Nursing Shortage and Nurse Turn-Over
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In the entire healthcare system, nurses among other players have significant roles that ensure that quality and safe care is provided to the patients. This role comes about based on their immense knowledge, skills, and commitment towards achieving their roles in the system. If this level of care is to be maintained at the highest level, there is a need for equilibrium between the care demand and nurses supply. Both nurses’ shortage and high nurses turn over impair this equilibrium to affect even other sectors such as the economy (Cheng et al., 2016). The disequilibrium can be handled and prevented by various means of approaching the issues of nursing shortage and turn over as well as the various elements that support nurses’ leaders and managers as illustrated in this article.
In multiple healthcare settings, nurses managers ought to direct their energy towards hiring qualified and registered nurses at all levels of care. They can do this by luring th new nurses as well as retaining them after their employment. Also, the nursing leadership ought to promote professional development through the improvement of academic levels of their staff (Petersen, Sharp & Paré, 2018).
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This claim is based on the fact that education restriction that exists in the nursing profession forms…
Retention of nurses is achievable with the existence of a conducive environment for the nursing workforce since less stressors and disruptive behaviors will be experienced thus increased nursing output. Working environment with stressors such as demeaning treatment, humiliations, and violence to the staff leads to nurses quitting their positions as the factors interfere with their working (Petersen, Sharp & Paré, 2018). The violence and other issues ought to be solved to make the surrounding conducive enough for the nursing activities to be undertaken…
The funding of multiple sectors to reduce the nurses’ shortage as well as turnover can originate from redirected funding from the allocation meant for diploma programs from the secretary of Health and Human Services to support the nurse residency programs (Snavely, 2016). This intervention ought to occur in the rural areas together with the critical access areas where the supply of nurses in low whereas the demand is high thus the shortage…
Conclusion
Nursing shortage and high nurse turnover rate can be associated to the unfavorable surrounding, restriction of professional development, a poor transition of the graduate nursing during their introduction to the profession and the burdening of nurses with the unlicensed duties…
References
Blumenthal, D., Abrams, M., & Nuzum, R. (2015). The affordable care act at 5 years.
Cheng, C., Bartram, T., Karimi, L., & Leggat, S. (2016). Transformational leadership and social identity as predictors of team climate, perceived quality of care, burnout and turnover intention among nurses. Personnel Review, 45(6), 1200-1216.
Gelinas, L. (2017). Advantages of a nursing shortage. American Nurse Today, 12(7), 4.
Hunt, D. (2014). Does value congruence between nurses and supervisors effect job satisfaction and turnover?. Journal of nursing management, 22(5), 572-582.
Petersen, P., Sharp, D. B., & Paré, J. M. (2018). Developing and Sustaining the Rural Nursing Workforce Through Collaborative Educational Models. Rural Nursing: Concepts, Theory, and Practice, 345.
Purdy, E., Macintosh, N., Miguel, M., & Mitchell, T. (2014). What Management Qualities Affect Nurse Turnover on An Inpatient Unit?.
Snavely, T. M. (2016). A brief economic analysis of the looming nursing shortage in the United States. Nursing Economics, 34(2), 98.
