Nursing Shortage and Nurse Turn-Over
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.
Nursing Shortage and Nurse Turn-Over
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NURSING SHORTGE AND NURSE TURN-OVER
Nursing shortage as well as turn-over is an issue that tends to affect nurses during service delivery in regard to the care of patients. The shortage of nurses is believed to result to negative effects in the medical sector. Among the numerous effects include reduced job satisfaction, reduction of access to care and can also result to elevated turn over. It is important to describe through comparing and contrasting the personal expectations of the approach that nursing leaders and managers should use to address the issue of nursing shortage and nurse turn-over (Duffield, Roche, Blay & Stasa, 2011). The identification of the approach that would be best suitable for personal and professional philosophy of nursing is commendable, explaining its suitability to personal leadership style.
Understanding the factors contributing to shortage and turn-over
The nursing leaders and managers need to acknowledge that nursing shortage and turn-over is a complex problem that requires application of tactical approaches that would assist in coming up with long-term solutions. Firstly, it is recommendable that these leaders and managers identify where the problem emerges from and the cause, pointing out even the smallest of details. On this note, it is notable that registered nurses are leaving the profession because of the inadequate staffing, inflexible work schedules and tense work environments, among other reasons. There is also hesitancy to join the field by the new nurses due to negative reports by the press about the profession (Hayes, Brien-Pallas, Duffield, Shamian, Buchan, Hughes & North, 2012). In order to deal with these problematic issues of the nursing shortage as well as the rtes of their turn-over, the nursing leaders ought to understand the numerous factors that cause this occurrence. Among the striking factors is that in the approaching years, there will be a great impact on the system of healthcare caused by the aging baby boomers. This aging group is likely make higher demands on the system of healthcare which is already much stretched. Moreover, the registered nurse that belongs to the age group will begin to search for alternative works that would provide a quite relaxed pace with equivalent income.
Furthermore, the evolution that took place in the nursing profession for the past thirty years makes numerous nurses that approach retirement to have inadequate educational requirements in regard to serving educators in the schools of nursing. This leads to few nurses joining being accepted into the nursing schools per year. The number of students that are currently joining schools for the nursing career each year is very low. It may be due to various considerations made before selecting it for a career. Even though it is a wonderful career that provides ease of location, job security, compensation above average, the public is aware of the demands as well as the malpractice risks involved. This drives away people of different age group into careers that are less challenging. Thus, some more risk-taking and aggressive individuals decide to take up the career due to attraction of the job security and financial reasons. In such a case these kinds of nurses may not be able to deliver high- quality and compassionate care as it is required of them. It becomes quite challenging for the nursing leaders and managers to observe such employees and thus recommend a sack. This is because they may fail to engage in the strategies of medical facilities and operations, which means they might also compromise the patient service and qualit...