The severe shortage of nurses in medical organizations is an incessant problem in the modern world. A registered nurse is resigning from his profession whereas only a limited number of students are registering for the nursing courses. The severe shortage of the nurses which is also linked towards the high nursing turn-over rate is probable to carry about some of the catastrophic effects regarding the care provisions to the patients. This paper deliberates the individual anticipation of how the nursing leaders and the managers must reach to the problem of the nursing shortage and the nursing turn-over.
There is moreover an identification of the method that further fits the professional and personal philosophy of the nursing profession and a description of the tactic, which is suitable for my leadership based style. For the nursing leaders and the managers to arise with the correct approach of resolving the nursing shortage, it is important to recognize the factors that are contributing to this problem. The leadership management must be capable enough to realize each phase in the medically based setups that last to make the nursing area a less chosen profession. It must be prominent that although the nursing profession is very fulfilling in terms of pays and other grants, it has its shares of boundaries that the majority of nurses are avoiding. The nursing turn-over that endures upsurging is one of the main cause of the shortage of nursing professional, in addition to the poor working environments, a workforce of old nurses, lack of critical nursing ability and a variation of career options for the women. Several governments have further contributed to the shortage of nurses because of the delivery of insufficient funds for nursing education. This has produced the problem of long waitlists that has turned the applicants further away. These are so many reasons that are backing to the shortage of nurses, and all of the nursing managers and leaders must be mindful of it, to professionally established firm results for the same.
The nursing shortages and high nurse turnover are very common problems that are confronted in the health care sector. This insecurity of the nurses in the health care sector in numerous nations is levitating questions about the performances of the nurses and patient healthcare.
Jones, C. B. (2005). Has pointed out that the nursing turn-over has an undesirable influence on the government’s capability to encounter the requirements of the patients and offer them with the quality healthcare. Borda, R. G., & Norman, I. J. (1997) likewise has considered the shortage of nursing and turn over as a significant element accountable for the deprived performance of the health care sector. This is because the higher turnover disturbs the self-esteem and output of the nurses who are left over to take care of patients whereas the health care sector appoints the new staff personals.
Borda, R. G., & Norman, I. J. (1997) has pointed out that one of the causes behind the huge turnover of the nurses in the US, Scotland, Canada, and Germany were the issues in the work-design and expressive tiredness. Several other causes include other career choices for the nurses, fewer salaries. This has to leave the occupation and older ages of nurses.
The shortage of Nurses and turnover is not only affecting the health care sector but furthermore the effectiveness of the health care elements. This is because of the fact that patients wish to go for only those health-care organizations that have a very steady, highly trained and energetic nursing staff who delivers higher quality care services. The continuous turnover of the nurses at a healthcare organization has distracted the consideration of nurses and forcing them to do more work that results in obstruction and results in the lesser quality care of the patients. For that reason, the loss of a single nurse contributes towards the financial charge of doubling’ the nurse’s yearly salary. Furthermore, a healthcare organization is also affected in many ways like lower quality care, reduction in the number of patients, rise in absenteeism, rise in the accidents, rise in the medical staff turn-over, upsurge in the temporary staff overhead and increasing costs of the staff.
The expressions nurse leader or nurse manager are normally used interchangeably; however, in reality, there is a noteworthy dissimilarity amongst these two phrases. A nurse leader could be an active manager whereas it is not essential that each nurse manager comes to be a decent nurse leader. The duties of the nurse manager are to accomplish the responsibilities that are allocated to him or her and handling the nursing staff who reports to the manager. A nurse leader though has a very unlike role as he has to motivate and inspire others in order to achieve their responsibilities by keeping in mind the outline. Leaders could never be made: they are born as a leader, and they own the capability to inspire, motivate and drives other staff members to attain the dream and task of the health care organization. HRSA can play a vital role in providing adequate training to the nurses and could also assist the nurses financially so that this issue of staff turnover could be overcome.
A nurse leader must have very effective interpersonal and communication skills. He must be the risk taker person and must have the capability to thinks outside the matter, should travel an extra mile so as to attain the wanted outcomes. He mustn’t compromise on the purpose which is to deliver high-class patient healthcare. He must cooperate with the organization in order to design the tactics that assist in attaining the health care organization’s nursing staff objectives. A nurse leader is deliberated as an example by all the staff members of the organization.
Consequently, he must take care of the extreme obligation on his shoulders and assist as a sample for the other nurse staff associates and the managers. The leadership tactic in the health care organization could be both formal and informal. An effective nurse leader must take care of the duties of rationalization the workforce and assigning the capitals (Prescott, P. A.1987).
The nurse turnovers are illustrated to be increased when there are nursing shortages, and there are both the economic and non-economic effects. Though there are many solutions that when used might decrease such effects for example by increasing community outreach and educational programs to raise the wakefulness of nursing as a likely profession and by providing educational recompense to assist the present employees that have obtained the nursing degrees, and increasing benefits and compensation, and by assisting with the flexible schedules, and the sharing of job. The actions and behavior of the nurse leaders/ managers play a vital role in the retaining of nurses in the healthcare Sector (Davidson, H., Folcarelli, P. H., Crawford, S., Duprat, L. J., & Clifford, J. C.1997).
The leader makes and connects the sense of determination, sees the new method to hire and retain the nurses. On the other side, the nurse manager incorporates and organizes the assets by designing a staff friendly agendas, that ensures that there is sufficient staff in the organization at all times, takes decisions that give advantage to their team, and delegate the tasks. The leader inspires the nurses to builds strong trust and withstands the commitment; assist in developing the leaders whereas the manager makes it sure that the job is not too much as this might rises the stress-level of nurses and other staff, which results in a turnover of the staff.
Jones, C. B. (2005). The costs of nurse turnover, part 2: application of the nursing turnover cost calculation methodology. Journal of Nursing Administration, 35(1), 41-49.
Borda, R. G., & Norman, I. J. (1997). Factors influencing turnover and absence of nurses: a research review. International Journal of Nursing Studies, 34(6), 385-394.
Davidson, H., Folcarelli, P. H., Crawford, S., Duprat, L. J., & Clifford, J. C. (1997). The effects of health care reforms on job satisfaction and voluntary turnover among hospital-based nurses. Medical care, 35(6), 634-645.
Prescott, P. A. (1987). Another round of nurse shortage. Image: the Journal of Nursing Scholarship, 19(4), 204-209.