Phase 5 Individual Project
Deborah Talton
Colorado Technical University
March 23, 2014
There is a shortage of nurses in this country in general and at my job in particular. “The causes of nursing shortages worldwide are attributed primarily to aging populations, increasing patient acuity, an explosion of knowledge and technology, and the ever-expanding role of nurses” (Wolff, Pesut, & Regan, 2010). This shortage affects our community but most important, it affects those who are most vulnerable, the patients who trust us to care for them. Nurses working long hours for more than three days become fatigued, frustrated, and feel unappreciated which leads to job dissatisfaction and the risk of …show more content…
medication errors and/or job-related injuries. Several solutions will be provided in an attempt to correct the shortage of nurses in the facility where I work. The nurse shortage in our facility has been going on for approximately one year but has gradually gotten worse over the last six months with nurses becoming ill, which may be stress related, involved in traumatic auto accidents and are resigning their positions for reasons that may include long hours, less than competitive salaries and the seemingly poor management and lack of concern from administration. These problems have resulted in several vacancies which seem to be difficult to fill. We have 10 full-time and one (1) part time nurse staffing 24/7, a facility that at this time has a census of 110 patients and the census is 120 patients when at capacity. Nurses are now working 12-16 hour shifts four to five days in a row leaving us feeling fatigued and frustrated at best.
The worse that could happen is the risk for on the job injuries resulting in loss of work for the nurse and will lead to additional shortages in nursing staff, and medication errors. Generous sign-on bonuses are offered but the nurses do not fulfill the six month requirement to get the bonus. Morale is low and any new hires seem to notice this when they get to the unit. We need to provide a work environment that supports and encourages all staff nurses but especially the newly hired nurse so that he or she will know they have chosen the best place to …show more content…
work. After discussing our concerns with the administrator, director of human resources and the director of nurses, we have come up with the following solutions to this problem. Until vacancies are filled, nurses will work three (3) 12 hour shifts with two (2) days off, nurses will be recruited and hired over the next four (4) to six (6) months, the human resources department will place ads in the local newspaper as well as online jobsites, and sign-on bonuses will be offered to new hires. As a first step, the schedule will be revamped so, at least temporarily, nurses will work three 12 hour shifts with two days off in between, which will allow for adequate staffing to care for our patients and give the nurses a much needed break. By doing this, nurses will be rested and better able to perform the job to the best of our ability. Next we will hire two nurses each month for the next four months to bring our workforce up to par. In order to do this the nurse recruiter will actively recruit qualified nurses to staff the facility by visiting nursing schools and “sell” the facility as the best place to work in the community. The human resource department will place an ad in the local newspaper as well as online sites such as indeed.com and career builders to attract potential new hires. Finally, the administrator will continue to offer sign-on bonuses to newly hired nurses and a competitive benefit package as well as gradually increase nurses’ salaries across the board. The director of nurses will make sure newly hired nurses get an intensive orientation to the unit, policy and procedures of the unit and as much support as he or she needs to feel comfortable and the most capable at doing their job. The nursing staff is committed to doing the job we have been trained to do but we must have the staff to be both efficient and effective caregivers. Some might argue the point that nurses get paid too much as it is and it’s a waste of money to pay them more.
It is true that we could choose another profession where we would make more money and have better working hours but nursing is a calling and not just anyone can do it. Nurses make a good salary but not nearly enough for the shift work we do or the hours spent away from family and friends because we’re taking care of and caring for you and/or your family member. Nurses pay a lot of money to be educated and trained to care for people with minor injuries to those who have major, traumatic, life-altering injuries or illnesses. Professional athletes make multi-millions of dollars for a few months of the year. But, when they are injured, they do not want another multi-million dollar athlete mixing and administering medicine to them. They want the 60k per year nurse who is well rested and stress free to take care of
them. Clearly, the nursing shortage in the country and at this facility is nearing crisis level. Working together as a team, we, the nursing and administrative staff can overcome this crisis and improve and stabilize the nursing staff here. So tell me. How would you feel if you or your loved one knew the nurse who was putting the medication into your vein was working on eight hours sleep over the last two days? Would you trust her to administer the right medication to you? She knows what she’s doing but because of fatigue, stress, or job dissatisfaction, she might not have calculated that medication properly and you might accidently get a dose that might make you feel a little sick or it may be enough to kill you. And for those of you who think nurses are overpaid I would like for you to answer this question. How much is your life worth? Our community and especially our patients expect and deserve to have the best nursing care possible whenever they are admitted into our facility.
References
Wolff, A.C., Pesut, B., & Regan, S., (2010), Online Journal of Issues in Nursing, [Nursing Shortage: The Facts and Strategies in Macao Society], Vol 18, January, 2013, Retrieved from http://www.nursingworld.org/ojin