Get Full Essay Get access to this section to get all help you need with your essay and educational issues. Nursing shortages have been shown to cause unfavorable effects which include decreased job satisfaction, decreased access to care, and can lead to increased turn over.
Get Full Essay Get access to this section to get all help you need with your essay and educational issues.
Get Access The Retention and Shortage of Nurses in Healthcare Essay Sample The current nursing shortage and high turnover rate among nurses is a great concern, not only for health care organizations but also for the general population.
The Current trend for recent nursing graduates is that they do not last long on the job and the high financial cost of rapid turnover of the nursing staff is a driving force behind the need to effectively retain new nurses. One article, from Nursing Economics suggest that one of the predictors to a registered nurse remaining in nursing is scheduling.
In their survey, they questioned over 8, nurses in Maine. However, I never really considered the ways in which we, in the health care field or those who are educators could enhance job satisfaction so that the retention of nurses increase and turnover decreases. The researchers in this article also identified strategies to help, not only, individual nurses and managers, but nurse educators as well.
Nurses should clearly understand the expectations the employer has regarding scheduling. This proposal is the Magnet Hospital Prevention Model.
Office setting Upenicks, A magnet hospital is stated to be one where nursing delivers excellent patient outcomes, where nurses have a high level of job satisfaction, and where there is a low staff turnover. Also, of great importance, this model attempts to give health care organizations prevention strategies and cost analysis for achieving these goals.
The AAN attempted to identify hospitals across the United States who were successful in recruiting and retaining nurses. This was an extensive research project, which involved 41 hospitals in the United States that met the criteria for being a good place to practice nursing, having the ability to recruit and retain nurses, and the hospital being located within a city with a competitive marketplace.
Administrators of these hospitals were asked to fill out comprehensive forms that covered questions about demographics, leadership, and staffing. A ranking system was used to identify those hospitals that displayed organizational skills in management that supported nurses.
Over time, studies have been conducted to compare magnet hospital turnover rates and job satisfaction with that of nonmagnet hospitals Upenieks, A lot of this role is placed on the nurse manager or nurse supervisors shoulders.
Therefore, organizations should ensure that their nurse managers are well equipped and prepared to help support and retain the nursing staff. As seen in many organizations communication, or lack of is the number one problem in achieving success and with the increase in medical technology demands, the increase in an older population requiring care, and the decrease of those seeking degrees in nursing, retaining nursing staff is of the utmost importance.
Recognizing when nurses appear to be stressed, frustrated, or socially isolated, may help to retain future nurses. Effective mentoring programs that fully support the transition into the nursing practice may ease the transition and assist in long-term retention strategies.
Developing cultures that embrace diversity, have a zero tolerance for hostile workers, and provide support programs for nurses experiencing emotional stress may enhance retention of nurses. Both, the study done by Nursing Economics involving nurse scheduling and the Magnet Hospital Prevention Model provide conceptual ideas of why nurses leave clinical practice.
Exploring these concepts in more detail is necessary and will benefit every nurse, every patient, and every family, and ultimately improve quality of care, increase retention of nurses, and decrease turnover.
The true value of professional nurses. PN — Paraplegia News, 54 7 Should I stay or do I go now: Oklahoma Nurse, 53 4 Factors influencing recruitment and retention of nurse educators reported by current nurse faculty.
Building a network of stayers. Recruitment and retention strategies:Nursing shortage and Nurse Turnover The ongoing instability evidenced from the high mobility of qualified nurses in the nursing workforce has raised many questions about the issue of nursing shortage and nurse turnover (Gates & Jones, ).
The Retention and Shortage of Nurses in Healthcare Essay Sample. The current nursing shortage and high turnover rate among nurses is a great concern, not only for health care organizations but also for the general population. Nursing Shortage and Nursing Turnover Nursing shortage is a phenomenon that is affecting nurses and the provision of adequate patient care in todays health care industry.
Nursing shortage is said to occur when the demand for employment of nurses is far greater than the number of nurses willing to be employed at that time (Huber, ). Nursing shortages and nurse turn-over is a growing issue among the nursing profession.
The main reason for this growing problem seems to be dissatisfaction among nurses with some aspect of their job. Nursing leaders and managers play a vital role in job satisfaction and ultimately nurse retention. The Retention and Shortage of Nurses in Healthcare Essay Sample.
The current nursing shortage and high turnover rate among nurses is a great concern, not only for health care organizations but also for the general population. - Nursing shortage According to Canadian Nurses Association(), human health resources have stated that by the end of Canada will experience shortage of 78 registered Nurses (RN) and shortage of nurses by the end of