Nursing: Effective Approaches in Leadership and Management
In this assignment, you will be writing a 1,000-1,250-word essay describing the differing approaches of nursing leaders and managers to issues in practice. To complete this assignment, do the following: 1.Select an issue from the following list: nursing shortage and nurse turn-over, nurse staffing ratios, unit closures and restructuring, use of contract employees (i.e., registry and travel nurses), continuous quality improvement and patient satisfaction, and magnet designation. 2.Compare and contrast how you would expect nursing leaders and managers to approach your selected issue. Support your rationale by using the theories, principles, skills, and roles of the leader versus manager described in your readings. 3.Identify the approach that best fits your personal and professional philosophy of nursing and explain why the approach is suited to your personal leadership style. 4.Use at least two references other than your text and those provided in the course. Prepare this assignment according to the APA guidelines found in the APA Style Guide, located in the Student Success Center. An abstract is not required. This assignment uses a grading rubric. Instructors will be using the rubric to grade the assignment; therefore, students should review the rubric prior to beginning the assignment to become familiar with the assignment criteria and expectations for successful completion of the assignment. You are required to submit this assignment to Turnitin. Refer to the directions in the Student Success Center. Only Word documents can be submitted to Turnitin. Citations and References are very important.
Effective Approaches in Leadership and Management (Benchmark Assessment): Nursing shortage and nurse turn-over
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Effective Approaches in Leadership and Management (Benchmark Assessment): Nursing shortage and nurse turn-over
Introduction
Proper handling of patients is dependent on a sufficient number of nurses in hospitals and this cannot be achieved if there are high rates of labor turn-over. Shortage of nurses in the health care sector in the United States is on the rise and it is also coupled with increased labor turn-over (Rigolosi, 2013). The results for the identified problem are associated with a reduced number of people who are attracted to pursue the course. This has been contributed by the diversification in career opportunities where individuals are running to other careers. The shortage is also contributed by the increased number of the aging population in the nursing profession without enough replacement (Rigolosi, 2013). Turn-over on the other hand is contributed by the increased pressure in work places. In addition, the turn-over is contributed by the poor working environment and conditions of work. To curb this problem, the management and leadership in the health care should come up with ways of motivating the nurses and attracting other people in the profession. This paper looks at how management and leadership in nursing can work together to reduce shortage and increased turn-over of the nurses. In addition, my professional nursing philosophy is presented.
Management and nursing leadership approaches to prevent shortage and increased turn-over
Nursing managers and the leaders have a role to play in ensuring that the identified nursing shortage and labor turn-over are solved. The nursing managers have the role of planning what the health sectors need in a given time frame, and budget for the human resources (Roussel, 2011). The managers should plan on the long term and short term goals of the health sector by identifying the professionals that are required in the present and also in the future. This can be achieved through accessing the demographic factors in the population, such as the growth rate. Increasing growth rate suggests the need to have a higher demand for nurses in the future. The nurse manager should make the profession look attractive so that they can attract more people to join the profession. Adequate budgeting should also be carried out by the managers to ensure that the nurses are well remunerated to make them motivated. In addition, the managers need to organize the human resource and ensure that there is adequate staffing in the hospitals using the right people (Roussel, 2011).
To carry out staffing, the manager should devise ways of attracting qualified applicants to fill positions of nurses in the hospitals. After the manager gets the qualified applicants, he should take them through an orientation program to make them become conversant with the activities in the nursing field. The manager should also carry out development programs to the nurses through training and giving them a chance to advance in their career (Kelly & Tazbir, 2013). This is in addition to giving them attractive incentives in the form of allowances and promotions to motivate them. The manager is also entitled to ensuring that the plans set are achieved through measuring performance in the hospitals. The most performing nurses are rewarded to boost their morale and make them stick to their job. It is also the responsibility of the manager to ensure that problems of individual nurses which reduce their willingness to perform; are solved.
Leadership in the nursing sector also plays an important role in ensuring that the nurses are motivated to ach...