Nursing Rewards

Nursing Rewards and Challenge With Solutions Commonly Experienced Within the Profession
Nursing is one of the most trusted professions in the United States. Given the task to care for the sick. Having a career in nursing leaves you with a mental satisfaction knowing you make a difference in somebody life on the daily basis. With such high standards, nurses like any other profession have rewards and challenges. Nurses have the ability to enjoy broad career opportunities, flexibility, and support for career development. The nurse profession is currently facing a problem with recruitment and retention of an adequate number of Registered Nurses staying at their place of employment.
Rewards
There are multiple career paths for nursing. Making

The nurse profession is reducing this dilemma by implementing programs called New Graduate Registered Nurses to Transition to Practice programs also know as Nurse Residencies (Huston, 2014). These programs support career development by expanding clinical experience. “This theme consists only of the advantages of a structured and fair clinical rotation enabling new graduates to experience a greater range of clinical settings within the hospital to facilitate rational personal decisions about specialty preferences” (Cleary, Horsfall, Muthulakshmi, Happell, & Hunt 2013, p. 2609). It is a reward to have hospitals willing to initially train you for on average of twelve months. This incorporates more confidence in the novice nurse in taking their first job knowing you will be eased onto to the floor, while possibly experiencing different specialties, instead of just thrown out there. With the help of support systems that include seasoned nurses prepared for roles as preceptors, coaches, and mentors to guide you through the

Recruitment and retention of an adequate amount number of Registered Nurses is a continuous challenge. “To prevent the departure of new graduates RNs from the profession, it is becoming increasingly important for health departments to deal assertively and constructively with training, recruitment, retention and the prevention of disillusionment” (Cleary et al., 2013, p. 2606). To combat this issue, there has been an increase in nurse residencies programs to bridge the gap between classrooms to practice while simultaneously improving retention in the workplace. According to Hudson (2014), turnover rates in facilities that offer programs are often lower than in facilities that do not offer these programs. By not offering these programs results in decreased expenses to recruit and hire. “Stresses associated with the 1st year of employment concerns about patient care, and feeling unsupported in their new roles often lead to high turnover rates in new graduates who are more likely than experienced nurses to resign within their first year of employment” (Hudson, 2014, p. 159). This results in a lost in the investment made in the high cost of onboarding a new graduate by the hospital when premature turnover occurs. According to Hudson (2014), leaving within two years of being hired does not allow an successful return on investment. Another solution to minimize retention of Registered Nurses is to employ more