Retention In Nursing

The nursing situation at Renfrey Memorial Hospital is unsustainable and in dire need of correction on several levels and for several reasons. The primary problem facing this institution is the same problem faced by medical institutions throughout the nation and indeed much of the world: many nurses are nearing retirement age, and the nursing profession is no longer the draw for younger college students and potential applicants that it once was. Because of this general underlying problem, Renfrey memorial hospital has been confronted with a series of practice and financial problems that only promise to grow worse as more nurses employed at the hospital age and retire. Increasing physical and emotional stress as the result of reduced numbers of nursing staff are increasing the motivation to leave Renfrey for many nurses, and in the past few years what has been described as an "exodus" has occurred in the hospital's nursing staff. This has required the hospital to obtain the services of nurses from a temporary nursing pool operated by a nearby agency, which of course leads to issues with the quality and the cost of nursing care.

Nursing has greatly changed throughout the years and many aspects. The nursing profession has had to overcome obstacles pertaining to public perception, education, and different issues within the field. These three aspects have been the most influential on the profession because they have all helped evolve and shape the profession and image. A negative image does not persuade others to join the occupation, view it positively, or treat nurses with respect. Conversely, a positive image has proven to influence the profession strongly with incentives to join and to be viewed respectively. A Hisory of American Nursing, Trends and Eras by Deborah Judd and Kathleen Sitzman further elaborate on the influential trends which shaped nursing image in the past and present.

Consequently, in hospitals, childlike decorations by nurses can cause a look of inferiority to the other healthcare professions. The use of juvenile images in nursing organizations takes away the professional massage and status that is trying to be broadcasted. For example, the American Heart Association deals with serious cardiac issues, but their logo is a cut out of childish dolls

Hospitals and other healthcare facilities invest time and money when searching for qualified nursing personnel. This time-consuming and costly process involves position advertisement, candidate search, interview and hiring procedures, and training. The investment of hiring a new nurse exceeds that of maintaining current nurses employed. Nurse retention correlates to continued hands-on practice and improvement of clinical techniques; thus, benefiting patient care. Cabral et al. (2016) note that although finances and staffing may decrease in the future healthcare environment, providing compassionate stability and support to nurses, as it is given to patients, creates a culture of caring and fosters retention. Hopefully, effective training of

There are many challenges facing today’s nursing leaders and managers. From staffing and scheduling, to budget cuts and reduced reimbursements, today’s nursing leaders must evolve to meet the ever changing health care environment. Constance Schmidt, Chief Nursing Officer at Cheyenne Regional Medical Center (CRMC), identified retaining experienced registered nurses (RN) as one of the biggest problems she faces as a nursing leader. She went on to state “Nationally, most hospitals have more than 60% of their nurses with at least 5 years of experience. At CRMC, it’s the reverse. We have more than 60% of our nurses with less than 5 years of experience” (personal communication, March 28, 2014). The two largest factors affecting those numbers are the nursing shortage and nursing retention. The first, the nursing shortage, was identified years ago and has been researched countless times. Some projections indicate the number representing the gap between available registered nurses, and the positions needing to be filled, could be over a million before the end of the current decade. The latter, retention of nurses, is a problem in every health care facility in the nation. Nursing turnover results in both a significant financial cost to hospitals, and a significant impact on the community through its effects on patient outcome.

When faced with the task of finding long term care for a loved one, what is of utmost importance when finding facilities in your area? Is it the amenities? The resources offered? Or the staff members that provide some of the most intimate cares to your loved one? While it might not be the first thing that comes to mind, the nursing staff in long term care facilities create the atmosphere for those who live in it. In fact, the increased turnover rates in long term care facilities has been shown to have a negative impact on the care that your loved one receives. These turnover rates “increase catheter use, restraint use, disruptions in the continuity of care, the probability of medical errors, the risk of developing contractures and pressure

According to Huber, (2010) nursing shortage is defined as the occurrence where the demand (the number of nurses a company is willing to employ) is greater than the available supple of nurses willing to work at the proposed rate of pay. This definition goes beyond the word understaffing because it can be caused by several factors. These include but are not limited to less than desirable working conditions or tight budgeting in an attempt to cut costs. Turnover is defined as the cessation of employment or membership in an organization. Research on nursing shortage and turnover indicate that the basis of the problem correlates to low wages, the nature of work, poor working conditions and

The U.S. nursing shortage had been a serious issue for quite sometime now and continues to escalate. As the nursing workforce continues to age, nurses leave the profession faster than they can be replaced and the crisis continues to grow. Nurses are leaving for different reasons. What is being done to solve the nursing shortage here in the United States? Nursing recruitment and retention is one of many solutions that can alleviate this problem.

The nursing shortage in healthcare has been a highlighted issue for many years. With the ever-growing health care system, hospitals and healthcare facilities often find themselves searching for ways to acquire new nurses and retain their very own. Throughout the years, the number one solution to this problem remains the same: decreasing nurse turnover, and increasing nurse retention. This paper discusses the causes of high nurse turnover rate, the negative effects on health care, and ways to improve the turnover rate.

In the healthcare field, nursing leaders and managers face consistent issues in their respective practices that force them to alter the way they work and the way they think. In taking on a role as a leader within the field, nursing leaders and managers also take on the role of ensuring that work within an organization runs smoothly regardless of new issues that may arise in the healthcare arena. For instance, in today's healthcare environment, the issues of nurse shortage and nurse turnover have the capacity to alter the healthcare field and many of its respective branches and organizations should these problems not be managed properly by the leaders in the field. In viewing the issue at hand and in discovering how nursing leaders and managers are expected to act, and do act, in order to approach this issues, along with pinpointing the best approach possible to aid this issue, one can better understand which leadership styles are necessary for leaders to function.

As the expectancy of life increases and aging of Baby Boomers, the need for health care grows, nevertheless, there is projection U.S to experience shortage of nurses. Therefore, it is imperative for organizations to identify the causes of nursing high turn-over rates and come up with critical methods to retain nurses within organizations. According to the American Association of Colleges of Nursing (AACN), by the year 2022, 3.24 million jobs will be created. Retaining existing nursing staff has become a challenging piece of healthcare as the demand for client care has progressively grow and prospective replacement nurses covers nearly 1% of the workforce (AACN, 2016). In this situation, good leadership skills by Nurse Managers is needed

The researcher believes that by conducting this study it could provide information on the determinants of nurses’ retention in the current hospital particularly on the job burnout, human resource practices and organizational commitments. This research study will be the significant attempt in promoting conducive working environment that will increase the retention of nurses’. The researcher also believes that by acknowledging the nurses’ requirements and the benefits of retaining them will assist the organization to maintain their competitive advantages in delivering the best healthcare services. The research findings will allow the researcher to provide a recommendation on how to retain the nurses’ based on the right issues and problems.

Nursing retention is a major issue within the healthcare organization and has been acknowledged internationally. With nurses comprising the largest healthcare professional group, hospital organizations depend on a viable nursing workforce to provide high quality care. According to World Health Organization statistics (2006), there is a shortage of 4.3 million healthcare workers including doctors, midwives, nurses and ancillary staff worldwide (Twigg & McCullough, 2014). This number is expected to increase by 20 percent in the next two decades with projected shortages of 285,000 nurses by 2020 and 500,000 nurses by 2025 (Spence Laschinger et al., 2009; Twigg & McCullough, 2014). As a result of the

New waves of reform made by politicians are leading to change of the health care landscape. Overworked physicians and underserved rural areas have received national attention. The federal government is now aiding this issue by providing incentives to health care professionals for shortage prevention, as proposed in The Patient Protection and Affordable Care Act of 2010. The amount of nurses leaving the bedside to pursue higher degrees is increasing and the nursing shortage easement has made it possible. “The

The ongoing instability evidenced from the high mobility of qualified nurses in the nursing workforce has raised many questions about the issue of nursing shortage and nurse turnover (Gates & Jones, 2007). The paper below discusses the issues of nursing shortage and nurse turnover. The paper also describes how leaders as well as managers in the nursing fraternity and other leaders can resolve those problems effectively and the different applicable principles, skills, roles of the leader, and theories of leadership and management.