...qualified nurses along with alarming turnover rates, thus impacting on patient outcomes, nursing workforce and performance of healthcare services (Tourangeau & Cranley, 2006; El-Jardali, Dimassi, Dumit, Jamal & Mouro, 2009). High employee turnover is generally associated with negative consequences for health organizations that generate a significant financial cost due to the loss of qualified personnel and the cost of attracting and training new employees (Waldman, Kelly, Arora & Smith, 2004) in (Al-ahmadi, 2014, p. 412). Hinshaw (2008) and Aiken (2007) reported that there is nursing shortage in both developing and developed countries, with the shortage in developed countries...
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...homes and about 22% of 5.3 million people 85 years of age or older had a nursing home stay in 2006. They go on to say, there are approximately 16,000 nursing homes and about 1.7 million nursing home beds in the United States. While only twelve percent of nursing home residents are between the ages of 64-74, 45% are over 85 years of age. It is estimated that anyone over 65 years of age will have a 43% chance of spending some time in a nursing home (Kemper and Murtaugh, 1991) and about 24 % of these individuals will spend less than a year in residence at a nursing home (CDC, 2012). The key employees of the nursing home that have the most interaction and greatest impact with the residents of nursing homes are the registered nurses (RNs), licensed practical nurses (LPNs), and certified nursing assistants (CNAs). For several years the shortage and turnover rate of nursing home staff has long been a serious problem for multiple nursing homes nationwide (Pillemer, et al., 2008). Providing effective and safe quality care in nursing homes requires clinically and interpersonally competent staff. Research findings suggest that inadequate supervisory, managerial, and human resource practices within nursing homes contribute to poor outcomes, including high nursing staff turnover, lower employee satisfaction, and poor clinical outcomes (Anderson, et al 2003). When a staff member leaves an organization, the knowledge, skill and experience that the person has brought to, and gained at, the...
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...Enough Nurses Where are all the Nurses? Keller Graduate Health Service Systems HS 541 Professor Williams, J Raymond Wilcher June 04, 2012 Abstract January 2011 kicked off the beginning of an addition of a difficult solution of the Past. Baby boomers begin to retire along with an aging nursing workforce. History has shown that our healthcare system suffering from a continuous shortage of nurses as they are turned away from nursing schools. They are finding this situation very serious with nationwide of issues such as: many people living longer, slow retention of recruitments, and intense healthcare services required by the baby boomers isn’t helping our expanding healthcare care. Intensifying the situation is the schools are struggling to meet the request. The U.S. has experienced a severe shortage of nurses for many years of the past. This shortage continues to increase as hospitals are rising rapidly, as the demand for nurses intensifies. Hospitals are looking for nurses with the desire to give good quality health care and with great experience. The AACN is working with the nursing organizations, and legislature to bring attention to this shortage. According to Rosseter, R director of public affairs at the AACN (2011), “our healthcare problem continues to grow, despite the massive job loss in the past for all major industries.” He also said, “This is best time to become a nurse while salaries are competitive for more recruitment and retainment of nurses.” Unfortunately...
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...Issues Affecting Nurse Retention and Nursing Leadership in the United States Today Registered nurses (RNs) make up the largest group of healthcare professionals in the United States today (Bureau of Labor Statistics, U.S. Department of Labor, 2015). While the nursing profession is listed among the top occupations exhibiting job growth, nursing shortages have escalated, causing significant problems for the industry (Bureau of Labor Statistics, U.S. Department of Labor, 2015). Nurse turnover and nurse retention are concurrent causatives in this issue at hand. Turnover is defined as, “the number of persons hired within a period to replace those leaving or dropped from a workforce” (Merriam-Webster, 2017). Retention is defined as, “the act of...
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...achieve its goals and downsizing their workforce to avoid bankruptcy. “The single most important policy for solving the problem of overworked and understaffed hospitals is the establishment of staffing ratios, mandating both a minimum ratio of RNs to patients and controlling the ratio of RNs to lesser-trained hospital staff. While management generally opposes staffing ratios, evidence suggests that they have proven effective in the recruitment and retention of nurses. Linda Aiken, founder of the magnet hospital program and perhaps the most widely respected author in the field, argues that unless "a floor for staffing is established, we are not going to be able to stop the flight of nurses from hospitals."169 Similarly, JCAHO President Dennis O'Leary notes, "While mandated ratios are controversial among health professionals, there are established relationships between nurse staffing levels and patient outcomes." He also stresses "achievement of mandated ratios will be meaningless until controls are placed on the numbers of non-nursing tasks that nurses are required to perform."170 Management in hospitals that have adopted such ratios has come to appreciate them. Cape Cod Hospital in Massachusetts, which signed a collective bargaining agreement in 1997 mandating a 1:5 staffing ratio for...
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...in healthcare. The cost of staffing the best talent can be a difficult one along with retaining your staff but not comprising services or needs of their patients. Human capital can come at a high cost. Especially if you want to be top in your market. BODY The focus will be attracting talent, offering a competitive benefits package and retention of such talent. This is one of the most important things to any hospital to keep their overhead down but stay competitive in their market. How can a hospital attract top talent retain at the same time and keep the cost down? With the amount of competitors available it is a race to locate the best employees that you can acquire. Human Resources have become a major component in this field because of the role that they play in assisting managers and directors with their employment needs. After doing some research I found and article that was wrote about a medical center faced with the exact challenges. Jupiter Medical Center (JMC) was faced with the ongoing issues of recruitment and retention of employees and the huge cost that came with it. Between the cost of contract labor and recruitment the costs were staggering. Another challenge they were faced with was the length of vacancies in key positions. Because of the shortage in healthcare workers it was making it difficult for JMC to hire the appropriate staff. The huge cost was the orientation and training of new employees. Orientation and training increases...
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...to be a rite of passage for new nurses joining the work force. Lateral violence is also referred to as horizontal hostility, bullying, aggression, verbal abuse, or nurses eating their young (Griffin, 2004). Lateral violence (LV) can be defined as nurses either overtly or covertly directing aggression towards each other in the forms of non verbal innuendo, verbal affront, undermining activities, sabotage, scapegoating, backstabbing or withholding information (Griffin, 2004) LV can be verbal or emotional abuse and leads to low self esteem and lack of respect for co-workers and colleagues and is prevalent in all clinical settings. Victims of LV can experience physical symptoms as well as psychological symptoms including weight loss/gain, high blood pressure, palpitations, irritable bowel, acute anxiety and depression. The result of this toxic environment is job dissatisfaction that results in higher rates of absenteeism and nurses who are so unsatisfied with their job; they would rather leave the profession than confront these issues. These behaviors are not only costly to the individual, but also to the organization and the profession of nursing. The result is a lower retention rate for organizations that have developed a reputation for tolerating LV, thus making recruitment a problem as well. Poor recruitment and retention of qualified staff is also harmful to patients because the toxic environment makes it difficult for remaining nurses to trust others and results in poor...
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...[pic] NORTHCENTRAL UNIVERSITY ASSIGNMENT COVER SHEET Student: Coleen O’Hara-Vaughn THIS FORM MUST BE COMPLETELY FILLED IN Follow these procedures: If requested by your instructor, please include an assignment cover sheet. This will become the first page of your assignment. In addition, your assignment header should include your last name, first initial, course code, dash, and assignment number. This should be left justified, with the page number right justified. For example: |O’HaraVaughnCEDU8001-8-8 1 | Save a copy of your assignments: You may need to re-submit an assignment at your instructor’s request. Make sure you save your files in accessible location. Academic integrity: All work submitted in each course must be your own original work. This includes all assignments, exams, term papers, and other projects required by your instructor. Knowingly submitting another person’s work as your own, without properly citing the source of the work, is considered plagiarism. This will result in an unsatisfactory grade for the work submitted or for the entire course. It may also result in academic dismissal from the University. | | | |EDU 8001-8 |Dr. Bockrath ...
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...A Registered Nurse is a licensed health professional who is responsible for ensuring that the delivery of nursing care is executed using the art of caring and the science of healthcare to focus on quality of life (Office of Professions, n.d.). The role of the Registered Nurse, however, goes well beyond that. They are educated professionals responsible for assisting in management, supervision, and direction of nursing care in accordance with applicable federal, state, and local Department of Health codes and regulations. To be able to perform each of the essential functions of this position, an RN will qualify by graduating from an accredited school of registered nursing and successfully passing the board exam for registered nurse in their state. Generally speaking, an RN must complete an associate’s degree in nursing, a diploma program, or a bachelor’s degree in nursing to qualify for their licensure examination (Fried & Fottler, 2011, p. 32). In New York State, Registered Nurses must renew their license every 3 years and complete 3 contact hours of Infection Control & Barrier Precautions training every 4 years. Upon initial licensing, the RN must also complete 2 contact hours child abuse (New York Board of Nursing State CE Requirements, n.d.). The Registered Nurses employed by my organization are responsible to assess residents and identify their needs with regard to their illness or condition and develop a comprehensive care plan to meet their needs. They are responsible...
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...RETENTION RESEARCH PAPER Nurse Retention Herbert Albert Health Sciences Center School of Nursing 07/28/08 Contents Introduction Literature review Plan of action Discussion Conclusion Introduction The priority goal of every hospital leadership team is to develop and retain a stable workforce that provides high quality patient care (Missouri Hospital Association [MHA], 2005). Nurse retention and recruitment are the top issues that all health organizations are facing in nowadays. They most effectively develop strategies not only to recruit nurses, but to retain experienced and knowledgeable bedside nurses who will deliver an excellent care. Practical retention plans and strategies are crucial to the financial and quality outcomes of an organization (Golden, 2008) Factors that are contributing and affecting nurse retention and consequently causing workforce disruption are related to high turnover, aging workforce, and job dissatisfaction. Literature Review Turnover is costly to an organization, creating significant financial burdens and affecting morale and clinical quality (Golden, 2008). Although the full impact of staff nurse turnover on hospital costs has not been assessed, costs associated with recruitment and hiring, personnel processing and training of new nurses are known to significantly increase as result of high turnover (Weisman, Alexander&Chase, 1981). There are several...
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...RETENTION RESEARCH PAPER Nurse Retention 07/28/08 Contents Introduction Literature review Plan of action Discussion Conclusion Introduction The priority goal of every hospital leadership team is to develop and retain a stable workforce that provides high quality patient care (Missouri Hospital Association [MHA], 2005). Nurse retention and recruitment are the top issues that all health organizations are facing in nowadays. They most effectively develop strategies not only to recruit nurses, but to retain experienced and knowledgeable bedside nurses who will deliver an excellent care. Practical retention plans and strategies are crucial to the financial and quality outcomes of an organization (Golden, 2008) Factors that are contributing and affecting nurse retention and consequently causing workforce disruption are related to high turnover, aging workforce, and job dissatisfaction. Literature Review Turnover is costly to an organization, creating significant financial burdens and affecting morale and clinical quality (Golden, 2008). Although the full impact of staff nurse turnover on hospital costs has not been assessed, costs associated with recruitment and hiring, personnel processing and training of new nurses are known to significantly increase as result of high turnover (Weisman, Alexander&Chase, 1981). There are several factors that contribute to hospitals currently high turnover...
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...Mariani, B. (n.d.). The Effect of Mentoring on Career Satisfaction of Registered Nurses and Intent to Stay in the Nursing Profession. Nursing Research and Practice, 1-9. Mentoring plays a crucial role in the growth and development of novice nurses. It provides a way for the experienced nurses to give back to the profession and helps them play a significant role in the formulation of a new nurses’ career. Mentors offer knowledge, encouragement, support, guidance, and friendship to the next generation of caregivers. In her study, Marian wanted to see if there was a connection between mentoring, job satisfaction, and retention. Practicing nurses were selected randomly to be mailed surveys to complete regarding mentoring and its’ effect on job satisfaction and nursing retention. There were limitations and flaws in this study making it difficult to determine its validity. For one, the rate of returned surveys did not reach the study’s target goal of 60%. The responses were uneven between nurses who had participated in mentoring and those who did not. Also nurses dissatisfied with their careers may not have responded, and even with defined terms included, participants may have been confused with precepting, mentoring, and protégé. Although this survey study did not show any relationship between mentoring, job satisfaction, and retention, it did establish that mentoring continues throughout the profession on a routine basis. Mariani thinks this suggests that future studies should...
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...primary concern was how people relate to one another and through research and science based practice theories, she came to the conclusion that the nurse-patient relationship is the center of nursing. According to Peplau, in order for a trusting relationship to develop there has to be trust between the nurse and the patient as well as a structured environment. Peplau believed that as nurses we have an important role in reducing our patients anxiety and that our relationship between our patients influences the outcome of their care. In the first phase we are getting to know our patients, we know our patient is there for assistance and we respond by answering questions and identifying problems, meanwhile building a trusting relationship (Orientation phase). After building a trusting relationship we start identifying problems to work on as well as clarifying perceptions and expectations. In return this helps our patient have a sense of belonging and decrease the feeling of helplessness and hopelessness (Identification phase). After Identifying our patients needs, the patient utilizes all available services and our plan is implemented, meanwhile we’re still continuing our assessment and assisting the new needs of our patient (Exploitation phase). The phase of Identification and Exploitation is also known as the “working phase” of the nurse-patient relationship. Lastly, providing closure of the work together the patient frees the self from the Identification...
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...well as long-term solutions for the problem. Traditional measures are going to have very limited success owing to the predicted severe shortage of nurses in the future. Following are some suggestions in this direction: Reaching Out To Youth The current nursing workforce is aging fast and the solution lies kin reaching out to the youth and luring them towards the nursing profession and telling them how they can serve their community and society by joining the nursing profession (Zerwekh & Garneau, 2015). We are going to face an acute shortage of nurses in future and unless new and young people are attracted towards this profession, this shortage cannot be filled. Recruitment/Sign on bonus Recruitment/Sign on bonuses have also gained popularity as a method to attract nurses. However, they have been found to have a limited effect. Yet, they can be effective as a short-term solution (Cherry & Jacob, 2013). Retain Experienced Nurses Retention of the experienced nurses is also important to fill the shortage of nurses in the health care system. In this regard new reward systems and benefits need to be implemented which can help at retaining the experienced nurses by making their career highly rewarding (Zerwekh & Garneau, 2015). The importance of an experienced nurse should be benefited. Autonomy For Nurses A huge hurdle to retaining...
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...another, or from program-to-program. An institution may not have direct costs in the initial step, but may be impacted in the recruitment or retention phase “if” they are willing to assist in paying student loans off for the individual. General costs or average tuition and fees for a registered nurse program: • In-State Cost Per Credit Hour - $72 to $82 • Out-of-State Cost Per Credit Hour - $154 to $216 • Average Tuition Per Semester (full-time in-state students) - $864 to $1,019 • Average Tuition Per Semester (full-time out-of-state students) - $2,627 to $3,168 Furthermore, the average costs do not include the average...
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