The Problem of Nursing Shortage Paper Example

The problem of nursing shortage has continued to affect several facilities of healthcare in the United States of America, and the issue is expected to become much severe due to having nurses being made to compensate for the problem involving their shortages through working for an extended time. The situation characterized by a lack of nurses is much complicated as it is increased by the rise of the number of nursing professionals who are ageing in the workforce, having low unemployment rates as well as the international trend of the healthcare, which contributes to the shortages being experienced.

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The paper provides a proposal, which would help in addressing of the issue involving shortage of nursing professionals and poor performance outcomes. his lead to a reduction in Medicare reimbursement dollars through exploring of ways in which these two significant issues may be addressed in both long-term and short-term measures which are aimed at measuring how the problems may incorporate the sustained changes, among workers of an ancillary department that is a constituent of 500-bed hospital. Being a manager in the nursing department, I would like to take a significant lead during the process of increasing this attention concerning the issue of the nursing shortage and provide some suggestions about its potential solutions. The question concerning nursing shortage has dramatically affected the department. The problem has resulted in a lack of job satisfaction among the nurses which has led to higher rates of turnovers.

In the modern facilities of healthcare, there are several challenges in attaining enough supply of nurses as well as in the process of establishing solutions which may help in addressing these crucial areas in the delivery systems of health care, and policies (Catalano, 2015). The issue of a nursing shortage that many healthcare facilities are experiencing today is distinct from the one that the healthcare centres faced in the past. However, there are some factors which lead to nursing shortages as the problem has remained unchanged only having some notable changes in the population of nursing staffs. Furthermore, necessary changes in the environment of patient care have resulted to reducing of the length in which the nurses stay in the hospital, enhancement in acute and ambulatory care, enhancement of the home care, the availability of skilled experts and staffs.

Most of the economists view the issue of nurses shortage in the sector of nursing as being mainly driven by the need of balance between the supply and demand forces which in many cases becomes a complex issue that is likely to become worse in the future provided the fact that most of the nurses will have attained their retiring age.The available solutions that may be adopted for attaining the needs of the proposed shortage of nurses in the health settings having limited resources should meet the ever-changing requirements of health care which help in tracing of the deficiencies to the lapses that have been experienced in the past needs which resulted to failing of developing strategies required for managing them. A solution to this issue is the need of the healthcare centers embracing the modern technology that is necessary to minimize the care backlog through redefining of the manner in which work s carried out.

It is also vital for the healthcare facilities to be aware that labor markets are experiencing stiffer competition having hospitals being the one competing more in retaining and hiring the best staffs. According to Roussel, Swansburg, & Swansburg, (2006), it is paramount for the healthcare institutions to start offering bonuses to the workers who decide to sign extended contracts with the institutions.

The healthcare institutions must be in a position that they provide lucrative benefits such as tuition reimbursements as a way of encouraging those who prefer furthering their education. There also need to establish a balance between the personal and professional roles which require the workers to become more active at home and when at work. The issue of nursing shortages may be addressed via having collaborative management that results in rising of the roles of teams through eliminating of hierarchy. This kind of arrangement enables the workers' autonomy in working as teams which are being supervised by the manager.

Poor performance outcomes leading to a reduction in Medicare reimbursement dollars affects employees in several ways and may negatively impair their commitment and their output towards attaining the goals of the institution. While there is no given doubt which state healthcare programs may be viewed as beneficial for all people who are in the quest for financial help with the medical costs (Couig & Kelley, 2012). Therefore, the state funding may only set aside the limited yearly budget for this work. As a result, the reimbursement system has been found as less competent. Major areas that lead to poor performance outcome s include poor morale, lack of adequate productivity, high rates o employee turnover, and stress that is job-related.

Conclusion

Various motivations are needed to be reconsidered through the valuing of the employees and must be well incorporated to the initiatives at a local degree which offers sufficient compensation as well as creating a working environment that is conducive. The healthcare institutions require concentrating on the internal processes that must be mediated especially that which influences the performances and conditions of workers. A potential solution to this issue is that there be established management personnel that help in monitoring of the payments that are made in hospitals which should be inconsistent with the value and quality of services.

References

Catalano, J. T. (2015). Nursing now!: Today's issues, tomorrow's trends. Philadelphia, PA: F.A. Davis Company

Couig, M. P., & Kelley, P. W. (2012). Annual review of nursing research: Disasters and humanitarian assistance. New York: Springer Publishing Company.

Roussel, L., Swansburg, R. J., & Swansburg, R. C. (2006). Management and leadership for nurse administrators. Sudbury: Jones and Bartlett.