnosis, implement, educate, and evaluate the patient while in an impatient setting. A disproportionate amount of patients to nurses causes the likelihood of patients being readmitted back into the hospital 30 days or earlier with the same prognosis or worst.

There are nursing shortages all over the US and something needs to be done about it. Nurses become overworked and stressed out. If there were more nurses it can lead to a better outcome for the nurses and patients. This paper will discuss a broad overview of the patient outcomes, data to prove we need more nurses, nursing issues that specifically impact the patient outcomes, and how to collect data on the lack of nurses.

Shortage of healthcare specialist staff - Demand for health care services is increasing rapidly at the same time that the labor pool for provider specially nurses was flattened. EMC was beginning to experience labor shortages and this was driving up EMC’s cost of operations. Consequently, salaries paid to nurses were rising quickly. Matter of fact, declining reimbursements combined with increasingly exhausting regulation and a shortage of nurses had led to negative operating margins for over half of California hospitals.

I agree with your post. we are facing this biggest concern shortage of nursing in our hospital every day and I think this is happening because of lack of financial resources. As we struggle to improve the shortage of nurses, we must also struggle to modification nursing education policy by identifying the extra value of nurses to provide better quality to the patient to get good outcome. It will be possible if the nurse ration will higher and provide adequate financial resources to reduce health care costs and over time. The proper staffing ratios can help reduce nurse stress and also make a safe environment around the patients.