Since, one-third of the entire Canadian healthcare workforce consists of regulated nursing profession, it has been suggested that “as nurses goes, so goes the rest of the system” (CNAC, 2002, p 9). So, the healthcare delivery system requires good leadership for the enhancement of effective, productive and sustainable nursing workforce to address the nursing shortage. Since, retaining nurses in the workforce by decreasing nurse turnover could also decrease the healthcare costs, increase job satisfaction among nurse and enhance safe and quality patient care, it is vital to address the issue of nursing shortage by retaining nurses in the workforce now. Hence, my paper will argue that failure to focus on retention of nurses is a critical factor
To accommodate for these challenges, the Canadian Nurses Association [CNA]
Week One Discussion Two Response to O 'Neill The addition of nurse leaders in the executive suite is essential in facilitating the perception that nurses are critical decision makers in the health care industry. Furthermore, it is imperative that a formal succession plan is incorporated in organizations to assure strategic leadership, quality care, and operational effectiveness incorporate nursing at the uppermost level of decision and influence (Trepanier & Crenshaw, 2013). The Chief Nurse Executive role is evolving as a tactical authority in acquiring a major influence on our nation’s health care delivery systems and clinical outcomes (Bradley, 2014). As health care shifts and changes, nursing must be at the forefront to assure optimal influence
At this time, the province’s ratio of 72 nurses to every 100,000 people lags behind the nation’s average of 83 nurses to every 100,000 Canadians. As per the Canadian Nurses Association prediction, there is a staggering demand of 60,000 nurses that is needed by the year 2022. With continuously emerging trends in healthcare services, Ontario has become the top dream destination for patient care providers from all over the world. Plenty of job opportunities, best pay packages, government support, continuing education for specialization, cost of living and a rewarding career brings internationally educated nurses to Ontario to shape up their future. Ontario
What was once thought of as a profession driven by compassion and the desire to help those in need has now become filled with weary burnt out nurses who have lost sight of their purpose. Stress has caused them to distance themselves from the principles nursing is built upon. Our health care system needs to be revamped to improve the quality of care being administered. Nurses can be proactive and take steps to avoid burning out but, our health care administrators have to take matters into their hands because they have the capacity to initiate change. They must realize the gravity of the situation and take an offensive position to make a stand against the crisis of nursing
Introduction This chapter provides a background of nurse burnout and their effect on quality of care and patients outcomes. It also includes a description of the purpose, research questions ,hypotheses and significance to conduct this study in Jordan along and the definition of the study variables. Background Burnout is the term often used, and the concept of burnout has important attention in the area of nursing. Maslach, one of the first researchers to begin investigating burnout, described it as “a syndrome of emotional exhaustion, depersonalization, and reduced personal accomplishment that can occur among individuals who work with people in some capacity”
The varying definitions of turnover, “have impeded a clear understanding of associated financial costs, as replacement cost estimations vary according to location and components included in the measure,” yet there is a definite hindrance in the indirect costs of the nurse turnover (244). Another effect the nurse turnover has had is on nurses who have continued in the profession. It has been shown that “as hours of care per patient day increased, so did the overtime nurses were asked to work and the incidence of missed shifts due to illness,” meaning the less nurses available, the more likely other nurses are going to have to work overtime or become ill due to the amount of work they have done. In order to accurately portray the current situation, Hayes implemented many different research studies done on the topic of the nursing turnover. These improved the credibility, or ethos, of her
My critical discussion paper is focused on an issue of human health resources in Canada presented in “Toward 2020 Vision for Nursing”. This discussion paper will clarify the goals of the paper, evaluate writer’s views on proposed topic from different aspects and provide evidence of current research. Summary The project titled “Toward 2020 Vision for Nursing” is funded by Health Canada through Canadian Nursing Association.
Due to hospital care reaching an all-time high in America, we need nurses now more than ever before. Currently in America, we have an issue with nurses having too many paperwork to fill out. In the article “We Need More Nurses” by Alexandra Robbins argues we need more nurses in the hospital. Nursing shortage has been a common issue throughout the world. Because of this issue others are being affected in many different ways.
Introduction Nursing is known as professional discipline (Donaldson & Crowley, 1978). Nurses shortage is one of the significant issues in current nursing in Singapore and also in other countries. According to Buchan et al 2008, nurses shortage has a significant connection with a country’s historical staffing levels, country 's resources and it also estimates the demands for healthcare. Nursing shortages are unmeasureble, and they may be defined as professional capacity standards from an economical view.
I am writing to follow up on the Registered Nurse position as I have not received any correspondence on the paperwork to officially transition over from my current position as a Patient Care technician. My release date from my manager is on April 3rd as Sharon from the Nurse Recruitment and Retention office is working on getting the documents ready for new hire. I can be reached on my cell at 374-646-4924 or via my email at delarosa1020@hotmail.com.
The article “Why Are Nurses Leaving? Findings From an Initial Qualitative Study on Nursing Attrition” by Carol Isaac MacKusick and Ptlene Minick is a qualitative research study with a phenomenological research design. The research question addressed in this article is the experience of registered nurses who flee bedside nursing. The sample provided were registered nurses (RN) in the United States who were mostly Caucasian females varying in ages 40-49. The sample size investigated was ten nurses total.
There is a need for greater reimbursement for nurse staffing for health care organizations. Nurses make up the bulk of medical personnel and are the frontline caregivers and health care providers. I agree with many experts’ opinion that adequate nurse staffing results in favorable patient outcomes and must therefore be financially supported. Dunham-Taylor (2015), argues that “effective workforce management is a key factor contributing to organizational success” (Dunham-Taylor, 2015). Moreover, the author asserts that adequate nurse staffing leads to better patient outcomes, better reimbursement, positive patient satisfaction scores, greater workforce satisfaction, increase employee retention, financial success and organizational stability
The importance of staff retention Nurse retention is to provide staff with implements that will empower them in the workplace. Empowerment in organizational structures include power and opportunity. Employees with high levels of power are included in lines of information, support, resources and opportunities to learn and grow (Schwinger ET AL., 2010). In additional employees who have high levels of opportunity in their jobs tend to be more proactive problem solvers and accept change. When staff have opportunity and power, they are motivated, feel more in control, have increased wellbeing and have greater job satisfaction (Schwinger ET AL., 2010).
Nursing Shortage is a problem we all should be aware of. There are many factors that may lead to a nursing shortage, such as having stressful and unsafe working environments, and our nurses are being overworked. This is a problem we should be aware of because it is affecting the patient care. Nurses would not have enough time to stay with a patient if they have more patients to worry about. Nurses play a big role in our hospitals and communities, “Nurses play significant roles in hospitals, clinics and private practices.
Such working conditions will only add to staff dissatisfaction and limit retention of qualified educators. Bryne and Martin (2014) express that nursing education leaders must be aware of the issues that induce job dissatisfaction and make the necessary changes to attract and retain qualified educators. Moreover, Nardi and Gyurko (2013) recommend that competitive salaries and benefits, accelerated recruitment drive and improved access to scholarship can make the nursing educator careers more