care for the patients they way they were taught they should. All of this can contribute to high turnover rates in nursing. This paper will discuss the ways leaders/managers can address the problem, the approach that I would personally prefer, and a possible funding source to address this issue.
As Huber (2014) notes, there are many differences between the concept of leadership and the concept of management in health care. For the problem of nursing turnover, both leadership and management skills are required. Leadership focuses on interpersonal relationships, motivation, inspiration, vision, and effecting a real change within the organization by forging a new path and getting everyone… Continue Reading...
workplace, which could in effect lead to harm for a patient and high turnover rate for the health care organization, both of which would lead to more costs in the long run for the facility. Even though I feared potential blowback from the nurse manage making the schedules, I knew that I had to take a stand and speak out to the administration because the nurse manager in our department was not listening to us and was not correcting the situation even after we brought it to her attention over the course of several weeks. She continued to under-staff the shifts and… Continue Reading...
demands. Causes of the nursing shortage include poor working conditions leading to high turnover rates, insufficient nursing education programs, and lack of incentives for nurses to work in areas of critical concern. Effects of the nursing shortage include further staff shortages due to high stress environments and poor patient care—including higher rates of mortality and morbidity. Nursing shortages have affected almost every region of the world, and may become worse unless concerted efforts are made to remedy the problem.
Introduction
Even the most advanced healthcare systems in the world are short on nursing staff. As a result, existing nurses are working longer… Continue Reading...
system and the adoption of additional strategies to bring down overtime hours. It should be noted that a high turnover rate could be a huge recurring expense. It is for this reason that specific measures ought to be taken so as to enhance retention. Implementing a nurse self-scheduling system would be a welcome move in this direction. Absenteeism associated costs are a key expense that would be sufficiently addressed via the adoption of such a system. To determine and highlight the prevailing labor costs vis-à-vis the desired labor cost levels, the report suggests a method of estimating the annual cost of running the Burn-Care Unit. The method takes… Continue Reading...
participating in a nurse residency program.” According to Huston (2013), low job satisfaction has been cited as one of the contributors to a high turnover rate among new graduate nurses. Thus, there is a need for a transition setup such as the graduate residency programs to enable new operating room nurses to transition effectively. McDonald and Smith (2012) are of the opinion that nurse residency programs are effective evidence-based graduate nurse retention interventions. In the words of the authors, studies have clearly indicated that “turnover rates among new graduate nurses could be decreased and job satisfaction could be increased by implementing a residency program” (McDonald and Smith, 2012, p. E19).
Sadler (2018) is… Continue Reading...
