Nurses make up the greatest sector of health care workers, and are vital to meeting the objectives of the 2010 Affordable Care Act (ACA). Identifying the barriers that nurses face, and recommending a plan to overcome those barriers, were the goals of the Robert Wood Johnson Foundation (RWJF) and the Institute of Medicine (IOM) in their two-year movement to “assess and transform the nursing profession” (The National Academies of Sciences, 2016). This paper will recapitulate the IOM report, Future of Nursing: Leading Change, Advancing Health. It will also recognize the position of the RWJF and the American Association of Retired Persons (AARP) on the Future of Nursing: Campaign for Action. It will stress the implication of the IOM report as it
For many years, the nursing shortage has been a relevant topic in today’s society. The nursing shortage is defined as a lack of trained nurses to provide care for ill individuals. Nursing schools inability to grow programs quickly enough to meet demands (Nursing Association of Colleges of Nursing, 2014). The shortage is not only an issue in the United States but all over the world. This problem affects a wide range of people from current registered nurses, patients, and other members of the healthcare team. According to the Nursing Association of Colleges of Nursing (Rosseter, 2014), the nursing shortage is due to the expansion of healthcare and nurses who are baby boomers beginning to retire. The Bureau of Labor Statistics’ Employment reports,
“We keep moving forward, opening new things, and doing new things, because we’re curious and curiosity keeps leading us down new paths” –Walt Disney (Smith, 2001).
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
What is to be done to remedy the situation of our aging and retiring nurses? Some states are taking innovative steps by starting “shift-bidding” for part-time nurses (Smith, 2005, p. 1), requiring mandatory reduction of nurse-to-patient ratios (Leighty, 2004, p. 1), changing the nurses’ image to the public (McPeck, 2004, p.1), raising scholarship money for students, repaying student loans, offering signing bonuses and higher salaries, and offering continuing education for current nurses (Feldman, 2003, 17-20). Also, some nurses are opting to go back to school in order to further their education (Scott, 2005, p. 1). Those who opt to go back to school to get an advanced degree usually benefit from increased money and respect. Nurse practitioners receive “two to three times the amount” of what a starting faculty member...
Nurses constitute the greatest sector of health care workers, and are vital to meeting the objectives of the 2010 Affordable Care Act (ACA). Identifying the barriers that nurses face, and recommending a plan to overcome those barriers, were the goals of the Robert Wood Johnson Foundation (RWJF) and the Institute of Medicine (IOM) in their two-year movement to “assess and transform the nursing profession” (The National Academies of Sciences, 2016). This paper will recapitulate the IOM report, Future of Nursing: Leading Change, Advancing Health. It will also recognize the position of the RWJF and the American Association of Retired Persons (AARP) on the Future of Nursing: Campaign for Action. It will stress the implication of the IOM report as it relates to the nursing vocation and examine the objectives of the Future of Nursing: Campaign
The need for nursing staff is at an all time high than it has ever been. In the United states nursing is at a shortage and is affecting the current nurses as well. It can not be resolved by just hiring more staff, they need to be qualified as well. This article states the shortage is based on the age of RN workforce, the declining enrolment, the change in work climate, and the poor treatment towards the nurses.
According to the Bureau of Labor Statistics, Registered Nursing is listed among the top occupations in terms of job growth through 2022, with the demand increasing at least 19% by the year 2022 (2012). Particularly in the past decade, there is a serious shortage in the number of nurses to fill the vast amount of open positions available. Why is there such a shortage in the nursing profession, and is the nursing shortage real in this type of economy? Unexpectedly, there are many unemployed nurses today, struggling to find employment. An MPR news article by Annie Baxter stated that she had interviewed many unemployed nurses that claim the shortage is just a myth. She goes on to say “as the recession hit, people used health care less, promoting hospitals to hire fewer nurses” (2012). This information couldn’t be further from the truth. The health care industry is at an all-time high right now and there are a plethora of nursing opportunities out there. The nursing shortage is very real, and the misconception lies in the fact that hospitals are requiring a higher level of education than previously. You might ask, if there is such a shortage, why would they be more selective in their criteria? Due to the shortage, nurses are being forced to be more responsible in their work, more independent, work longer hours, and manage an unfavorable amount of patients at a time. This demanding work is requiring hospitals to become more selective in the types of nurses they hire (Aiken L.H., 2011). In this presentation, I will thoroughly explain these growing issues, how the unavailability of a nursing education is the main reason there is a global nursing shortage today, and voice m...
Grossman, S. C., & Valiga, T. M. (2009e). Shaping a preferred future for nursing (P. J. Maroney, Ed.) (pp. 137-151). Philadelphia, Pa: F.A. Davis Company.
In 2012, the Institute of Medicine (IOM) released its Future of Nursing Report, which evaluated the central roles and responsibilities of nurses, as well as their educational preparation, considering the evolving changes in health care and the need for nurses to fill more diverse roles (Campaign for Action, 2013). Implementation of the recommendations made within the report show great promise for transforming and expanding nursing roles and advancing health system reform. In this paper, the implementation of the Future of Nursing report will be reviewed including its key messages, that are focused on specific areas of nursing reform, the development of subsequent initiatives, such as the Campaign for Action and affiliated Action Coalitions,
I. The challenge to sustain the supply and demand of the future nursing workforce is more serious than ever.
Nursing has been influenced by a myriad of factors since the days of Florence Nightingale. Influences of wars, influences from the need for caring for loved ones at home, and the shortages of nurses, to name a few, has even caused how the nursing role has evolved. Additionally, there has been a shift in the rapidity and a change in the format of nursing education. The demands seen in the need for advances of medicine has initiated some to review the future of nursing. The Institute of Medicine (IOM) Report, The Future of Nursing: Leading Change, Advancing Health in November, 2010, is a report that is the result of the Initiative on the Future of Nursing, sponsored by the Robert Wood Johnson Foundation (RWJF) (ANA, 2016), that looks at the role nurses should play in a changing healthcare system.
Nursing shortage will increase as there are many nurses approaching retirement age. The problem is not only that there aren’t enough nurses, but they are quitting their jobs as well. Reasons to why nurses leave their jobs are as follows: unsatisfied with their workload or work schedule, there are times they aren’t able to balance their work and family life, and the teaching support (Yedidia, 2014). Fewer nurses on the floor affects patients, other nurses, hospitals, nursing schools, and education. There needs to be a focus on the education that nursing schools are providing. There are job positions available, but some nurses do not meet the education requirements. There needs to be a way to motivate nurses to pursue a higher education so that