Review of the Literature The shortage of people entering professional nursing, nurses’ dissatisfaction, and high turnover of newly licensed registered nurses are issues of concern. The national shortage in the nursing workforce highlights the critical importance of encouraging nurses to remain in practice. Evidence suggests that a shortage of nurses is detrimental not only to quality of patient care, but also to staff morale, which in turn affects staff retention (Wilson, 2006). The socialization and assimilation of newly licensed nurses into the healthcare system is a pivotal event that influences the retention of nurses (Aiken, Clarke, Sloane, Sochalaski, & Silber, 2002). Professional socialization and work readiness are contributing factors
This article describes the possible hazards due to mandatory overtime such as, “needle-stick and musculoskeletal injuries, fatigue, illness, absenteeism, burnout, job dissatisfaction, and turnover intent.” (Wheatley, 2017) Mandatory overtime can lead to increased medication errors and adverse patient outcomes. A major reason why there has been workplace dissatisfaction is due to overtime, working on weekends, nights and holidays which many nurses tend to look for jobs elsewhere. Routinely, some hospitals use mandatory hours in order to “keep fewer people off the payroll.”(Huston, pg. 137) If nurses don’t do their mandatory overtime hours they may face consequences such as losing their job (Wheatley, 2017). Many nurses feel as though they have no voice in
By using this system it eliminates mistakes or errors due to illegibility, dosage and frequency as this system would alert the prescribers for attention. This system also streamlines the whole process of getting the prescription to pharmacy, dispensing and obtain refills. Implementing this system had proven to be cost saving as it improved efficiency and help nurses to have an access for information on the medication fast and easy (Potts, 2004). The time that nurses spend in clarifications had greatly reduced and this allows nurses to focus more on patient’s care. As for private hospital we do practice cost saving and by recommending this system my organization would be able to achieve cost saving as well as incentives and improved efficiency in delivering high quality and safe care for our patients.
The Nursing Career and Stress and Work-Related Burnout Working in the healthcare field can be overwhelming because of the continuous exposure to stressful events such as illnesses and death. Additionally, healthcare workers may suffer from high work demands such as long working hours, healthcare team relationship issues, and shortage of staff. To contribute with tension, these workers may also be exposed to daily unrelated work problems such as lack of personal time, family and financial issues. Many nurses are often exposed to these stressors and consequently are troubled with job dissatisfaction and burnout because of an imbalance between their work environment and personal life. The nursing profession alone can be very demanding and due
Nurses are stressed further by inconvenient working hours like extensive working hours, weekend work, evening and night-time work, insufficient breaks during working shift, and even having to take on two jobs in order to make reasonable pay. Stress experienced in the field of nursing is on the increase even though work-related strain in other fields is
Good critical nurses possess the critical thinking ability to handle emergency situations and equipment but also are compassionate, helping patients and family members through stressful circumstances (Kirpal, 2004). It can be difficult for HR professionals and health care managers to screen potential critical nurse candidates that encompass both critical thinking and empathy characteristics. In addition, many experienced critical care nurses experience burn out from dealing with multiple previous stressful patient encounters and long hours, causing them to leave the nursing profession (Kirpal, 2004). Moreover, to increase efficiency many hospitals expect their nurses to float to other departments to help fill temporary staffing shortages—increasing the stress levels of nurses to learn new skills in unfamiliar environments in short periods of time (Kirpal, 2004). As previously mentioned, younger individuals are not choosing to become nurses, creating an age disparity among nurses in many hospitals (Kirpal, 2004).
The “No Pass Zone” means that if a nurse, nurse assistant, or health care staff see a call light going off they cannot ignore it and must see what the patient needs. However, if the care staff is unable to fulfill this request on their own they must alert the appropriate staff. The impact this goal had on patient outcomes was that it improved patient satisfaction and was even showing a reduction in patient falls. Often, most patients calls are for beeping IV pumps or needing to use the restroom. In addition, patient satisfaction surveys are another example of quality improvement.
A nurse must be able to perform activities like moving a patient, lifting heavy equipment, being on their feet for much of their shift, etc. The nursing profession can be very taxing on a person’s body and society as a whole is seeing the effects of this. Older nurses who have been in the field for a long time are no longer able to perform these tasks and it is causing them to change their area of expertise, or even leave their profession entirely. This has negatively impacted effective health care delivery and proper patient-centered care because these nurses are not able to effectively help their patients. Research shows that there are a large amount of nurses that are near or at the retirement age.
The hiring of reliable and consistent staff can reduce the turnover rates and increase the chances of consistency in staff. Therefore, requiring staff to maintain permanent positions can create familiarity among the doctors, nurses, and inmates. Also, being familiar with the inmate’s medical history, exposures, and risk factors can reduce mishaps and confusion. As warden, in my opinion, this may increase the efficiency of nurses and physicians on staff by requiring them to adhere to specific
This occurs when nurses provide care to more than the assigned patients, thus increasing patient workload. It affects the patient’s quality of care, increasing the risk for NSOs and other patient complications. Not only are patient outcomes affected, but nurses are experiencing increased burnout and fatigue. A safe nurse is necessary when providing care to ensure a safe and stable patient outcome. These concerns can be preventable by implementing and assigning the necessary tools to minimize effects on nurses and patient
Secondly, many of the employees in the hospitals have fixed job status for a very long time and when there is no scope for any growth, they get frustrated and it is seen in their performance and when they get any offer from other organization even for the same position with higher salary they tend to move out of the organization. Thirdly, I believe that flexibility is very important today with the employees, because if the working hours are not flexible, they tend to either do not prefer working here or when they get the opportunity they move out. So if wee summarize, in my experience I believe that wages, growth and flexibility are the main reasons that cause turnover in the