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Nursing shortage and nurse turnover
The importance of the nursing profession
The importance of the nursing profession
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There are different professions that are important to be present for benefit of community as well individuals. As one of this important professions is nursing profession via which the health of the community can be promoted by spreading health awareness about certain diseases that being common in certain communities in addition to help individuals to be recovered from different illnesses. As nurses whose working in hospitals are characterized by a high level of knowledge and practices which this could give them the power to participate in improving health of the community and help patients. However, in nursing profession there are different difficulties that might face nurses through daily work which sometimes make them unsatisfied with …show more content…
So this can affect care quality that provided for clients and patients and it could be costly for the hospitals. Therefore, this paper will focus on nursing turnover within Saudi Arabia via analyzing the underlying causes for this and discussing the strategies that can be used by managers to increase retention. While some concepts will be defined at beginning such as turnover, quality care and staff retention. Then the reasons behind high turnover rates in nursing profession internationally will be examined and particularly with Saudi females within Kingdome. And the relationship between retention and job satisfaction will be discussed in addition to mention leadership theories and models when discussing the managers' strategies to reduce turnover. It is important to know what does turnover means. According to (Mensik 2013) turnover is an replacing act between the employee with another new employee. As there are two types voluntary and involuntary turnover, voluntary turnover is when the employees decide to leave the organization by themselves either due to staff conflict, lack in the opportunity of professional development or …show more content…
On the other hand AbuAlRub and Alghamdi (2012) reported that what makes nurses make a decision of quitting the job is that feeling overloaded by work and this is mainly resulting from low level staffing which basically caused by nursing turnover, as it found from the study that done for 601 of registered nurses that 43% of nurses prefer increased level of staffing over increased scheueling or wages. Because when there is sufficient number of staff nursing, then the tasks of caring the patients will be divided equally among the staff which make the staff more satisfy with work and there will be better care quality provided for patients. As Alonazi (2013) suggested that satisfaction of staff is needed to maintain staffing retention which help in avoiding turnover and it is essential to keep the patients' safety, whereas Huston (2013) reported in his study that when the job meet the needs of nurses and they being satisfy this will not just be beneficial for the patient but also for the organization which it will lead to cost saving. As study that done by Huston (2013) on how retention of just one nurse makes sense in saving cost, he suggested a ratio that when one nurse handle four patients this will save each organization of health care $60,000 a year, so keep utilizing of this ration for only one nurse results in save every year $140,000. So,
middle of paper ... ... qualified nurses diminishes. Based on this study, administrators should recruit nurses who understand that health care is at its best when health care professionals work collaboratively as members of a team, committed to providing the best possible patient care. References Aiken, L.H., Clarke, S.P, Sloane, D.M., Sochalski, J., & Silber, J.H. (2000). Hospital nurse staffing and patient mortality, nurse burnout, and job dissatisfaction.
It can cost hospitals more than $12,000 to replace a nurse (Purcell et al., 2011). Additionally, nurse burnout can affect patient satisfaction levels. A nurse’s level of burnout, which can affect patient satisfaction, is correlated to their desire to quit their job. Patients who were cared for by nurses with low levels of burnout received the highest gratification evaluations (Brooks et al., 2010). When nurses are exhausted and plan to quit their current job, patient’s satisfaction levels decrease (Brooks et al., 2010)....
It also proves that there should some retaining accountability in quality of care to individuals receiving healthcare. Aim is team work , planning, implementation , progress measuring of health care consumer within the organization.Promots continuous ongoing education of all healthcare providers.ANA provides some leadership qualities as nurses can act as a mentor to other colleagues for the improvement of nursing as a profession and quality of care. In leadership important personal qualities are communication and ability to resolve conflicts. So treat others with full of respect ,dignity and trust. Should consider the effectiveness of communication and ways to improve autonomy and accountability of nurses. Work under the influence of polcies and procedures and involve the patients and profession. Decision making bodies are taking the role for the sake of improve the healthcare outcomes and the professional practice improvement. In public health sectors there should be interprofessional team and that should be advance the nursing practice in interpreting the role for community as a whole. Also nureses can teach other staff members and patients. Pomoting good and healthy working atmosphere between local, national , international communities. Leaders are exhibiting the quality of flexible changing style and creativity according to the situation. They should be energetic in their action and also should accept the mistake by self and others . Other quality is co-ordination of care because in health sectors there is licensed and unlicensed nurses so there should co-ordination among staff members. Work as administrative team. Promote communication among staff members through written messages , publications and presentations. Promote direction to improve the effect of the multidisciplinary or interdisciplinary
In most aspects of life the saying “less is always more” may ring true; however when it comes to providing quality care to patients, less only creates problems which can lead to a decrease in patient’s quality of life as well as nurse’s satisfaction with their jobs. The massive shortage of nurses throughout the United States has gotten attention from some of the most prestigious schools, news media and political leaders. Nurses are being burnt out from their jobs, they are being overworked and overlooked. New nurses are not being properly trained, and old nurses are on their way to retirement. All the while the rate of patient admissions is on the rise. Nurses are reporting lower satisfaction in their job positions and hospital retention rates are at an all-time low, conversely this is affecting all patients’ quality of care. As stated in the article Addressing The Nurse Shortage To Improve The Quality Of Patient Care “According to an Institute of Medicine report, Nurses are the largest group of health care professionals providing direct patient care in hospitals, and the quality of care for hospital patients is strongly linked to the performance of nursing staff”.
However, upon securing a job, they find that things on the ground are not as they had expected them to be and this results in some of them deciding to leave the profession early. Research shows that turnovers within the nursing fraternity target person below the age of 30 (Erickson & Grove, 2011). The high turnover within the nursing fraternity results in a massive nurse shortage. This means that the nurses who decide to stay have to work for many hours resulting in exhaustion. A significant percent of nurses quitting their job sites exhaustion and discouragement as the reason that contributed to their decision. In one of the studies conducted on the issue of nurse turnover, 50% of the nurses leaving the profession argued that they felt saddened and discouraged by what they were unable to do for their patients (Erickson & Grove, 2011). When a nurse witness his/her patients suffering but cannot do anything because of the prevailing conditions he/she feels as if he/she is not realizing the reason that prompted him/her to join the nursing profession. The higher rate of nursing turnover is also affecting the quality of care nurses provide to
Nursing is a profession within health care field. Nursing mainly focuses on personal, families as well as communities care in ensuring they maintain and recover their health (Aiken et al., 647). Nurses can be distinguished from other providers of health care by their training, practice as well as the approach towards patient care. Nursing involves the various diversity of practice with practice scopes and prescriber authority level. Traditionally, nurses provided health care in the supervision of physicians, but currently nurses are being observed as care providers. This paper is aimed at discussing the three main types of nursing, their daily duties, education, certification, salary, as well as job outlook. There are three types of
Since the 1990’s, the interest in nursing and the profession as a whole has decreased dramatically and is still expected to do so over the next 10-15 years according to some researchers. With this nursing shortage, many factors are affected. Organizations have to face challenges of low staffing, higher costs for resources, recruiting and reserving of registered nurses, among liability issues as well. Some of the main issues arising from this nurse shortage are the impact of quality and continuity of care, organizational costs, the effect it has on nursing staff, and etc. However, this not only affects an organization and community, but affects the nurses the same. Nurses are becoming overwhelmed and are questioning the quality of care that each patient deserves. This shortage is not an issue that is to be taken lightly. The repercussions that are faced by both nurses and the organization are critical. Therefore, state funding should be implemented to private hospitals in order to resolve the shortage of nurses. State funds will therefore, relieve the overwhelming burdens on the staff, provide a safe and stress free environment for the patient, and allow appropriate funds needed to keep the facility and organization operational.
One of the problems that faces most health care facilities are being able to recruit and retain their nurses. Nursing shortage and turnover are a complex issue that is affecting healthcare delivery. Nurses form the majority in healthcare and mostly direct caregivers, its deficit poses a dangerous effect on the care of the sick and the disabled. Curbing the nursing shortage and turnover is important for facilities to hire and train their leaders and managers. A good leader or manager should be creative, effective, committed, initiative, motivated, and can handle stress (Huber,
In addition to concerns about the adequacy of the supply of nurses the financial impact of high turnover was startling. According to Jones (2005) Using the updated Nursing Turnover Cost Calculation Methodology, the per RN true cost of nurse turnover is calculated to be 1.2–1.3 times the RN annual salary. That estimate is derived from a retrospective, descriptive study of external RN turnover cost data at an acute care hospital with over 600 beds. The findings indicate that the three highest cost categories were vacancy, orientation and training and newly hired RN productivity. (as cited in Kooker & Kamikawa, C. 2011). For example, At the Queen’s Medical Center, the annual salary of an experienced RN is currently $91,520. Therefore, using the
Nursing entails self- directed and cooperative health care for the society at large in all contexts. It includes the promotion of appropriate practices to enhance health, prevention of diseases,
As the forthcoming nursing shortage threatens the United States, organizations must be knowledgeable in the recruitment and retention of nurses. The challenge facing health care organizations will be to retain sufficient numbers of nurses to provide safe, efficient, quality care to patients. Organizations will look to recruit and attract quality nurses to fill vacancies. As turnover in nursing is a recurring problem, health care organizations will look for strategies to reduce turnover. The rate of turnover for bedside nurses in 2013 ranged from 4.4 to 44.6% (American Nurses Association, 2013). Nurse retention focuses on keeping nurses in the organization and preventing turnover. The purpose of this paper is to discuss the significance of recruitment and retention of nurses, review the literature, and explore how recruitment and retention apply to nursing.
The majority of our society holds the notion that nurses are no more than trained professionals, working for a doctor, who simply provide medical care for the sick and informed. However, what nursing means to me goes deeper than that belief. Nursing is a profession in which individuals are responsible for not only the care of the sick and infirmed but are also responsible for being a support system and an educator, as well as an advocate for the promotion of optimal care. In today’s society, nurses are an important part of any medical facility’s investment. This paper will address the many different aspects of nursing in which nurse’s act as not only caregivers but also act as, counselors and educators.
One of the goals of nursing is to respect the human rights, values and costumes of a patient and his or her family and with the community as a whole. The International Council of Nurses states that nursing practice can be defined generally as a dynamic, caring, helping relationship in which the nurse assists the client to achieve and maintain optimal health. As health care providers, we have some fundamental responsibilities such as to promote health, to prevent illnes...
Registered Nurse turnover is a continuous problem in the nursing profession. Turnover in this context is simply defined as “someone leaving a job” (Kovner, Brewer, Fatehi, & Jun, 2014). Some aspects of nurse turnover can be viewed as positive, however, most circumstances of turnover are seen negatively and can be referred to as functional versus dysfunctional. The difference between the two is a “functional turnover, a poorly functioning employee leaves, as opposed to a dysfunctional turnover, when well-performing employees leave” (“One in Five nurses leave First job within a year,” 2014). The nursing profession’s recommendation for improvement focuses on dysfunctional turnover of Registered Nurses. Nurses choose to leave their jobs to explore
Saying that you are a registered nurse is a broad statement. Registered nursing is a job that has many aspects. Registered nurses work in many different settings and they carry out many different routines. As a registered nurse you could be exposed to many different opportunities. My goal is to be a registered nurse but, I need to learn a lot. Becoming a being a registered nurse requires a lot of hard work and effort but, if I focus on my goal I will be able to achieve it.