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Impact of nursing shortage
Impact of nursing shortage
Impact of nursing shortage
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Clarity and Significance of Phenomenon
Phenomenon Clearly Described
Phenomena are those things that are perceived by the senses; it is the lived experience (LoBiondo-Wood, G., Haber, J. 2010). While reading the study readers may feel that they need to come to their own conclusion about what the phenomena of the study was, it is not clearly describe by the researchers. The reader may find several ideas that the researchers might be wanting to get across to the reader, but because of disorganization, it is hard to find a clear phenomena.
Rooted in Nursing
Discovering why new nurses stay in nursing is important to not only nursing but to healthcare as a whole. The researcher identified several reasons they felt this study could improve nursing, including helping to prioritize efforts to retain new graduate nurses.
Significance
The research article discusses several aspects of the nursing shortage. Some aspects that the researchers touched on included the projected growth of nursing, new nurse turnover rate, and how nursing shortages are projected to grow by 2025.
Clarity of Purpose
Purpose Clearly Expressed
The purpose of a study encompasses the aims or objective the researcher hopes to achieve (LoBiondo-Wood, G., Haber, J. 2010). The researchers in this study stated that their work focused on the perspectives of new graduate nurses, and why they decided to stayed in their initial positions for at least two years. The researcher stated this was the focus of the study, so it could be assumed by the reader that this is the studies purpose, however it is not clearly defined.
Expected Outcome
The outcome is not clearly defined. The outcome could have been that new nurses needed to go into nursing with their eyes...
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...d new nurses know what will encourage them to stay. The researcher stated that further research should be done on what makes an culture of support, but they did not build on their other findings that may have been factors that encouraged the new nurses to stay. It is important for the researcher to provide building blocks for further evidence on the subject (LoBiondo-Wood, G., Haber, J. 2010). Doing this will provide further discussion and encourage further research.
References
LoBiondo-Wood, G., Haber, J. (2010). Nursing research: Methods and critical appraisal for evidence-based practice (7th ed.). St. Louis, Missouri: Mosby.
Zeller, E. L., Doutrich, D., Guido, G. W., & Hoeksel, R. (2011). A culture of mutual support: discovering why new nurses stay in nursing. Journal of Continuing Education in Nursing, 42(9), 409-414. doi: 10.3928/00220124-20110615-02
Twibell and Pierre both state “new nurses start to feel at home and committed to stay in an organization when they are empowered in practice, have a sense of belonging in a work group, and perceive that resources balance job stress. Before long, NGNs who commit to stay become the peer group for the next wave of new nurses, smoothing out wrinkles in the welcome mat and opening wide the door to a successful professional transition” (2012). Residency programs can set the framework for a great team of care providers and can continue to set the bar high for patient care standards when they are trained the right way.
As the forthcoming nursing shortage threatens the United States, organizations must be knowledgeable in the recruitment and retention of nurses. The challenge facing health care organizations will be to retain sufficient numbers of nurses to provide safe, efficient, quality care to patients. Organizations will look to recruit and attract quality nurses to fill vacancies. As turnover in nursing is a recurring problem, health care organizations will look for strategies to reduce turnover. The rate of turnover for bedside nurses in 2013 ranged from 4.4 to 44.6% (American Nurses Association, 2013). Nurse retention focuses on keeping nurses in the organization and preventing turnover. The purpose of this paper is to discuss the significance of recruitment and retention of nurses, review the literature, and explore how recruitment and retention apply to nursing.
Daniel P. Wright, K. M. (2010). Strategies for Addressing the Nursing Shortage: Coordinated Decision Making and Workforce Flexibility. Decision Sciences , 373-401.
The nursing shortage is divided into four different categories. The four categories are as follows; "willing nurse" shortage, funding or perceived funding shortage, shortage of understanding that nurses are needed to deliver care, and nurse education and empowerment shortages (What is the nursing shortage and why does it exist?., 18 October, 2007). To be able to repair this major problem, all four segments of shortages need to be addressed. The first nursing shortage, A "willing nurse" shortage, is the simple fact of not enough supply to fill the demand of nursing positions. This shortage occurs either because there are simply not enough nurses to fill the open positions, or because experienced nurses are opting out of nursing and the willingness to provide care due to the current occupational environment. The second nursing shortage is the funding or perceived funding shortage. This shortage is merely due to nurses not feeling as if they are being compensat...
... & Abrahamson, K. (2009). A critical examination of the U.S. nursing shortage: contributing factors, public policy implications. Nursing Forum, 44(4), 235-244. doi:10.1111/j.1744-6198.2009.00149.x
The nursing shortage most likely does not mean a great deal to people until they are in the care of a nurse. The United States is in a severe nursing shortage with no relief in sight due to many factors compounding the problem and resulting in compromised patient care and nurse burnout. Nursing shortages have been experienced in the past by the United States and have been overcome with team effort. However, the current shortage is proving to be the most complex and great strides are being made to defeat the crisis before it becomes too difficult to change. Researchers anticipate that by 2010, the United States will need almost one million more registered nurses than will be available (Cherry & Jacob, 2005, p. 30).
Since the 1990’s, the interest in nursing and the profession as a whole has decreased dramatically and is still expected to do so over the next 10-15 years according to some researchers. With this nursing shortage, many factors are affected. Organizations have to face challenges of low staffing, higher costs for resources, recruiting and reserving of registered nurses, among liability issues as well. Some of the main issues arising from this nurse shortage are the impact of quality and continuity of care, organizational costs, the effect it has on nursing staff, and etc. However, this not only affects an organization and community, but affects the nurses the same. Nurses are becoming overwhelmed and are questioning the quality of care that each patient deserves. This shortage is not an issue that is to be taken lightly. The repercussions that are faced by both nurses and the organization are critical. Therefore, state funding should be implemented to private hospitals in order to resolve the shortage of nurses. State funds will therefore, relieve the overwhelming burdens on the staff, provide a safe and stress free environment for the patient, and allow appropriate funds needed to keep the facility and organization operational.
The prolonged shortage of skilled nursing personnel has been a serious concern to the healthcare industry, and this shortage has impacted the quality of care delivery. In addition, nursing turnover has also exacerbated the problem of nursing shortage. Nursing shortage has been blamed on many nurses retiring and less younger nurses joining the occupation. There is also an increase in life expectancy (baby boomers) leading an increase in both physical and mental ailment with subsequent demand in nursing care. Nurses are also leaving nursing profession because of inadequate staffing, tense work environment, negative press about the profession, and inflexible work schedules. Even though nursing is a promising career and offers job security, the
Nursing has always been a key career in the health care system. Although it is not often focused on in media and stories surrounding health care, nursing is a career of great importance. If any patient was asked about their experience at a hospital or a care center, many will mention the capability and care that they received from the nurses. The health care system could not function efficiently, if at all, if nurses were not present to perform their part. Nurses are more than just physicians support staff. Of interest in this paper is why people choose to study nursing in university or college. From students just graduating high school to mature student who have prior degrees or education, nursing is a popular choice as a path to study
Although turnover rates for nurses are a negative impact on quality care, adjusting and implementing positive strategies for nurses in the workforce can improve quality improvement, therefore keeping nurses on the job and satisfied at the same
Nurse retention is a world-wide issue and should be one at the forefront of every nurse manager’s agenda as nursing shortages are being felt in numerous hospitals across the United States. According to Buffington, Zwink, Fink, DeVine and Sanders (2012) creating an organizational culture and environment that is committed to registered nurse (RN) retention is one strategy to reduce nurse turnover. Twigg and McCullough (2014) concur, as research reveals strategies promoting a positive work environment improves both nurse retention rates and quality of care for patients. Nurse leaders and managers play a critical role in developing this positive practice environment (Twigg & McCullough, 2014). Initiatives specifically aimed at empowering nurses within an organization through encouraging participation in hospital affairs, promoting autonomy, and valuing individual well-being, have all been linked to increased job satisfaction, consequently promoting a more positive work environment (Twigg &
Solutions for the nursing shortage beyond implementing safe nurse staffing ratios include: ongoing long-term workforce planning; institution of an education and practice system to promote more equitable compensation in the health care community based on a better understanding of the educational preparation required for different health care roles; implementation of specific strategies to retain experienced nurses in the provision of direct patient care, investigating the potential for using technological advances to enhance the capacity of a reduced nursing workforce; and advocate for increased nursing education funding under Title VIII of the Public Health Service Act and other publicly funded initiatives to improve
The profession of nursing has both positive and negative effects on the well-being of nurses, which can lead to learning opportunities for those that are new to the profession. To receive an accurate depiction of the nursing profession, an interview with a currently practicing nurse is conducted and the challenges that they face will be analyzed with the intent of exploring different strategies that can be used when coping with these issues. The nurse that was interviewed stated that she has been in the nursing field for the past seventeen years; with the past ten being in the role of a nurse practitioner (Personal Communication, October 26, 2016). The nurse has experience in a variety of settings, as well as holding several degrees and certificates
The researchers analyzed the data as it was collected during the fieldwork process (Bjerknes & Bjork, 2012, p. 3). First, the researchers read the transcripts multiple times (Bjerknes & Bjork, 2012, p. 3). From the transcripts, the researchers identified concepts (Bjerknes & Bjork, 2012, p. 3). With a couple of participants, the researchers provided detailed descriptions by using the principle of analyzing abundant data (Bjerknes & Bjork, 2012, p. 3). After a year of fieldwork, the researchers performed the main analysis of the data (Bjerknes & Bjork, 2012, p. 3). This analysis began with open questions (Bjerknes & Bjork, 2012, p. 3). Asking the open-ended questions, such as, “What do new graduates do?” and “What are they talking about?” led to more specific questions (Bjerknes & Bjork, 2012, p. 3). As the researchers analyzed the data with specific questions, themes such as “nurse’s responsibility” and “being busy” became apparent and recurrent (Bjerknes & Bjork, 2012, p. 3). The last step of data analysis the researchers performed was comparing and contrasting one nurse’s sources of data to the sample of data collected (Bjerknes & Bjork, 2015, p. 3). The researchers looked for similarities and differences in the way the nurses experienced nursing as a whole and in different situations (Bjerknes & Bjork, 2012, p. 3). This type of data analysis tells the reader that the researchers were trying to find common themes among the data
Several years ago in 2008 the RWJF and the IOM collaborated for two years to discern the future needs of the nursing profession. Most importantly, the objective was to outline the critical actions needed to ensure nursing was ready to seamlessly move towards the future. This was no easy task as nurses work in such diverse settings such as outpatient areas, acute care settings, the community, and long term settings to name a few. Couple this with the fact that nurses have a variety of educational avenues such as the associates, diploma, or bachelor’s degree open to them to achieve the status of registered nurse (Institute of Medicine, 2010). All of this considered, the committee did design four key messages regarding the future of nursing as key in the transformation of health care as evidenced in their "Future of Nursing" report.