The Retention and Shortage of Nurses in Healthcare Custom Essay

The current nursing shortage and high turnover rate among nurses is a great

concern, not only for health care organizations but also for the general population.

The increase in an older population, as the “Baby Boomers” approach retirement

age will add to this shortage, leaving many to wonder who will take care of them in

their golden years. Subsequently, many of these “Baby Boomers” are nurses

themselves and will be retiring, adding to the shortage. The Current trend for

recent nursing graduates is that they do not last long on the job and the high

financial cost of rapid turnover of the nursing staff is a driving force behind the need

to effectively retain new nurses.

One article, from Nursing Economics suggest that one of the predictors to a

registered nurse remaining in nursing is scheduling. In their survey, they

questioned over 8,000 nurses in Maine. They asked them to determine the weekly

number of hours they were “hired” to work, the number of hours they “actually”

worked, the number of hours they would ideally “like” to work, and the number of

hours they work providing direct care to patients. After analyzing this data, it was

compared to the nurses’ answers on the survey of whether they planned to

continue working in the nursing profession. The result of the survey concluded that

when scheduling and hours were within the nurses’ expectations, retention of the

nurse was more likely (Andrews, 2011)

After years of working in the health care field it didn’t seem unusual to me

that scheduling and hours worked played a huge impact on retention of nurses and

nurse turnover, as it can certainly influence a person’s overall well-being. However,

I never really considered the ways in which we, in the health care field or those who

are educators could enhance job satisfaction so that the retention of nurses

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