Nursing Shortage In Nursing
The Retention and Shortage of Nurses in Health Care
The current nursing shortage and high turnover rate among nurses is a great concern, not only for health care organizations but also for the general population. The increase in an older population, as the “Baby Boomers” approach retirement age will add to this shortage, leaving many to wonder who will take care of them in their golden years. Subsequently, many of these “Baby Boomers” are nurses themselves and will be retiring, adding to the shortage. The Current trend for recent nursing graduates is that they do not last long on the job and the high financial cost of rapid turnover of the nursing staff is a driving force behind the need to effectively retain new nurses.
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A lot of this role is placed on the nurse manager or nurse supervisors shoulders. Therefore, organizations should ensure that their nurse managers are well equipped and prepared to help support and retain the nursing staff. As seen in many organizations communication, or lack of is the number one problem in achieving success and with the increase in medical technology demands, the increase in an older population requiring care, and the decrease of those seeking degrees in nursing, retaining nursing staff is of the utmost importance. Nursing managers / supervisors should recognize when perceptions of the workplace appear to be causing nurses to leave. Recognizing when nurses appear to be stressed, frustrated, or socially isolated, may help to retain future nurses. Effective mentoring programs that fully support the transition into the nursing practice may ease the transition and assist in long-term retention strategies. Developing cultures that embrace diversity, have a zero tolerance for hostile workers, and provide support programs for nurses experiencing emotional stress may enhance retention of nurses.
Both, the study done by Nursing Economics involving nurse scheduling and the Magnet Hospital Prevention Model provide conceptual ideas of why nurses leave clinical practice. Exploring these concepts in more detail is necessary and will benefit every nurse, every patient, and every family, and ultimately improve quality of care, increase retention of nurses, and decrease
The current nursing shortage and high turnover rate among nurses is a great concern, not only for health care organizations but also for the general population. The increase in an older population, as the “Baby Boomers” approach retirement age will add to this shortage, leaving many to wonder who will take care of them in their golden years. Subsequently, many of these “Baby Boomers” are nurses themselves and will be retiring, adding to the shortage. The Current trend for recent nursing graduates is that they do not last long on the job and the high financial cost of rapid turnover of the nursing staff is a driving force behind the need to effectively retain new nurses.
One article, …show more content…
A lot of this role is placed on the nurse manager or nurse supervisors shoulders. Therefore, organizations should ensure that their nurse managers are well equipped and prepared to help support and retain the nursing staff. As seen in many organizations communication, or lack of is the number one problem in achieving success and with the increase in medical technology demands, the increase in an older population requiring care, and the decrease of those seeking degrees in nursing, retaining nursing staff is of the utmost importance. Nursing managers / supervisors should recognize when perceptions of the workplace appear to be causing nurses to leave. Recognizing when nurses appear to be stressed, frustrated, or socially isolated, may help to retain future nurses. Effective mentoring programs that fully support the transition into the nursing practice may ease the transition and assist in long-term retention strategies. Developing cultures that embrace diversity, have a zero tolerance for hostile workers, and provide support programs for nurses experiencing emotional stress may enhance retention of nurses.
Both, the study done by Nursing Economics involving nurse scheduling and the Magnet Hospital Prevention Model provide conceptual ideas of why nurses leave clinical practice. Exploring these concepts in more detail is necessary and will benefit every nurse, every patient, and every family, and ultimately improve quality of care, increase retention of nurses, and decrease