Effective Approaches in Leadership Management: Nursing Shortage and Nurse Turn-over
Running head: EFFECTIVE APPROACHES IN LEADERSHIP MANAGEMENT:
Effective Approaches in Leadership Management: Nursing Shortage and Nurse Turn-Over
Grand Canyon University
Nursing and Leadership Management
NRS 451V
Billie Gabbard
August 25, 2012
Effective Approaches in Leadership Management: Nursing Shortage and Nurse Turn-Over
The United States as well as many countries around the world are experiencing a nursing shortage that is expected to worsen significantly. It is estimated that by the year 2020, if current trends in nurse employment persist, that only 65% of the nurses needed to care for patients will be available to do so; this is equivalent to a 36% deficit or 1,016,900 nurses (Huber, 2010, p. 576). This shortage will have disastrous effects on the ability to care for the health of the nation as well as severely impede the nation’s ability to respond efficiently in the event of a mass casualty event (The Truth About Nursing, 2012, ¶ 4). Nursing managers and leaders have a greater responsibility than ever to recruit and retain nursing staff to be able to meet the current and increasing nursing demands. This paper will discuss the nursing shortage, reasons why the shortage is occurring, why nurses are choosing to leave the profession or have become disenchanted with the field of nursing as well as the role that management and leadership plays in the recruitment and retention of nursing staff.
Factors Contributing to the Nursing Shortage
There are many factors that contribute to the current nursing shortage. Some of these factors include: poor nursing staff retention and increased nursing turn-over, poor working conditions, nurse burn-out due to working short-staffed, a critical nursing faculty shortage, an aging nursing workforce and greater career choices for women. Additionally, there is inadequate funding from the federal government for nursing education which in turn has created long waitlists and the turning away of applicants for entry
Effective Approaches in Leadership Management: Nursing Shortage and Nurse Turn-Over
Grand Canyon University
Nursing and Leadership Management
NRS 451V
Billie Gabbard
August 25, 2012
Effective Approaches in Leadership Management: Nursing Shortage and Nurse Turn-Over
The United States as well as many countries around the world are experiencing a nursing shortage that is expected to worsen significantly. It is estimated that by the year 2020, if current trends in nurse employment persist, that only 65% of the nurses needed to care for patients will be available to do so; this is equivalent to a 36% deficit or 1,016,900 nurses (Huber, 2010, p. 576). This shortage will have disastrous effects on the ability to care for the health of the nation as well as severely impede the nation’s ability to respond efficiently in the event of a mass casualty event (The Truth About Nursing, 2012, ¶ 4). Nursing managers and leaders have a greater responsibility than ever to recruit and retain nursing staff to be able to meet the current and increasing nursing demands. This paper will discuss the nursing shortage, reasons why the shortage is occurring, why nurses are choosing to leave the profession or have become disenchanted with the field of nursing as well as the role that management and leadership plays in the recruitment and retention of nursing staff.
Factors Contributing to the Nursing Shortage
There are many factors that contribute to the current nursing shortage. Some of these factors include: poor nursing staff retention and increased nursing turn-over, poor working conditions, nurse burn-out due to working short-staffed, a critical nursing faculty shortage, an aging nursing workforce and greater career choices for women. Additionally, there is inadequate funding from the federal government for nursing education which in turn has created long waitlists and the turning away of applicants for entry
References: American Association of Colleges of Nursing (2012). Nursing shortage fact sheet. Retrieved August 24, 2012, from http://www.aacn.nche.edu/media-relations/NrsgShortageFS.pdf Huber, D. L. (2010). Confronting the nursing shortage. In N. O’Brien, K. Geen, A. Perdue, J. Horn, & J. Palada (Eds.), Leadership and nursing care management (pp. 573-596). Maryland Heights, Missouri: Saunders Elsevier. Jooste, K. (2004). Leadership: a new perspective. Journal of Nursing Management, 12(3), 217-223. Retrieved from http://library.gcu.edu:2048/login?url=http://search.ebscohost.com/login.aspx?direct=true&db=rzh&AN=2004152692&site=ehost-live&scope=site Laschinger, H. K., & Finegan, J. (2005). Using empowerment to build trust and respect in the workplace: A strategy for addressing the nursing shortage. Nursing Economic$, 23(1), 6-13. Retrieved from http://library.gcu.edu:2048/login?url=http://search.ebscohost.com/login.aspx?direct=true&db=rzh&AN=2005066624&site=ehost-live&scope=site Lefton, C. (2007). Improve your environment through communication and change. Nursing Management, 38(1), 13-15. Retrieved from http://library.gcu.edu:2048/login?url=http://search.ebscohost.com/login.aspx?direct=true&db=rzh&AN=2009384739&site=ehost-live&scope=site McGuire, E., & Kennedy, S. M. (2006). Nurse managers as transformational and transactional leaders. Nursing Economic$, 24(4), 179-185. Retrieved from http://library.gcu.edu:2048/login?url=http://search.ebscohost.com/login.aspx?direct=true&db=rzh&AN=2009270134&site=ehost-live&scope=site The Truth About Nursing (2012). What is the nursing shortage and why does it exist?. Retrieved August 24, 2012, from http://www.truthaboutnursing.org/faq/nursing_shortage.html Valant & Company (2012). People don’t leave companies, they leave managers. Retrieved August 23, 2012, from http://www.valantco.com/wisdom/People-Dont-Leave-Companies-They-Leave-Managers.html