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Nurse Retention In Nursing Care

134 Words1 Pages
Since, one-third of the entire Canadian healthcare workforce consists of regulated nursing profession, it has been suggested that “as nurses goes, so goes the rest of the system” (CNAC, 2002, p 9). So, the healthcare delivery system requires good leadership for the enhancement of effective, productive and sustainable nursing workforce to address the nursing shortage. Since, retaining nurses in the workforce by decreasing nurse turnover could also decrease the healthcare costs, increase job satisfaction among nurse and enhance safe and quality patient care, it is vital to address the issue of nursing shortage by retaining nurses in the workforce now. Hence, my paper will argue that failure to focus on retention of nurses is a critical factor
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There is a need for greater reimbursement for nurse staffing for health care organizations. Nurses make up the bulk of medical personnel and are the frontline caregivers and health care providers. I agree with many experts’ opinion that adequate nurse staffing results in favorable patient outcomes and must therefore be financially supported. Dunham-Taylor (2015), argues that “effective workforce management is a key factor contributing to organizational success” (Dunham-Taylor, 2015). Moreover, the author asserts that adequate nurse staffing leads to better patient outcomes, better reimbursement, positive patient satisfaction scores, greater workforce satisfaction, increase employee retention, financial success and organizational stability

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The article “Why Are Nurses Leaving? Findings From an Initial Qualitative Study on Nursing Attrition” by Carol Isaac MacKusick and Ptlene Minick is a qualitative research study with a phenomenological research design. The research question addressed in this article is the experience of registered nurses who flee bedside nursing. The sample provided were registered nurses (RN) in the United States who were mostly Caucasian females varying in ages 40-49. The sample size investigated was ten nurses total.

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What was once thought of as a profession driven by compassion and the desire to help those in need has now become filled with weary burnt out nurses who have lost sight of their purpose. Stress has caused them to distance themselves from the principles nursing is built upon. Our health care system needs to be revamped to improve the quality of care being administered. Nurses can be proactive and take steps to avoid burning out but, our health care administrators have to take matters into their hands because they have the capacity to initiate change. They must realize the gravity of the situation and take an offensive position to make a stand against the crisis of nursing

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My critical discussion paper is focused on an issue of human health resources in Canada presented in “Toward 2020 Vision for Nursing”. This discussion paper will clarify the goals of the paper, evaluate writer’s views on proposed topic from different aspects and provide evidence of current research. Summary The project titled “Toward 2020 Vision for Nursing” is funded by Health Canada through Canadian Nursing Association.

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Introduction This chapter provides a background of nurse burnout and their effect on quality of care and patients outcomes. It also includes a description of the purpose, research questions ,hypotheses and significance to conduct this study in Jordan along and the definition of the study variables. Background Burnout is the term often used, and the concept of burnout has important attention in the area of nursing. Maslach, one of the first researchers to begin investigating burnout, described it as “a syndrome of emotional exhaustion, depersonalization, and reduced personal accomplishment that can occur among individuals who work with people in some capacity”

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Such working conditions will only add to staff dissatisfaction and limit retention of qualified educators. Bryne and Martin (2014) express that nursing education leaders must be aware of the issues that induce job dissatisfaction and make the necessary changes to attract and retain qualified educators. Moreover, Nardi and Gyurko (2013) recommend that competitive salaries and benefits, accelerated recruitment drive and improved access to scholarship can make the nursing educator careers more

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924 Words | 4 Pages

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