The Nursing Shortage and the Nursing Work Environment Essay Example for Free

The treat Short grow and the Nursing Work Environment Essay1. Introduction1.1 Nursing as challenging affair significant fleshly and psychological demands on obtains of all levels1.2 Qualified nurses as the core key to victor in the delivery of health care services1.3 Qualified nursing staff, hospitals, clinics, nursing homes, and opposite essential healthcare services as contribution to modern worldProblem Statement2.1 The current situation with paucity of qualified nurses in the USA2.2 The year of 2004 the dogmatic shifts in dealing with nursing shortage2.3 macrocosm aging and retiring nurses as the main reason of severe nursing shortageResearch gesture3.1 The impact of assembly line-related striving on health care organizations and qualified nurses3.2 Measures to be taken to alleviate occupancy-related judge for nurses3.3 Reduction of job-related sift as the solution to nursing shortageResearch Hypotheses4.1 Hypothesis 1 Nurses exit indicate that they experience jo b-related stress.4.2 Hypothesis 2 Job-related stress is a factor in a nurses closing to leave nursing.4.3 Hypothesis 3 Nurses who defecate learned to manage their stress will be more than likely to continue their careers.Literature ReviewJob-related stress may have serious implications for patient safety. change magnitude patient loads, for example, have been associated with elevated stress levels, the increased likelihood of an accident, and a greater risk of the nurse being involved in a medical malpractice lawsuit (Miller, 2004). One study gear up that 79% of RNs believed that the shortage of qualified nurses has already affected the quality of patient care (Buerhaus, Donelan, Ulrich, Linda Norman, et al, 2005). Although some studies have found that stress levels may be affected by the mode of nursing, other research has indicated similar levels of stress in functional nursing, team nursing, and primary nursing settings (Mkinen, Kivimki, Elovainio, Virtanen, Bond, 2003).Sou rces of StressStress in nursing comes from physical and mental exertion while take forming with patients and the emotional stress that comes from dealing with injured, sick, and dying people. Job stress may also affected by staff reductions, curiously if those reductions result in increased responsibilities for the stay staff members (Hertting, Nilsson, Theorell, Larsson, 2004, p. 148). The long-term effects of staff reductions include feelings of distrust towards the employer (2) concurrent demands and challenges (3) professional ambiguity (4) unmet desires for collaborationism with other professionals and (5) efforts to gain control (Hertting, Nilsson, Theorell, Larsson, p. 148)For many nurses, some job-related stress may come from internal sources. Antai-Otong (2001) observe that one pervasive cause of stress among nurses is the feeling that nurses must do everything for everyone all of the time and be perfect while doing it. These un vivid expectations for perfection may l ead to chronic ire, hostility, or repressed aggression, especially if the individual privations sufficient coping skills to address these emotions (Antai-Otong). To cope with this stress, Antai-Otong recommended that nurses receive training in conflict management, anger management, self-renewal techniques, assertive communication, and other forms of creative stress management.Finally, stress also appears to be affected by age and experience. In studies comparing stress and job satisfaction of older nurses with that of junior nurses, older nurses with more long time experience showed less stress and reported more positive experiences as a nurse than their younger counterparts (Ernst, Messmer, Franco, Gonzalez, 2004). Younger nurses reported concerns over compensation, workload, and lack of recognition (Ernst, et al). Ernst, et al., (p. 222) speculated that older nurses had less reason to be worried about income than their younger counterparts because the older nurses were paid m ore. They also speculated that the expectations and goals of the nurses in the study had become more realistic as they matured, resulting in greater job satisfaction (Ernst, et al., p. 225).Providing Ways to Improve RetentionIncentives may be used to motivate nurses to improve their performance or to stay with an employer. Incentives do not necessarily have to be monetary. In some cases, non-monetary incentives such as the opportunity to work in a positive work milieu may outweigh relatively small financial incentives. different incentives that may be used to encourage nurses to stay are educational opportunities, flexible scheduling, health and safety considerations, and the nature of the boilersuit organizational culture (Cohen, 2006).Many nurses are concerned with the balance of their professional and personal responsibilities. Quality of work life (QWL) has been defined as the balance between the individuals professional responsibilities and personal life (Ming-Yi Kernohan, 2 006). QWL has been linked to job satisfaction and improved retention. Factors that affect the QWL of nurses include socioeconomic factors, demographic characteristics of the individual nurse (e.g., age, marital status, and other personal characteristics), organizational aspects, work aspects, human relation aspects, and the opportunity for self-actualization through nursing (Ming-Yi Kernohan).Of these, the individuals demographic characteristics and the socioeconomic status of the health care facility and the surrounding area are beyond the control of the organization. Other factors, such as providing opportunities for self-actualization, may be affected by organizational policies but are not exclusively inwardly the domain of the organization. The remaining factors organizational aspects, work aspects, and human relations aspects are within the control of the organization. Organizations that wish to improve their retention rates for high-performing nurses may wish to examine ho w these factors can be adjusted to improve the QWL of nurses working within the organization.Lambert, Lambert, and Yamase (2004) noted that stress is often associated with uncertainty and a lack of information. Providing nurses with information, training, and continuing education can help alleviate these feelings and may help to reduce the overall levels of stress. Lambert, at al. also recommends exercise, physical exertion, and expressing feelings to an inanimate object as appropriate stress-reduction techniques. Environmental changes, such as brightening the environment with flowers and other aesthetically appealing items, may also help reduce the stress levels in the piece of work (Lamber, et al.). Finally, Lambert, et al. suggested searching for any possible philosophical or spiritual implications that might help the individual to go steady and to cope with the stresses that come along with patient care.ConclusionThere is a strong reciprocal kindred between job stress and nurs e retention. As nurses within a given facility fuck off to experience increased stress, the likelihood that some will quit or look for a job elsewhere appears to increase. Consequently, the work loads of the remaining nurses increase, which ratchets up the stress levels, resulting in more nurses leaving the organization. This regular recurrence is not limited to organizations, but also appears to occur within the nursing profession.ReferencesAntai-Otong, D. (2001). Creative Stress-Management Techniques For Self-Renewal. Dermatology Nursing, 13, 1, 31-37. Retrieved July 27, 2007, from academic look Premier Database.Beaudoin, L., Edgar, L. (2003). Hassles Their Importance to Nurses Quality of Work Life. Nursing Economic$, 21, 3, 106-114. Retrieved July 26, 2007, from Academic Search Premier Database.Buerhaus, P., Donelan, K., Ulrich, B., Norman, L., Williams, M., Dittus, R. (2005). hospital RNs and CNOs Perceptions of the Impact of the Nursing Shortage on the Quality of Care. Nu rsing Economics, 23, 5, 214-221. Retrieved July 27, 2007, from ProQuest DatabaseCohen, J. (2006). The Aging Nursing Workforce How to oblige Experienced Nurses. Journal of healthcare Management, 51, 4, 233-245. Retrieved July 27, 2007, from Academic Search Premier.Ernst, M., Messmer, P., Franco, M., Gonzalez, J. (2004). Nurses Job Satisfaction, Stress, and Recognition in a pediatric Setting. Pediatric Nursing, 30, 3, 219-227. Retrieved July 27, 2007, from Academic Search Premier Database.Hertting, A., Nilsson, K., Theorell, T., Larsson, U. (2004). Downsizing and Reorganization Demands, Challenges, and Ambiguity for Registered Nurses. Journal of Advanced Nursing, 45, 2, 145-154. Retrieved July 27, 2007, from Academic Search Premier Database.Lambert, V., Lambert, C., Yamase, H. (2004). Psychological Hardiness, Workplace Stress and Related Stress Reduction Strategies. Nursing wellness Sciences, 5, 2, 181-183. Retrieved July 27, 2007, from Academic Search Premier Database.Mkinen, A., Kivimki M., Elovainio, M., Virtanen, M. Bond, S. (2003). Organization of Nursing Care As a Determinant of Job Satisfaction Among Hospital Nurses. Journal of nursing management, 11, 5, 299-306. Retrieved July 27, 2007, from Academic Search Premier Database.Miller, D. (2004). Where piddle All the Nurses Gone? The Impact of the Nursing Shortage on American Healthcare. Association of Operating way Nurses. AORN Journal, 80, 1, 141. Retrieved July 27, 2007, from ProQuest Database.Ming-Yi H., Kernohan, G. (2006). Dimensions of Hospital Nurses Quality of Working Life. Journal of Advanced Nursing, 54, 1, 120-131. Retrieved July 27, 2007, from Academic Search Premier.U.S. Department of Health and adult male Services (2002). Projected Supply, Demand, and Shortages of Registered Nurses 2000-2020. Department of Health and Human Services, Health Resources and Services Administration, Bureau of Health Professions, subject field Center for Health Workforce Analysis. Retrieved July 27, 2007 , from http//www.ahca.org/research/rnsupply_demand.pdfU.S. Department of Health and Human Services (2004). The Registered Nurse Population. Findings from the attest 2004 National Sample Survey of Registered Nurses. U.S. Department of Health and Human Services, Health Resources and Services Administration, Bureau of Health Professions. Retrieved July 27, 2007, from ftp//ftp.hrsa.gov/bhpr/workforce/0306rnss.pdf