Nursing Shortage And Nurse Turnover |

Nursing Shortage and Nurse Turnover

Nursing Shortage and Nurse Turnover
Nursing shortage refers to a situation where demand for nursing professionals, such as
registered nurses(RN), exceeds the supply either locally, nationally, or globally (O'Grady, 2014).
This could be as a result of when the nurse-to-patient ratio, the nurse to population ratio, or the
number of job openings necessitates a higher number of nurses working in a health center than
currently available. Nurse turnover is defined as a job move, leaving the organization or leaving
the nursing professional entirely (O’Brian-Pallas et al., 2006).
The nursing shortage main contribution has been the increased number of retiring
registered nurses that are higher than individuals joining the nursing profession from colleges.
The rising population of aging people in need of nursing care among other medical services also
contributes to the nursing shortage. Nurses below thirty years of age are few as shown by Huber
(2010). According to him, between 1980 and 2004, the percentage of registered nurses below the
age of 30 drastically dropped from 25% to 8%.
The major issue affecting the nurses in their duty of providing care to patients is nursing
turnover and shortage. The shortage of nurses results in decreased access to care decreased job
satisfaction and increased rate of turnover. This paper shows what managers and nursing leaders
are expected to do to deal with this problem. The rationales of these expectations are derived
from the principles, theories roles, and skills of leaders’ versus managers.
Comparison and contrast of nursing leaders versus managers
Roles of nurse leaders
Nurse leaders’ main role is to provide a positive environment and the existence of a
desirable workplace (Feldman, 2013). This ensures that nursing practice is provided in an
efficient, effective and safe manner. They are also responsible for taking care of the human
capital or the employees. This has a major impact on nurse job retention and satisfaction.
The task of fostering the culture of commitment in the organization to increase the
retention of licensed nurses also rests on the hands of leaders. Leaders have to focus on strategies
that address factors under the control of the employer that impact on nurse retention and those
that focus on the nurse-shortage. This entails activities like ensuring adequate resources and
staffing. The leaders must empower nurses through orientation, collaborative governance
opportunities, mentorship and staff development.
The way leaders behave towards staff as well as the way they value the input of the staff
members have a direct impact on staff retention. The relationship between the staff and their
leaders is a vital aspect that determines whether they can remain to be part of the health
organization or not. Nurse leaders have an impact on staff turnover since they are the ones who
provide support and direction. Recognition, communication, and autonomy are essential
interventions that leaders can implement to retain nurses.
Roles of nurse managers
Nurse managers, on the other hand, have a role in retaining employees. This can be
achieved by offering meaningful feedback, recognition and a chance to feel that their work is
valuable and valued. Managers are required to build the intrinsic motivation of nurses. It is also
the responsibility of the managers to communicate the organizational culture of respecting and
valuing the nursing caregivers.
It is essential for nurse managers to provide relocation coverage and bonuses to the staffs
willing to relocate in order to deal with the high rate of shortage among nurses. More than a third
of staffs in nursing professionals are more than fifty years of age. This relates to the average age
expected of a nurse to work the full-time job of 49 years. Nurse managers have the challenges to
restrict their models of patient care services by ensuring that they provide the necessary support
for older nursing staff in their practice since nursing is a physically demanding job.
They also need to develop new technologies that translate into effective practice within
the nursing profession. Managers can help elderly nurses by providing them with the flexibility
of their schedules, sabbaticals time off duty. Managers should ensure high and positive
performance and be responsible in formulating human resource policies that touch on benefits
and wages and issues on flexibility and soft skills. The policies have to focus on aspects like
career ladders and training, realistic job reviews and scheduling among others. Motivational care
practices and work organization also need to be provided to staffs.
The nurse managers also have to be responsible for the daily operations of organizations.
This is perceived as the glue that holds the hospital together. They are held accountable for all
the management aspects of a health care facility. The behaviors of managers promote a positive
attitude and perception towards the organization thereby enhancing their commitments,
satisfaction and intent to stay.
Nurse Managers play a vital role in increasing job satisfaction and work stress reduction. They
need to define roles, maintain a positive working environment and provide support to nurses.
An approach that suits my leadership style
Transformational leadership best fits my personal and professional philosophy of nursing.
It is concerned with promoting a high level performance in the work environment. This approach
ensures that there are few disruptions in a wide range of circumstances. It allows for teamwork
thereby enabling individual staffs to explore their innovativeness at work.
In this model, it will be possible to empower members of a team to be leaders of various
issues of a project according to the level of their skills and competence. This will see to it that
nurses develop their individual leadership skills and enable me to identify conflicts and barriers
at any moment they a leader is possible to remain part of the team through spearheading
in a vision creation and sharing work.
This approach will enable me to instill respect and faith, treat employees as unique and
value individuals and benefit from their innovativeness in solving problems. It will also enable
me practice ethical principles and transmit values to team players and at the same time provide
them with a challenging goal while communicating future vision.
Exploring the current nursing shortage and turnover is important because many factors
contribute to the reason why the developing and the developed countries are facing this problem
today. Nurse leaders as well as managers play a pivotal role in reducing shortage of nursing and
nurse turnover.
A clear difference clearly exists between leadership and management in the health care facility.
Nurse Managers concern themselves with control, organizing and planning while leaders
communicate a vision, motivate, empower and inspire nurses so as to create the needed changes
in the organization.
Feldman, H. R. (2013). The nursing shortage : strategies for recruitment and retention in clinical practice
and education. New York: Springer Pub.
O'Grady, T. P. (2014). The nursing shortage. Chicago: American Nurses' Association.

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