Furthermore, Cowin and Hengstberger-Sims believe the workplace expects newly licensed nurses to quickly fulfill their potential as knowledgeable workers, but the health organization remunerates newly licensed nurses at the lowest possible pay scale. These researchers asserted that incongruencies such as high level of stress related to responsibility and high
At the moment, nurses undertake the roles involved beyond bedside. The continued rise in chronic conditions such as hypertension, obesity and diabetes has shifted attention from acute care. One Nursing Forum article observes that nurses continue to adapt to the changing health care even though their education levels remain at minimum as the low number of nurses who pursue higher education levels indicates (Lane & Kohlenberg, 2010). According to the IOM committee, it is necessary to have a higher education level rather than the minimum entry level that one current needs to practice nursing for better management of the needs of the new patient population. One way to meet this need would be to raise the number of nurses having a Bachelor's Degree in Nursing (IOM,
According to the results of the recent recession, the nurses older than 50 years of age had to reenter the healthcare workforce to mentor younger nurses (Cherry & Jacob, 2008). Currently, there is already a nursing shortage observed within the healthcare sector and this tendency starts increasing, so the policymakers need to take some measures to adjust the medical facilities to this coming trend. For now, nursing students should learn to be more responsible and initiative to master essential core competencies. The results of the study conducted by the research university in Sweden determines that the group supervision is one of the most successful methods to monitor student professional growth, as well as management and student personal development (Cherry & Jacob, 2008). However, there are new methods promoting more effective and closer to practice learning methods for nursing.
This will help in increasing the enrollment of more students into nursing. Loan programs with no interest will also be initiated in nursing schools for registered nurses who want to enroll in advanced nursing courses. Addressing the shortage of nurses there can be an increase in wages. This strategy will aid in retention of skilled nurses already in the job, it will also increase recruitment of registered nurses who had intentions of changing their profession. Pelayo (2013) argued, “The loss of experienced faculty members would cripple the educational system if there are not enough nurse educators to replace faculty as they retire.” Nurses will be encouraged to mentor students and involve the younger generation into taking up nursing courses.
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 nursing world with its strengthening economy and employment growth will create a critical shortage for nurses. Practicing registered nurses encounter short staffing in their workplace. It is a concern for nurses in their profession and personal well-being. There are increasing reports on the exploitation of mandatory overtime as a staffing mechanism. An unsafe staffing practice will result in harmful outcomes on patient care, medication errors, and eventually nurses leaving the bedside or the profession.
the current workplace climate is characterized by heavy workloads that may interfere with nurses’ ability to provide a high quality of care and lead to burnout in novice nurses (Cho et al., 2006). Within the first two years of practice, many new graduate nurses leave their jobs as a result of negative working environments (Bowles and Candela, 2005; Kovner et al., 2006). Job satisfaction is a primary factor that influences nurses’ decision to remain with organizations (Lu et al., 2012). In addition, work environments that support professional nursing practice, have been found to enhance nurses’ job satisfaction, increase productivity ,reduce turnover rates and improve the quality of healthcare (Aiken et al., 2014 )nursing leaders play a role
This developmental purpose, is very important to the organization needs as this is developmental, as in developing their employees. Employees who are performing well or not so well a great performance management system will really help keep in order as to who needs what to performance at their
It is often objected by the physician’s organizations because giving autonomy to nurses may threaten their hierarchy. But when more and more nurses with advanced skills are entering into the system, the policy should be re-considered. For instance, with the advancements in the profession, there is an increase in the number of nurse practitioners in primary care. At the same, there is a negative preference for primary care by medical students and residents (IOM, 2013). Combining with the skill advancement programs for nurses, the need of the hour is to re-define the scope of practice for experienced nurses.
Nurses may face challenges in life that may impact their capabilities in providing care to their patients. In this situation, nurses should use their professional judgement and ethical thinking in order to fulfill their responsibilities, efficiently and effectively. Getting your license as LPN will be one of your greatest achievements. Even though the dream has finally come true, there are going to be difficult days. “As new nurses graduate from school and enter the health care industry they encounter many barriers that distract them from caring for their patients” (Johnstone & Mohsen, 2013).
The act of good mentoring can significantly impact the maturation of the nurse’s career and longevity in that position (Grossman & Valiga, 2013). The issue of nurse retention on the forefront of a nursing shortage is a critical issue that nurse leaders must address and manage to ensure the survival of their facility. Leaders must have open and ensure communication to address the questions and assist the staff with the preventable issues of fatigue and dislike for their employment. The high turnover rates with nursing affect the future nurse leaders. The potential nurses were not mentored and nurtured by the senior nurses as in the past leading to decreased job satisfaction and decreased staff
Problem Identification The extent and impact that Staff Shortage has on administration are: balancing quality and safety with efficiency, providing everyone with access to basic medical care, prescription shortage and building and sustaining the workforce needed for the future. According to the Department of Labor staff shortage in the healthcare industry will reach crisis levels within the next decade. It’s time now to reinvent the wheel in healthcare systems. While this is alarming to hospitals, clinics and physician offices they will continue to face difficulties as a result of the shortage. One division that appearances to be most seriously affected is that of home healthcare nursing.