Nursing leaders and Issue Assignment Help The Issue of Nursing Shortage and Nurse Turnover
Turnover in any industry and organization affect the performance of that industry and organization effectively. In terms of healthcare industry where experienced, skilled and stable staff is backbone there a high turnover of staff affects growth of whole industry effectively. The rate of this turnover is getting worse year-by-year and according to a perception there will be a shortage of 1million nurses in the United States by 2020. The reason behind this turnover can be several but on the basis of two approaches the reasons can be identified one is why do nurses choose to work for an organization and another is why do nurses quit their jobs? (Denman, 2008).
On the basis of these two approaches following factors are identified by our nursing case study assignment help experts: Work Schedules and Career Development Opportunities: Healthcare organizations are non-profit or social concern organization where growth of staff is quite steady. Due to such growth rate, nurses quite working in the healthcare industry and opt another industry. In other industries like textile, IT or automotive the opportunities for growth are quite high as the motive of these industries is to grow world economy (Westphal, 2008). Also, in nursing profession the work schedule is quite changeable as night to day so unstable working schedule can be another reason of high nurse turnover.
Physical Damaging, Overworked, and No Chances of Rewards: In nursing staff, there are very less chances to get rewarded or recognition in return of good performance. This culture of organization surely downs the moral of the staff and this directly results high turnover in human resource. In the healthcare industry, nurses work with chances of physical damaging because patients reacted in several manners at the time of treatment (Foglia, 2008). The feeling of overload among nurses makes them more tired and frustrated at workplace and this influence them to quit nursing job and opt any other one.
Role of Leader and Manager to Resolve Issue A leader and manger both are different entities of an organizational culture. In relation to nurse turnover issue both can play quite a vital role at different levels. Managers concern with the management of staff and leader’s concern with leading a staff. Both have some similarities and differences in the process to resolve issues of nursing shortage. With the adoption of new approaches for management of nursing staff leaders and managers can effort at their level (Adams & O’Neil, 2008). On the basis of the following approaches role of leader and manager can be identified easily: Making jobs more attractive to nursing candidates: This approach helps both manager and leader in the development of staff’s at the workplace. The manager can organize some programs where nursing staff can share their experience and views about working conditions. Through such programs managers should approach towards possible solutions that will help in staff retention. Similarly, the leader can also make some efforts to make the staff’s happy at the workplace with an assessment of personal relationship tactics (Masters, 2009).
Adoption of Screening out Process: Screening out is the process where one analyzes and evaluate staff’s interest and motivational factors through which organization can reduce the nursing shortage. In terms of this approach a tool named as job fit can be adopted by the leader so that he/she can provide them a suitable job profile. This approach cannot be handled by manager because it needs continuous observation of people at the workplace which can only be possible by a team leader. According to assignment help experts, Access efforts for Staff Performance Improvement: In this point, both manager and leader can approach to resolve the issue of nurse turnover. With the addition of rewarding option at good work or achievement of some targets managers serve stability among staff. In this concern, the leader’s role should be focused on motivation point so that staff could achieve the targets and get the rewards (Close, 2008). Overall, a leader and manager should approach at their level to solve the issue of nursing shortage. With the adoption of new and innovative ways, leader can approach easily to staff for sticking their interest in the workplace. But manager cannot use such skill; he/she must include steps for developing programs in which staff can feel happy and satisfied on all levels. On the other hand, manager and leader share some similarities as both devote efforts to make the job interesting and attractive so that staff will build a quality of stability (Windsor, 2009).
An approach that Best fits in this Issue On the basis of the above expectations from leader and manger there can be one most appropriate approach that fits into process to solve nursing shortage and nurse turnover. The efforts to make improvement in working condition are the approach that fits into both roles of authority, leader and manager. Improvement in working condition is related to both personal and professional behaviors of leader and manager. Under this approach, the leader gives efforts to identify best ways to satisfy nursing staff at the workplace (Rossman, 2010). For this identification, he/she would develop some personal relationship with subordinates. As per the assessment of the working condition approach is aimed through professional behavior of leaders. This approach is the most suitable one as in this approach leader can develop healthy relationship with staff. The adoption of transformational leadership and improvement in working condition approach both are connected to each other. Process to make people satisfied needs quality to make them comfortable and happy at the workplace. This can be possible when leader transform his/her role with employees so that he/she can better understand them and develop a healthy relationship (Huston, 2013). Under this leadership style, subordinates feel more comfortable because leader serves them fee environment to speak and give ideas for improvement. Therefore our business case study assignment help experts says that, the nursing shortage and nurse turnover is a big issue that affects growth of healthcare organizations. In relation to solve this issue, manage and leader both should take some effective and innovative steps for making nursing staff stable. This mainly includes efforts to make working conditions easy and interesting so that people cannot think to switch to another industry.
References Adams, L.S.T. & O’Neil, E.H. (2008). Nurse Executive: The Four Principles of Management. Springer Publishing Company. Close, K.A. (2008). Nursing Retention: Why Registered Nurses Choose to Stay with the VA Salt Lake City Healthcare System. ProQuest. Denman, B. (2008). Nursing Shortages: A Phenomenological Study of Nurses who Worked in Opioid Treatment Programs. ProQuest. Foglia, D.C. (2008). Factors which Influence Pediatric Intensive Care Unit Nurses to Leave Their Jobs. ProQuest. Huston, C.J. (2013). Professional Issues in Nursing: Challenges and Opportunities. Lippincott Williams & Wilkins. Masters, K. (2009). Role Development in Professional Nursing Practice. Jones & Bartlett Publishers. Rossman, A. (2010). The US Nursing Shortage and Nonprofits, SPNHA Review, 6 (1). Westphal, J.A. (2008). The Effect of Workforce Shortages on Nurse Leader Turnover and Succession in United States Hospitals. ProQuest. Windsor. K. (2009). Correlation of Nurse Leadership Style to Organizational Commitment of Foreign-educated Nurses in U.S. Hospitals. ProQuest. You can get 24X7 business and nursing case study assignment help services from our experts. We assure you that you will get original assignment help with in the deadline and your assignment paper will not be discussed with our clients.