Furthermore, nursing burnout has costly effects on an organization, causing poor retention rates, reduced productivity, increased absenteeism, difficulty recruiting, and high turnover rates, along with increased medical errors and reduced quality
Great post! I like how you mentioned about nursing retention. Nurses and other health practitioners have the right to work in a healthy and supportive environment. A poor work environment for health workers in the US is linked to a high turnover. Nursing managers and the respective leaders should begin by being cognizant of the job satisfaction for all those under them on an ongoing basis. Low job satisfaction can result to intention to leave, burnout, and other losses such as early transfer or retirement (Duffield, Roche, Blay, & Stasa, 2010). Various managers should focus on making the working environment for nurses better so as to avoid high turnover because the loss of employees is costly.
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. This issue is not only affecting the hospital, but also the patients. In the article “When Hospital Paperwork Crowds Out Hospital Care” by Theresa Brown argues that nurses have too much paperwork to fill out about their patients. Having too many paperwork takes away from the nurses getting involved with their patients. In my opinion, neither of the arguments are valid because they lacks supporting details .Even though Robbins and Brown are passion about their topic, they both did a great job using pathos
nursing staff.To develop a retention strategy is identifying the factors that motivate nurses to stay. Among these are a positive working environment, high standards for quality care, respect for each employee and opportunities for professional growth.Place hires new staff on other units during orientation so they become familiar with how those units function.Additional strategies for boosting morale and keeping nurses on the job include:Recognize great work by demonstrate appreciation for excellent work by recognizing the efforts of outstanding nurses.Administrators always be available and proactive.Administrators should get out of the office and walk the units to observe what’s going on, and to show nurses that supervisors are there for them when needed.Furthermore Reward loyalty and mentoring
Nursing shortages are unmeasureble, and they may be defined as professional capacity standards from an economical view. Buchan and Aiken (2008) stated that the nurses shortage problems may be due to the nurses that not willing to work as a nurse under the current conditions in working environment. A real shortage is circumstances where experienced people are not available for a certain vacancies due to some reasons (Wildschut&Mqolozana, 2008). A news article written by Salma Khalikin in Straits Times stated that according to current situation Singapore may not be able to create enough nurses for upcoming years. The impact of nurses shortage may causes increase work load for nurses which subsequently may increase the risk for nurses made errors in clinical, the risk of increase hospital acquired infections which cause by viral, bacterial, and fungal pathogens. More over the impact of shortage of nurses may also increase death rate, and also increase the risk of occupation injuries and exposure in working environments. As a outcome of the volume and acuity of patients, things are being missed
Nurses are uniquely positioned to be present at virtually every level of our health care system, nurses work at the community centers, clinics, hospitals and nurses are also present not only as bedside clinicians but also at the level of management, in the form of nurse managers, supervisors all the way up to the Director of nurses. We have a unique vantage point of the real state of affairs of our health care system, with the push for higher education and training, nurses will start to occupy more influential
According to the data from Health Resources and Services Administration Bureau of Health Professions (2013), there were 2.8 million Registered Nurses (RNs) and 690,000 Licensed Practice Nurses (LPNs) were working in the period from 2008-2010, in the United States. The nursing workforce grew substantially in 2000s, by RNs growing by more than 24.1 percent and LPNs by more than 15.5 percent. The population of nurses are facing multiple challenges at the workplace, such as shortage in staffing, nurse turnover, increased workload, long working hours, poor relationship with co-workers, lack of support from the management, and eventually these challenges create high level of nurse burnout. It is estimated that job- related burnout measure using the Maslach Burnout inventory – Human Services Survey, 36.5 % of nurses having high level of burnout. The researchers at the Center for Health Outcomes and Policy Research at the University Of Pennsylvania School Of Nursing, estimates if nurse burnout reduces by 10 %, could prevent thousands of hospital acquired infections and reduce the health care expense (Potera, 2012).
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. They make up the biggest health care occupation in the United States. Nursing job duties include communicating between patients and doctors, caring for patients, administering medicine and supervising nurses ' aides”(study).
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). These empowering features in the workplace will potentially promote job satisfaction, create greater productivity, and most importantly promote retention of valuable employees. The key to retention is creating and keeping an environment where all of the generations feel welcome and valued. There have four important things to staff retention in organizational is relationships, value, eengagement and health care organization policies.
Ontario, Canada 's most populous province with a population of more than 13.5 million, accounts for nearly 40 percent of all Canadians. To render healthcare services to people in Ontario through hospitals, clinics and other medical facilities, registered nurses and specialty nurse practitioners are needed more than ever in Ontario.
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.
The perspective article “Concerns raised over U.S exam as pass rates plummet” by CTV highlights the detrimental effects of switching from the Canadian Registered Nursing Exam (CRNE) to the National Council Licensure Examination (NCLEX) for Canadian nursing students. As a concerned Canadian nursing student writing the NCLEX upon completion of nursing school, I agree with CTV that the decision that shifting from CRNE to the NCLEX was not a productive idea because of its negative impacts on pass rates for nursing students in Canada and the possible effects on our health care system.
The nursing shortage is nothing new or going away any time soon in the United States of America. The United States has seen a shortage before, but by 2025 we will see it crumble, if something doesn’t change. “Health Affairs reported that the nursing shortage will grow to 260,000 RNs by 2025 – twice as large as shortages that have occurred since the mid-1960s.”(http://www.villanovau.com) Most notably, patient safety is in jeopardy causing medical errors that otherwise would not occur. Nurses are also feeling frustrated and unappreciated within their careers causing these errors. It is important that the nursing shortage be talked about and addressed, before the impact of the shortage is too impaired to come back
The average RN turnover rate at St. Anthony Medical Center is 19.3%, this is over the national RN turnover rate of 17.2% and the regional rate of 15.5%. RN’s who work in Pediatrics’ and Women’s Health have the lowest turnover rates. While RN’s with the highest turnover work in the ED, Behavioral Health, and Med/Surg. This data aligns with what is observed in the data at St. Anthony’s Behavioral Health areas has a turnover rate that is 3% greater than the national average for that specialty. The turnover rate should be a concern for nursing leadership since the average cost of RN turnover per nurse ranges from $37,000 to $58,400, losing hospital up to $8.1 million per year. Strategies to improve RN retention such as improving communication from leadership,
Nurses play an essential role in the healthcare industry. The nurse workforce is made up of licensed nurses: registered nurses (RNs), licensed vocational nurses (LVNs) and licensed practical nurses (LPNs), along with nurse aides. Registered nurses are responsible for assessments of patients’ needs, development of care plans, medication administration, and treatments, while licensed vocational nurses perform specific care under the delegation of the registered nurses and supervisions. Nursing aides perform activities of daily living (unskilled attention) to the patient. Adequate nursing staffing is essential to both patient care and outcomes, also to the retention of nurses while inadequate staffing creates problems for both the patients and