Nurse Shortage Research Paper

Current Issues: Nursing Shortage
Give the various number of important roles nurses play in healthcare, strategies must be implemented to assure that there are an adequate number of nurses to care for our ever-growing population. For example, in addition to caring for hospitalized patients every day, nurses at Ridgeview Medical Center (RMC) work in information technology to build and maintain the electronic health record, provide discharge planning/case management, coordinate patient care, lead healthcare teams, manage hospice patients, provide homecare, administer high-risk, life-saving medications such as chemotherapy, service as primary care nurse practitioners, and the list goes on.
Throughout history, the United States (US) has experienced

several nurse shortages, due to various causes. For example, during the twentieth century, the nurse shortages were primarily demand driven due to more technologically complex care, a reduction in the number of hours nurses were allowed to work, and increased utilization of registered nurses (Penn Nursing, n.d.). Additionally, during times of war, many nurses are needed to serve in the armed forces, causing a nurse shortage in the civilian population (Penn Nursing, n.d.). Currently, according to the US Health Resources and Services Administration (HSRA), the US is expected to experience a shortage in Registered Nurses (RNs) through 2024 as the baby boomer generation continues to age (American Association of Colleges of Nursing, 2017). In fact, the nursing workforce is projected to grow 16% from 2.7 million in 2014 to 3.2 million in 2024 (American Association of Colleges of Nursing, 2017). Lastly, in 2010 the Institute of Medicine (IOM), along with the Robert Wood Johnson Foundation (RWJF) released a report titled, The Future of Nursing, that outlined an expanded role for nurses and called for an increase in the proportion of baccalaureate degree nurses to 80% by 2020 (Institute of Medicine of the National Academies, 2010).
For the purpose of this assignment, the potential impacts the nurse shortage can have on a health care organization (HCO) will be explored. Additionally, potential to the nurse shortage will be provided.
Organizational Impact
Nurse shortages can have many negative impacts on a HCO from patient and staff satisfaction to nurse retention and recruitment. For example, in a study conducted by (Clark, Leddy, Drain, and Kaldenberg (2007), they found a positive correlation between the number of nurses at a HCO and patient satisfaction. Furthermore, RNs who work in nursing departments that are experiencing a nurse staffing shortage, report increased dissatisfaction, stress, and burnout (Toh, Ang, & K., 2012).
Solutions
Given the occurrence of nurse shortages throughout history, there is much to be learned about how to efficiently and effectively address these shortages.

Historically, in times of nurse shortages, the government as stepped in and provided small amounts of money to subsidize nurse education (Penn Nursing, n.d.). Moreover, the use of licensed practical nurses (LPNs) and nurses’ aides (NAs) has been heavily relied on as they are able to complete required education faster and support RNs during times of critical need, such as during war time (Penn Nursing, n.d.). Given the need for RNs to fill many roles in healthcare today and the medical complexity of patient care, LPNs and NAs are likely not the answer to address our current nurse shortage. Rather, the US should put effort into addressing the nursing shortage by promoting a career in nursing, enlarging the student body, increasing compensation, and encouraging professional growth (Penn Nursing, n.d.). For example, many HCOs place high focus on staff education and transition programs in an effort to encourage RNs to develop their careers and continue to work within a healthcare system (Gooch, 2016). A health system in North Carolina, offers financial incentives such as sign-on bonuses, referral bonuses, and scholarship programs (Gooch, 2016). Additionally, many HCOs are offering tuition reimbursement in exchange of a work commitment, partnering with schools of nursing, and providing flexible nurse work schedules

(American Association of Colleges of Nursing, 2017).
Conclusion
In summary, the US is once again experiencing a nurse shortage that must be addressed. With the aging baby boomers, this shortage is expected to continue well in to the twenty-first century. As such, is it critical that HCOs are proactive and respond to the nurse shortage with strategies that have been proven throughout history as well as new strategies that encourage recruitment and retention. For example, at RMC, nurses are paid bonuses for picking up extra shifts, compensation analyses are performed a minimum of annually to ensure equitable wages, tuition reimbursement is provided in exchange for a work commitment, and new graduate nurses are hired and allowed to transition to increasing clinically complex units as they gain experience. Like RMC, all HCOs must continue to see the value and importance of their nurses and take action to proactively address nurse shortages. In conclusion and in the words of an anonymous author, “You don’t build a house without its foundation. You don’t build a hospital without its nurses” (Nurse Labs, 2014).