clinical sites, clinical preceptors, classrooms, and funds. Also, more nurses are retiring because about forty percent of RNs are over the age of 50 years due for retirement (AACN, 2019). About forty thousand nurses left the workforce in 2010, and double of such number is expected to retire this year (AACN, 2019), creating more gab that is difficult to close by the limited number of graduating nursing students. According to AACN (2019), thirteen percent of fresh RNs switched to a new career, and thirty-seven percent indicates the desire to change to a different field. Also, according to Haddad & Toney-Butler (2019), the increase in the use of technology in healthcare, such as electronic medical records, forces some valuable nurses who find it challenging to familiarize themselves with the use of technology to exit nursing profession before retirement age. The Impact of Nursing Shortage in my Organization The shortage of nurses affects my workplace in many ways, which imposes many stressors on the available nurses, including tight schedules, increased workload, unstructured job responsibilities, and mandatory holds, all of which lead to nurse burnout. The above stressors resulted in an increase in nurse turnover rate in my organization. To an extent, the CNO and the 3
nurse managers have to work on the floor. The expected number of full-time nurses needed to sufficiently serve at my practice setting in realizing a proportionate staff-to-patient ratio is thirty- six staff nurses and nine nurse managers as revealed by the staffing personnel. Following the hospital staffing grid, two staff nurses cover a unit for each shift, twelve staff nurses for the six units in the hospital per shift given a total of thirty-six nurses to cover three shifts for the six units. Although staffing is getting better at this time, yet, only sixteen full-time staff nurses and four part-time staff nurses are currently available, while six as needed staff nurses (PRN)are part of the team. The nine nurse managers available to manage the six units are assigned to work on the floor when a nurse calls out or on occasions when PRN nurses are unable to pick up a shift. Work-overload and overtime cause the nurses to experience burnout, which compromises patients’ safety. Besides, exhaustion causes an increase in nurse turnover rate while, in the long- run will costs the organization more in overtime reimbursement. Article Summary I: The Nurse Leader’s Pivotal Role in Retaining Millennial Nurses Ulep (2018) discussed that patient acuity is increasing due to the increasing current life span of people that attracts chronic diseases, which requires an increased number of experienced nurses to meet up with this healthcare complexity. However, the shortage of nurses due to a higher number of nurses that are retiring and more nurses verbalizing quitting the nursing profession for another job makes it difficult for the present healthcare challenges to be resolved effectively. Ulep (2018) wrote that the solution to the nursing shortage is for the leaders in health care organizations to devise means of nurse retention strategies. According to Ulep (2018), the
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- Summer '16
- Elvira Phelps
- Nursing, American Nurses Credentialing center, American Association of Colleges of Nursing, AACN, Shortage of Nurses