Nursing Workforce Aging Rate Essay Outline

Thesis statement:

The nursing workforce is aging at a higher rate than ever worldwide. This is as a result of having fewer young people entering the profession. Management should focus on enhancing elements of job satisfaction and job embeddedness that will motivate nurses to remain both in the workforce and with their employer

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Introduction:

It is said that a 50-year-old worker can perform as a 25-year old (The impact of perceived age discrimination 2003). This means age may not necessarily influence output, although this may vary in different persons. Nursing is a profession of a university degree that is dedicated to the integral care of the individual, the family and the community in all stages of the life cycle and in their development processes. Aging is a normal process where an organism is characterized by a progressive decrease in the ability to carry out some functions. Aging begins from the moment of birth. In Nevis, most of the young population is running for greener pastures in outside countries. This leaves Nevis with a large population of older nurses.

Body:

These graying nurses know how to create and maintain working relationships. They are supposed to relate to their peers, managers and supervisors, younger nurses, patients and their families' in order to achieve organization's goals.( Retention of nurses nearing retirement 2004).

1. There should be a close relationship between the older and the younger nurses to enhance the sense of mentorship.
2. Handling and talking to the sick and their families' to their conviction requires a perfect experience. Managers, therefore, will often cling to them for this aspect (Preparing for an aging workforce2009).
3. Due to the longtime relationship between the line manager and an aging nurse, affecting policies and processes of a facility becomes easy and efficient.

Knowledge:

Vast knowledge means having wisdom and expertise in the related field. The valuable knowledge with these older nurses is not easily replaceable.

1. The vital ideas they have in a wide range of diagnostics are helpful even to the doctors and thus the reluctance in laying them off.
2. Being conversant with the way the system is run is an added advantage: these nurses seem to be contented and easy and therefore a possible quality output.
3. A long time in service allows them to have important contacts from all around the industry. These contacts help a great deal in case of emergencies.

Stability:

1. Older nurses will usually display high levels of discipline and maturity. This, therefore, leads to a balance and stability in the clinical environment.
2. It is true that these older nurses do not have many external pressures compared to their younger counterparts. That fact makes them wholly devoted to their job (Employment in the Elderly2006).

Work ethics:

1. They are used to the kind of work and routine, therefore, they may not have a hard time observing them.
2. Most of the older nurses are loyal. This makes them reliable even in difficult situations.
3. Nursing experience is compared to life experience such that with either one is able to have a bigger picture and thus being able to deal with critical situations.

Strategies for retention:

Most of the aging nurses are loyal and that makes them Nevis as a state should come up with strategies to keep the aging nurses around. This will give ample time to train the younger population amidst the waiting to retire population.

1. Aging nurses will be able to manage and do best while working for reduced hours. Frequent leaves should also be considered (The Meaningful Retention Strategy Inventor 2004).
2. Recognition, positive feedbacks and encouragements from their supervisors should be paramount.
3. Older registered nurses should also be in administrative positions to motivate them and have an opportunity to orient young nurses.
4. They should be encouraged to participate in decision making and professional development activities that address the needs of experienced nurses (Employment in the Elderly2006).

Conclusion:

a) Concerned health administrators should advocate and support retention of older nurses.

b) There is need to adopt new strategies and implement the existing ones to prevent the loss of valuable vast knowledge and experience.

References

2006 Employment in the Elderly Bass, S. A., and F. G. Caro, edited by W. H. Crown. Westport, CT: Greenwood Press.

2009 Preparing for an aging workforce

2009 Beatty PT, Burroughs L.: the role of higher education.

2004 The Meaningful Retention Strategy Inventor Kuhar, P. A., D. Miller, B. T. Spear, S. M. Ulreich, and L. C. Mion.

2004 Retention of nurses nearing retirement. O'Brien-Pallas L, Duffield C, Alksnis C. Who will be there to nurse?

2003 The impact of perceived age discrimination. Snape E, Redman T. Too old or too young?