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There are many who believe that the next shortage will be worse and the demand for nurses will increase. There will be more jobs available especially with the baby boomer nurses retiring. Wood believes that when nurses retire, the next shortage could be even worse than the previous shortage. According to Wood this would lead to an “intellectual drain of institutional and professional nursing knowledge” (Wood, 2011, para 15). Staiger agrees as well that a shortage of nurses is expected again when nurses retire and since the economy will be more stable full-time nurses will go back to being part-time (Huston, 2017). Huston expects for the supply of nurses to grow minimally in the next couple of years and for a large number of nurses
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Something has to be done now to prevent health care institutions from feeling the burden of losing the baby boomer nurses. Not enough has been done and the solutions presented have only been short-term. The health care system will not just be losing nurses, but clinical and institutional knowledge, as well experience (). Younger nurses will lack this knowledge and experience. They need mentoring from the baby boomer nurses and that needs to start now. With the mentoring the young nurses will feel confident (). When the baby boomer nurses retire, young nurses aren’t the only ones who will feel their loss, but the patients as …show more content…
In this way health care facilities know that the retiring nurses are being replaced by RNs well prepared (Buerhaus, 2017). This program would help fill in the manager role left by the baby boomer nurses. It would serve as a mentorship and help prepare them manage clinical and administrative operations on the floor. It would also help the young nurses relieve stress and help manage their expectations. Another way would be redesigning the role of the nurse manager. Millennials value a work and life balance. If they are expected to be available 24/7 then this will likely lead to them moving on to another career (Trossman, 2015). Using foreign born nurses is another short-term solution that has worked, but it could lead to a negative impact on the domestic job market and health care
The initiative recognized that nurses have the opportunity to change health care, as we know it, and transform it to meet the needs of the ACA. The barriers that were identified include “outdated policies, regulations and cultural barriers” (IOM, 2011, p. 85). While increasing the scope of practice for APRNs was a large part of this key message, cultural diversity, gender diversity, and the aging workforce were also highlighted.
There is a shortage of all health care professions throughout the United States. One shortage in particular that society should be very concerned about is the shortage of Registered Nurses. Registered Nurses make up the single largest healthcare profession in the United States. A registered nurse is a vital healthcare professional that has earned a two or four year degree and has the upper-most responsibility in providing direct patient care and staff management in a hospital or other treatment facilities (Registered Nurse (RN) Degree and Career Overview., 2009). This shortage issue is imperative because RN's affect everyone sometime in their lifetime. Nurses serve groups, families and individuals to foster health and prevent disease.
According to section 149(b) of national law, tribunal has authority to exercise any power under subdivision 6 of National Law if the practitioner admits it in writing to tribunal. Section 149C (1) (a) and (b) of national law empowers tribunal, if it is satisfied a practitioner is not competent to practice the practitioner’s profession, or a nurse is guilty of professional misconduct, to suspend or cancel the registration.
There is a surge of retiring nurses and a rising number of patients. Hospitals are scrambling to fill the tens of thousands of nursing positions, therefore, asks the question as to
Unfortunately, today’s supply of nurses is not expected to live up to the forecasted demand. It is estimated that more than 70 million Americans will be age 65 or older by the ...
I have been a registered nurse for the past six years. I started my nursing career in a long-term care facility where I worked for a year and half . I always wanted to challenge myself so l left long-term care and went to work in the intensive care unit for four years where I saw how people with diabetes are suffering when the disease in not managed well. I am currently working in post anesthesia care unit(PACU) where I recover many patients with diabetes complications post-surgery. I am committed in the innovation in order to provide an effective care for the people suffering from diabetes. For many years the disease has been killing people and introduction of the control tools will help in making the condition manageable. The innovation
The 2010 Institute of Medicine (IOM) Report- The Future of Nursing described the role that nurses have in the current and future US health care environment (IOM, 2011). This report was completed at a time when the Affordable Care Act had been passed and a new emphasis was being put on interdisciplinary healthcare teams, care coordination, value-based payment systems, and preventative care (IOM, 2011). Nursing is the largest profession in health care and with an aging baby boomer populace, the expanded role of nurses will be critical in meeting the growing healthcare burdens (Sisko et al., 2014).
Current literature continues to reiterate the indicators of a major shortage of registered nurses (RNs) in the United States. The total RN population has been increasing since 1980, which means that we have more RNs in this country than ever before (Nursing Shortage). Even though the RN population is increasing, it is growing at a much slower rate then when compared to the rate of growth of the U.S. population (Nursing Shortage). We are seeing less skilled nurses “at a time of an increasingly aging population with complex care needs and an increasingly complex technological care environment” (Mion). According to recent data from the Bureau of Labor Statistics and the Department of Health and Human Services, it is estimated that “more than a million new and replacement nurses will be needed over the next decade” (Diagnosis: Critical).
Today’s nursing workforce is multigenerational. They differ in behaviors, attitudes and expectations. Generational differences affect nurse-patient ratios and reflect in job satisfaction, retention, and patient outcomes (Wieck, Dols & Northam, 2009). Every nurse wants to work for a company with high job satisfaction and retention numbers. Stress, patient safety, and low performance related to high patient-nurse ratios are the most commonly expressed reasons why nurses may leave their jobs. According to Wieck, et al.(2009), nurses born between 1922 and 1945 are the veterans. They have respect for authority and are reliable employees. They believe that current nursing models encourages a team approach. They believe that nurse-patient ratios are much better than what they are used to be in the past. They are more concerned about age-related issues and recognition for their contributions at work (Wieck, et al.,
Zerwekh, J., Claborn, J. (2006). Nursing today: Transitions and trends (pp. 343-346). St. Louis, Missouri:
workers (Weston, 2006). They value participative management, personal growth, and recognition in the work place (Murray, 2013, p. 38). Baby Boomer nurses view professionalism in nursing as an important aspect (Murray, 2013, p. 38). They are driven to succeed, willing to work long hours and they are good team players (Murray, 2013, p. 38). They are committed to their place of employment and enjoy meaningful work (Murray, 2013, p. 38). Boomers are often judgmental of those who see things differently, overly sensitive to feedback, uncomfortable with conflict (Murray, 2013, p. 38). Furthermore, they believe new staff members should pay their dues before moving up the career ladder (Murray, 2013, p.
Health care reform has been a major issue over the past decade. The Nursing industry has in particular experienced a period of unpredictable change. On Dec 24, 2009, a landmark measure was passed in the senate by a vote of 60 to 39. This decision to pass the health care reform will change America forever. Nurses will constitute the largest single group of health care professionals. They will have a huge impact on quality and effectiveness in health care. The nursing industry will help hold this new program together by acting as the glue (The nursing industry will be the glue holding the new health care in tact.) It is estimated that by 2015 the number of nurses will need to increase to over 4 million. Nurses are the backbone of the health care industry thus creating better polices for this profession will help ease the workload and high demand. A nurse’s main concern is always to insure quality care and the safety of their patients. Under the new health care reform several new measures have been set into place to ease the transition and improve the quality of care for all patients. One program is designed to fund scholarships and loan programs to offset the high costs of education. Nursing shortages and the high turnover has become a serious epidemic. Health care reform is supposed going to solve many of these problems.
One of the issues involving health care and the aging population is majority of health profession employees being a percentage of the aging population. With the knowledge of health profession employees being a factor in the aging population puts a strain on doctors and nurses that come into the workforce after ones have retired. The fewer employees there are, the greater the work load will become on one person. It is imperative for each nurse in a unit to have four patients maximum. Giving more responsibility to one employee does not make the situation less of a challenge, it more so puts people’s lives at a greater risk of danger. The new demands placed on the health care system for health services will not only include a need for more workers, but also require changes in the way services are provided.
“In 2010, the US Department of Labor Statistics (DLS) projected a 22 percent increase in the demand for RNs or 581,500 new jobs by 2018, to total a projected 1,039,000 jobs needed to be filled by 2018” (Cottingham, DiBartolo, Battistoni, and Brown, 2011, p. 250). It is imperative that strategies be implemented to improve the recruitment of nurses to meet the needs. Without improvements in the recruiting of new grads or seasoned nurses, organizations will need to rely on expensive agencies and traveling nurses; therefore, causing a financial burden on organizations (Cottingham et al., 2011).
Nurses have always been an undervalued asset to the health care industry; however, there is always a great need for them. With more uninsured Americans requiring safe, affordable medical care, the pressing issue of nursing education is not a priority (Aiken, 2011). Recently, there have been modifications taken place toward the current nursing shortage, the decrease of nursing graduates, a workforce that is becoming older, and other factors that influence nurse educator shortage (Baker, Fitzpatrick, & Griffin, 2011). Nurse educators are required to advise students, complete research, and perform committee work all while teaching (Baker, Fitzpatrick, & Griffin, 2011). They also have multiple jobs outside of practicing nursing and teaching. Nurse educators have stressful roles that hold many expectations, yet there is no independence in making their own decisions concerning things. Aiken (2011) suggests that the best way to begin combatting this shortage should include increasing the number of nurses who hold a bachelor’s degree in nursing from 50% to 80% by 2020 (p. 196). Forty-eight percent of nurse instructors are expected to be aged 55 and older and are predicted to retire by this time. (Baker, Fitzpatrick, & Griffin, 2011).