This can be attributed to increase demands on nurses to produce more because there overworked coworkers have increased use of sick leave related to burnout. Patients and family members are beginning to realize the inadequate quality of health care services administered as the nurse is often very tired as the nurse to patient ratio surpassed safe patient care levels. The supply curve emphasizes change, allowing the health care industry to focus on a range of solutions indication how they will fix the shortage as the demand increases (Getzen, 2007). “The major factors and trends behind the growth in RN demand include: population growth, aging of the population, increased per capita demand for health care, and trends in health care financing,” (Bureau of Health Professions, 2004,
The shortage was further worsened after the Second World War. Currently, America experiences an acute shortage of nurses within the healthcare facilities. The shortage is caused by different factors that include aging workforce, reduction in number of graduates from nursing schools, poor remuneration and other job working conditions making nurses to look for other better paying jobs in other service sectors like insurance or private practice nursing. This paper discusses ways of reducing nursing shortage in America and focuses mainly on three key issues of reducing the shortage. The issues are financial assistance programs for nursing students, creating a retention environment and strengthening the infrastructure.
Frontline Caregivers: An Analysis of Turnover and Retention Frontline Caregivers: An Analysis of Turnover and Retention Introduction The turnover of employees in an organization is an inevitable event. However, the rate at which it occurs is a very critical trend that management should monitor closely. In the case of healthcare providers, the stability of their frontline caregivers contributes tremendously to the success or failure of the organization. For some time now, the rate of attrition has been high amongst nurses and certified nurses’ assistants. The high cost of replacing qualified nurses and certified nursing assistants should be a wakeup call for healthcare organizations to implement effective retention strategies.
Policy Priority: Safe Staffing for Nurses Stephanie Minervini Chamberlain College of Nursing NR506: Health Care Policy July 2013 Introduction Inadequate staffing is becoming an increasing concern for not only nurses but the public as well. Research has found a strong connection between low nurse staffing and higher rates of patient complications. A study from the New England Journal of medicine determined that patient mortality was significantly related to nurse staffing levels. Staffing the right number of nurses with the right knowledge and skill base to meet the needs of patients is essential to achieving optimal nursing outcomes. Sources that can help us plan staffing models or determine appropriate nurse-to-patient ratios include standards defined by professional nursing organizations and regulatory agencies, and benchmarks from the American Nurses Association’s National Database of Nursing Quality Indicators.
A third contributing factor is very interrelated to nursing education is that nursing education has shifted from hospital-based diploma programs to university and college programs. This shift created the need for hospitals to increase the percentage of paid nursing staff to keep up with the demand of related to the void of care provided by nursing students (Fox & Abrahamson, 2009). A fourth factor contributing to the current nursing shortage is the economic stress that nursing turnover creates in the healthcare setting. The nursing profession can be stressful mentally, physically, and emotionally creating an argument that nurses are not adequately compensated for their working environment. With other less stressful professional occupations available to a profession that is primarily female individuals are leaving the profession (Fox & Abrahamson, 2009).
Training and Development Welcome Knox HCS 341 March 17, 2014 Dr. Rita Fields Training and Development My paper will be about training and development in healthcare and why it is vital to have. I will also discuss the importance of measuring employee’s competencies and the process of tracking and evaluating training effectiveness. Training and development occurs in almost every company today. Both are very important to any business that wants to succeed. It is more vital to health care because we are dealing with people’s lives.
Delegation in Nursing & Health-Care Practice Nursing and health-care have experienced significant changes in the last decade. With an increasing demand for nursing staff, in combination with cost reductions, “if you want to get the job done, you have to do it yourself” cliché is slowly being weaned out. The “ability to delegate work, responsibility and authority [has become] essential for a productive staff development” as well as ensuring optimal patient care (Jones, 1996). According to the College of Nurses of Ontario (CNO) (2013), “delegation is a formal process through which a regulated health professional (delegator) who has the authority and competence to perform a procedure under one of the controlled acts delegates the performance of that procedure to another individual (delegate)” (p. 6). In nursing, it allows a nurse to instruct a competent co-worker or health-care member to perform specific duties in his or her place.
Essentially, if nursing performs at the peak of their training and education we can greatly impact in every area the goals of the IOM report. Strong leadership as reported by the IOM is critical to the success of a rapidly changing healthcare system. Nurses at the entry level of their career may not aspire to be leaders, but quickly realize an expanded role, which includes a partnership with the entire medical team. (IOM, 2010, pg.
With baby boomers reaching retirement age they will need health care services which only increases the demand for nurses. These issues conflict as some nurses are baby boomers
Indeed, it will be argued that gender inequalities have significant negative implications for the health of women around the world, including physical health and wellness issues, as well as mental health issues. Finally, the paper will conclude with a commentary and discussion of gender inequalities and their health impacts as reflections of patriarchal values within society. What Do We Know? Over the last several decades, there has been a major increase in the number of women obtaining paid employment (O'Campo, Eaton, & Muntaner, 2004, p. 585). Indeed, it has been argued that this increased participation in the labour market, as well as an increased awareness of issues of inequality between men and women, have changed gender relations (Scott, Crompton, & Lyonette, 2010, p. 1).