Abstract This paper discusses the current nursingshortage in America and analyzes reasons for this trend. The paper explores some of the reasons nurses are leaving the profession, and the reasons others are not entering it. It looks at what nursing schools and hospitals are doing to attract more nurses and nursing students.
From the Paper "The nursing shortage in the United States and throughout the world is reaching staggering proportions Cooper Statistics show that half the nursing workforce will reach retirement age in years adding to the problem. Between and the average age of registered...."
Abstract This paper relates to the issue of why the nursingshortage is occurring. One of the reasons this paper focuses on is the problem associated with the image of nursing and thus the reasons why people are not choosing it as a career option. The paper further discusses factors for perpetuating the mythic perceptions including the media and gender stereotypes. The paper offers a recommendation on how to overcome this issue.
From the Paper "When the nursing shortage evident throughout the country in 1998 (Seago, Spetz, Alvarado, Keane & Grumbach, 2006) came to the attention of nursing associations and other industry professionals, most felt the shortage was a result of a number of factors intersecting: normal attrition, accident and injury, job stress and burnout and reduced numbers of students graduating from nursing schools. One factor rarely mentioned yet gaining in prominence as a major issue is that of image. According to research as far back as 1966 through the present day, researchers have cited healthcare professionals' contention that the public's poor image of nursing and the role of the registered nurse is a major factor preventing students from entering nursing schools."
Abstract This paper outlines the reasons for the nursingshortage, and how these problems came about. It also explores some of the measures being taken to reverse the trend.
From the Paper "The nursing shortage in the United States and throughout the world is reaching staggering proportions. Cooper Statistics show that half the nursing workforce will reach retirement age in years adding to the problem. Between and the average age of registered...."
Abstract In this article, the writer focuses on the effect of the present and sustained shortage of nursing personnel within the medical community. The study also includes a discussion as to the present shortage of multidisciplinary nursing personnel; i.e., nurses trained in more than one specialty, gender disparity and retention and recruitment. Following a discussion of the identified nursingshortage and possible solutions, a Fishbone Chart is presented. This chart systematically lists the major different causes of the nursingshortage which contribute to the problem. Further, the chart relates to the shortage cause and effect situation and provides an informational data sheet presentation. The writer concludes that without a concentrated effort on the part of the medical community, educational institutions, and federal government the scarcity of nurses will continue to rise.
Outline:
Abstract
Introduction
Data Chart on NursingShortage References
From the Paper "As nurses can no longer solely rely on the traditional nursing practices to deliver patient care, a resolution to the shortage issue is first found in the development of a health care marketing plan that targets individuals who have a basic interest in nursing. Such a plan must include all the components necessary to attract well- qualified people, namely image, diversity, employment stability, benefits, working conditions, and educational assistance. No longer is it a simple case, for example, that an institution may have 20 nursing positions to fill, but rather that they have specialized nursing positions to fill such as; 5 surgical nurse positions, 10 pediatric nurse positions and 4 oncology nurse positions. The fact is, many nursing positions are highly specialized, and simply adding additional functions to a nurses' ever-increasing list of responsibilities is not an adequate solution to the nursing shortage. In addition, failing to recognize the need for nurse specialties compounds the nursing shortage issue."
Abstract This paper explores the issue of the nursingshortage from a critical feminist perspective, Everett Rogers' model of "diffusion of innovations", and transformational leadership. The paper asserts that all nurses today can and must assume leadership positions in every area of health care delivery and reform. It adds that nursing leaders today must be fully informed of the issues affecting their organization and also must be capable of anticipating future change. The paper explains that a transformational leader is able to create an innovative type of supportive environment that is marked by effective communication and recognition of human resources as well as diversity and individual differences. The transformational leader is also able to influence commitment both at the individual and organizational level so that organizational goals can be achieved. The paper concludes that the solution to the current nursingshortage can only come about through the level of motivation and inspiration which the transformational leader can provide.
Outline:
Introduction
The Nature of the Issue
Literature Review
Analysis of the Issue
Change Theory
Transformational Leadership
Conclusion
From the Paper "According to Beugre (2006), transformational leadership can be defined as "a leadership type in which leaders possess charisma and provide intellectual stimulation, individualized consideration and inspirational motivation to followers". The RNAO (2004, p. 1) defines leadership as "a combination of sound knowledge, an unwavering passion for a cause, and the courage to share these with others". In contrast to the transformational leader the transactional leader tends to try and control others instead of motivating them. The transformational leader is able to create a supportive environment by providing others with inspiration and focusing on human resources (Skelton-Green, 2006). The transformational leader is able to inspire a deep commitment in others through intrinsic motivation as a result of the value and importance of that leader's goals. The transformational leader's approach to inspiring acceptance of innovation is through the development of trust and openness (Aarons, 2006). The importance of transformational leadership at the present time is that nurses come to realize that a new image of the nursing profession is possible. As Beugre (2006) maintains, the leader through means of inspirational motivation is able to energize the members of the organization even under the most stressful conditions."
Abstract The paper explores how the nursingshortage is a problem throughout the United States and the world, with disparities ranging from nurse to patient ratios of 1675 RNs for every 100,000, to physicians actually outnumbering nurses in South Africa. The problems associated with the nursingshortage are multiple. This paper highlights the many causes of the nursingshortage, cites current statistics, reviews recommended solutions, discusses perceived pros and cons of the nursingshortage and includes commentary on how the nursingshortage affects patients.
Abstract In this article, the writer performs an in-depth literature review and analysis of the current nursingshortage through social and cultural perspective. The writer explores how factors contributing to the shortage are understood by others and then attempts to analyze the following topics: the prevailing attitudes in society regarding the social and cultural factors of the nursingshortage, how the dominant culture influences the values and priorities regarding the social and cultural aspects of the nursingshortage and whether this influence provides the dominant culture with privileges over other members of society. In addition, the writer discusses personal beliefs and assumptions about the issue and identifies barriers to the solution and the strategies for possible resolution.
Outline:
Background of Social and Cultural Factors
History
Today's Reality
Looking Ahead
Prevailing Attitudes in society
Society's View of Nursing Influences of the Dominant Culture
Nursing Culture
Barriers to Resolution
Resolution to Social and Cultural Issue
Personal Beliefs and Assumptions
Conclusion
From the Paper "There are many social and cultural strategies that can be utilized to help resolve the current nursing shortage in Canada. This nursing shortage is unique because of the unprecedented low supply of nurses and the high demand for their services. The usual solutions such as hiring bonuses and education reimbursement may help in the short run, but they won't solve the underlying issues. Addressing the core retention issues will be the most effective methodology. Currently, the nursing culture is such that new graduates can have a traumatic experience when they leave school to begin their nursing careers."
Abstract The paper discusses how the nursingshortage is the biggest problem in Canada today. This is different than any other shortage of nurses. The paper explains how no other nursingshortage has lasted so long and there is no solution to the present problem. The paper stresses how it could not have come at a worse time, when such a high number of people are growing old. Ideas about nurses are needed now as never before to help find answers to this crisis.
Abstract This essay discusses the arguments amongst the experts as to the nature of the nursingshortage. Some hold that there is a shortage, others argue that this is not the case. This paper also reviews the study by Munchus, Rivers, and Tsai who give multiple reasons as to why there is currently a lack of nursing staff. This paper then goes on to provide solutions to the proposed problems in nursing.
From the Paper "As the large Baby Boomer generation ages and prepares for retirement, an alarming thing has happened in the world of nursing. The large majority of nurses are getting ready to leave the field, and at the same time they will reach the age where they themselves need nursing care. This has created a nursing shortage across the nation and caused concern among many nursing and healthcare experts. "
Abstract This paper explains that the nursingshortage is a multiple problem, which has continued through out the history of Canada. The author points out that the usual approach to the problem is economic --- find more nurses and give more money. The paper relates that the most formidable barrier to solving the problem is the government's idea that nurses are expendable and that, since shortages are merely short-term problems, they can be addressed through these temporary solutions.
From the Paper "Although the current nursing shortage is unique in that it has attained crisis proportions, it is just one episode in a historical pattern. Furthermore, the nursing shortage is a complex issue involving multiple problems of numbers, working conditions, work satisfaction, as well as the socio-cultural position of nurses and their lack of a voice. Numerous barriers hinder the resolution of the nursing shortage and all of them are based in perspective. The most formidable barrier is the idea that nurses are expendable and that, since shortages are merely short-term problems, they can be addressed through temporary solutions."
Abstract In the United States today the health care industry is suffering from a severe shortage of nursing professionals. This reality is the result of several factors that have impacted the profession over the last few decades. This paper discusses measures that the USA can take to alleviate the nursingshortage.
From the Paper "The purpose of this paper is to provide steps to help the USA alleviate the nursing shortage. In the United States today the health care industry is suffering from the sever shortage of nursing professionals. This reality is the result of several factors that have impacted the profession over the last few decades. First, health care costs have altered the manner in which many health care facilities operate. Because of the influx of new technologies and an attempt for health care facilities to remain competitive, hospital systems have elected to cut costs in other areas. Cost cutting was primarily aimed at staffing in hospitals, which eliminated many nursing jobs."
Abstract This paper explains legislation to help recruit more nurses. The author points out innovative recruitment programs. The paper demonstrates the use of technological aids.
From the Paper "There is no doubt in anyone's mind that there is a severe nursing shortage not only in the United States but worldwide. The Labor Secretary for the U.S., Lynn Martin has stated that the shortage will not be a short-term one and it has been estimated that it will last for at least another or even years. While nursing school enrollments are up due to vigorous campaigning and incentives for those taking up the profession, it is felt by many that ,,,"
Abstract This paper addresses the problem that health care risk management has not been utilized effectively in relation to nurses, who were once valued as the pivotal health care providers in the medical field. The paper claims that, as hospital systems began to feel the competition associated with globalization, administrators sought to obtain funding that would allow them to become conglomerates and have a dominant strength in the health care system nationwide. In order to obtain this funding hospitals and health care centers believed that the most effective method was to reduce staffing and equipment costs. Nurses were primarily affected and, over time, the situation was further impacted by nurses that left the field out of frustration, retirement, or migration to other countries. This nursingshortage, consequently, has had a negative effect on patients and the risk of increased patient injuries. The research maintains that this nursingshortage is one of the most significant issues that exists in health care today. Risk analysis indicates that there are no positive factors associated with the nursingshortage, but that there are solutions to the issue that all health care facilities can consider in changing their environments. The paper concludes that the most important method of addressing the issue is clearly altering the hospital system to demonstrate greater appreciation for professional nurses and to focus on personnel rather than on funding.
From the Paper "Although it has been a trend over the last few decades for health care systems to ignore the needs of their nurses, according to McCormick (2006) this philosophy is changing (sec. 1). This is because it is becoming evident that while nurses may feel a connection to nursing or have worked in the profession for a long time, they also realize that they have other career choices that are less stressful and that will meet their economic needs. Yet, McCormick (2006) suggests that this belief will cease among nurses when the health care systems of the country do all that is within their power to protect the qualified nurses that exist today."
Abstract This paper discusses workplace stress and its contribution to the nursingshortage in the United States. It describes the serious nature of this nursingshortage and the importance of finding effective means of addressing it. The paper then analyzes whether increasing nurses' salaries will affect positive change in nurses' job satisfaction and thus help reduce the nursingshortage.
Table of Contents:
Abstract
Purpose of the Research Effort
Rationale and Relevance of the Problem
Literature Review
Proposed Study Design
Instruments/Data Collection
Demonstration of Critical Thinking
From the Paper "This proposed study design demonstrates critical thinking through applying analysis of retention rates to the status of the nursing population. It is hypothesized that if the wage increase is effective, it is sufficient to compensate for the stresses associated with nursing and there will be a permanent overall retention of the nursing work force. If it is not sufficient, it is hypothesized that the nurses will not remain at that one hospital. This provides a foundation for engaging hospital administrators in a debate over the severity of stress for nurses and whether financial incentives are sufficient to compensate for stress in the long term setting."
Abstract In this article, the writer notes that while the universal perceived shortage of health care personnel is serious in that its major impacts on health care delivery can be felt by patients directly, no other profession is harder hit than the nursing profession. The writer discusses the effects of the shortage of nurses concentrating on an emergency department. The organization selected for discussion is the emergency department of a community-based teaching hospital that provides tertiary care for the surrounding community and most of the county. The writer concludes that while it is understandable that operations cannot be encumbered by inexperienced personnel, the core values of nurses as coaches and mentors should be shown as an example for younger staff to follow and respect, regardless of the situation or even the fact that the hospital is not a full-fledged teaching institution unto itself.
Outline:
Introduction
Problem Identification
Leadership Behaviors
Cultural Diversity Issues
Problem Resolution and Recommendations for Improvement
Implications and Conclusions
From the Paper "To increase the number of candidates, the experience criteria was dropped, favoring new graduates on the premise that they could be more easily taught to conform to the system instead of more experienced nurses firmly set in the manner in which they practice. Although the nurse managers maintained an open-door policy, this was rarely utilized by the junior nurses in voicing their complaints."
"The senior nurses, who had been practicing in the department for several years, were recognized as informal leaders on the floor and were valued for their operational, "field" input. This was almost always the charge nurse and one other senior per shift. They also adapted the leadership style of their superiors, as department operations were already efficient enough to run without management and coordination."
