Summary: Improving Nurse Retention

As the nursing shortage is a growing factor, it is imperative that managers and leaders implement strategies to improve nurse recruitment and retention. Stated by the United States Department of Health and Human Services, 2002 there will be an estimated shortage of almost 4.3 million doctors, midwives, nurses and support workers globally. It is estimated that the nursing shortage will reach 1 million by the year 2020. (United States Department of Health and Human Services, 2002). At this time health care facilities are experiencing difficultly retaining nursing staff. Organizational characteristics highly valued as supportive to nurses is crucial of nurse retention and nurse satisfaction. (Flood, Scott, 1987; Shortell et al., 1994) Good communication,

Research suggests that administrative intervention aimed at improving the quality of the practice environment, have more effect on staff retention and maintenance of adequate staffing levels (Hayes et al., 2006). A western Australian study (Naude & McCabe 2005) identified factors that motivated the nurse to remain at the hospital. These factors included: supportive/friendly staff, supportive/friendly management, good physical environment and job satisfaction (Twigg & McCullough, 2014).

Nurse leaders and managers play a significant role in developing positive practice environments. Professional development and support of these key people is vital component of a retention strategy. Creating positive practice environments is therefore and important strategy available to executives and nurse leaders to enhance nurse retention. However, there is less evidence to support which strategies aimed at enhancing the practice environment are most effective. (Twigg & McCullough,

Motivation is accomplishing things through the efforts of others. It is important for the manager to keep his team motivated to achieve desired results (Kumar & Deshmukh, 2014).

A study by Jishi, 2009 showed that 48% of the nurses are motivated and around 52% are not motivated to work. Managers cannot directly motivate the nurses but they can provide a work environment that promotes nurses’ motivation. An environment is needed where individual can achieve personal goals by achieving the management goals. It requires nurses to be ambitious, responsible and proud of being a nurse and employing institution. The nurse should take initiative to bring change and demonstrate individual abilities (Pirani, 2013).

According to Maslow a person works to satisfy his needs which he described as a hierarchy. The first basic need is physiological need, which is essential for survival. Once the first need is met the next need is worked on Safety /security, Followed by social needs. Once these lower needs were achieved one worked for higher order of needs like self-esteem and self-actualization (Maslow, 1943.)Using the Maslow’s hierarchy of needs to motivate staff in the workplace will increase job