Introduction
With the dearth of nursing
professionals predicted to reach a single million by 2010 and also
the increasing evidence supporting the impact of nursing ratios on
patient outcomes, the role of retention efforts has become a
important and serious task for nursing leaders.
The United States is at
offer experiencing a critical insufficiency of registered nurses
(RNs) (Buerhaus, Staiger, & Auerbach, 2000; Letvak, 2002).
Factors for the shortage are abundant. Currently, it is estimated
that one-third of working nurses are inside the age of 50 or more.
The average age of nurses in 2000 was 43.3 years. Nurses are expected
being retiring in big numbers more than the next ten years. As being
a consequence, the RN vacancy rate is expected to become 15% by 2003
and 20% by the year 2020 (Buerhaus et al., 2000). Nursing schools are
not giving out enough nurses to meet present-day demands. Although
enrollments in schools of nursing are commencing to increase
slightly, there remains a projected shortfall of 1 million new nurses
by the year 2010 (Rosseter, 2001). The number of students who
graduated with master's degrees in nursing education, though rising
slightly (1.1%) from 2000 to 2001 (Berlin, Stennett, & Bednash,
2002), aren't enough to offset earlier declines. From 1997 to 1998
alone, the quantity of master's students in nursing education fell at
27.5%. The average age of nursing educators is 49 years, giving rise
to serious concerns about anticipated mass retirements during the
next quite a few years. With inadequate new faculty to replace
retirees, the country is facing a nursing educator void (Frase-Blunt,
1999). This will directly affect the capacity of schools of nursing
to admit far more nursing students.
Further, nurses across the
region are mentioned to report increased stress and dissatisfaction
with the nursing profession (Boyle, Bott, Hansen, Woods, &
Taunton, 1999; Bratt, Broome, Kelber, & Lostocco, 2000;
Needleman, Buerhaus, Mattke, Stewart, & Zelevinsky, 2001; Shader,
Broome, Broome, West, & Nash, 2001). Nurse-physician conflicts
aggravate the already taxing and nerve-racking work environment
(Rosenstein, 2002). A single in 5 nurses plan to leave the profession
during the following 5 years (Letvak, 2002). Taking all these
difficulties into consideration, it becomes urgent including a true
necessity to search for methods to preserve experienced nurses.
Identification in the
Problem
State, County and
Municipal Employees, that speaks and stands for 60,000 nurses. “The
nursing shortage is often a self-inflicted wound” (Duff, 2002).
Undergoing a profound and
deteriorating workforce shortage in both urban and rural areas, the
healthcare industry must radically develop and vary its efforts to
attract young folks towards field, most specially to the nursing
profession. The challenge is gargantuan that the market cannot solve
it on its own; government, educators as well as the media have to
help. The worker shortage is cutting across practically all task
descriptions. A recent American Hospital Association study observed
that 89% of hospital chief executive officers nationwide are
reporting ``significant'' workforce shortages, having a 13% vacancy
rate for registered nurses, a 15.3% vacancy rate for imaging
technicians along with a 12.7% vacancy rate for pharmacists (Raske,
2002).
Furthermore, experts say
modifications and adjustments from the delivery of wellness care in a
managed care environment have led some nurses to become disillusioned
and disenchanted. Their grievances and protests have discouraged
newcomers from entering the field. Inside a survey released by the
American Nurses Association, 54% stated they would not recommend
their profession to their children or their friends. It also
discovered that 75% felt the top quality of nursing care exactly
where they worked had declined. A majority, or 56% of the 7,299
nurses surveyed, commented that they had much less time to care for
patients. On top of that, 40% would worry about sending a family
members member or somebody around them to become cared for at the
facility exactly where they work. However, the shortage iFinding
nurses is a single thing. Keeping them is another. The latter is
anything unions say the Nurse Reinvestment Act doesn't adequately
address.
“Nurses don't would like
to be in hospitals since the conditions are so unpleasant,” opined
Barbara Coufal, Legislative Affairs specialist from the American
Federation of s far from universal at this stage. It tends to become
felt hardest in isolated rural areas, depressed urban environments,
and key specialty areas (American Nurses Association).
All of this comes at a
time as soon as the demand for healthcare services is increasing as a
result of an aging population and an explosion in the range of new
treatments and technologies. The federal Bureau of Well being
Professions projects that the variety of healthcare jobs need to grow
to over 14 million in 2010 from 11 million in 2000 to meet elevated
demand.
The healthcare market must
form meaningful and lasting collaborations with education leaders to
make certain that students are drawn on the well being professions
and that they are adequately prepared for technical school, college
and graduate programs. High school suggestions counselors must
understand the healthcare community's needs as well as its various
work opportunities-including clerical jobs just like medical records
coders, technical jobs such as radiation technicians and professional
jobs for instance nurses, pharmacists and physicians (Raske, 2002).
Limitations and
Recommendations
Due to rapid changes
during the well being care system, it can be hard to maintain up in
the transformation of nursing profession’s role in every area of
patient care, resources, education, as well as the growing nursing
shortage. Hopefully, this is going to be a step in the right
direction in the continual struggle for nursing staff.
Limitation of this learn
could be inside the sampling. Causes due to availability of
volunteers and conflict of work and very own schedules may well make
it hard to participate. Also, limitations inside sorts of the sample
could be constrained due to the locality from the sample. Educational
levels of community participants is a limitation as it will affect
the participant’s understanding and abilities to totally contribute
on the survey.
Another limitation
forecasted is time. Time availabilities for the researchers and
participants are going to be hard to establish as well as the
collecting time required for collecting information will probably be
undetermined until facts saturation is reached.
A strong recommendation
would be to duplicate the search in other rural communities and
future researches that would emphasize the certain affiliations of
nursing schools and their impact on nurse retention and recruitment.
Conclusion
There are several varied
opportunities for nurses particularly within the rural setting.
Nurses and well being care providers need to study what rural
communities prefer relative to their well being care needs. Together
as partners, highly effective goods can be created to meet rural
nursing care need and to gain the goals specified in healthy folks
2010 in a culturally appropriate manner. Regardless of location,
environment, and politics, one have to adhere towards established
standards of practice. Providing safe, quality care is essential.
However, in rural areas, achieving this will necessitate an
innovative and creative method due to the lack of resources and/or
good distances involved. The key towards the success in this endeavor
is potent communication between nurses, clients, administrators, the
community, and local health care providers.
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