A discussion of the growing shortage of emergency department nurses.
Written in 2008; 3,530 words; 21 sources; APA; $ 99.95
Paper Summary:
This paper focuses on the high turnover rates among emergency department nurses. In particular, it takes a look at leadership and management issues within an emergency department at a community-based hospital in a mid-size US city. The paper points out that the nursing shortage is not simply a problem of supply and demand, but much the result of high attrition rates due to work dissatisfaction, a phenomenon that was almost unheard of in older nursing staff, in spite of the use of incentives to retain workers. The paper suggests that the multi-generational composition of the work force needs to be addressed and that each generation's strengths and weaknesses should be assessed. The paper concludes that, once intergenerational differences and needs are recognized, acknowledged, appreciated and addressed - not only at the managerial level but also in the workplace - increased job satisfaction and increase in ranks may reverse the current trend.
Outline:
Introduction
Literature Review
Causes
Solutions
Reflection
From the Paper:
"From these scenarios, it can be seen that a "culture" that adheres to an unspoken, strict hierarchy exists within the emergency department, almost akin to a tradition. To the nurses that have been with the department for some time, it was an efficient system that accomplished tasks according to ability and experience. This is evident in the lack of clout juniors have within the department, who are relegated to "scutwork" and rarely get to participate in more engaging activities in the emergency department. Very rarely did any junior staff stay long enough to reach at least 18 months. Coincidentally, the hiring of fresh graduates was only implemented two years ago."
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