NRSG 310 UNIT 3 DISCUSSION CTU

Unit 3 Assignment

Among the challenges experienced in the patient care environment is the nursing shortage. According to the American Association of Colleges of Nursing, there are various issues related to the nursing shortage. Registered nursing is among the top jobs with the fastest growth, meaning that as years pass, more and more registered nurses are needed, and the need is expected to grow by seven percent in the next decade (“AACN,” 2020). The nursing shortage is even expected to be more biting as the Baby Boomers get older hence the need for more nursing services. Another factor is that nursing schools are incapable of expanding their capacity to meet the increasing demands.

Various strategies are being employed by healthcare settings to prevent a nursing shortage. One of them is mentorship programs that help in mentoring nurses and reduce nursing staff turnover and prevent nurses from leaving the profession for other professions (Jacobs, 2018). Another strategy is the accelerated or second-degree bachelor of nursing. Such programs permit individuals who have bachelor’s degrees in another field to complete the bachelor of nursing degree in a year or two. This strategy allows more individuals to get into nursing hence helping reduce the shortage. The nursing problem can also be sorted by increasing funding to the nursing schools to support the programs associated with nursing education. These funds can also help in increasing the nursing schools’ capacity to respond to emergencies. The funding can also help the nursing schools to engage in projects such as the procurement of equipment, laboratories, and buildings.

Part Two

The adverse impacts of the nursing shortage have attracted considerable attention in recent times, with various stakeholders focusing on strategies for preventing and managing the nursing shortage. As such, various researchers have explored aspects connected with nursing shortages, such as the perils of short staffing for nursing, ways of preventing and managing nursing shortages, and possible causes of nursing shortage.

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In one of the recently published research on the perils of short staffing for nurses, Ramsey et al. (2018) performed research that aimed at evaluating the impacts of decreased nursing staff in the emergency department. According to this study, the impact of nurse staffing on the emergency department is still an area of concern and interest to nurses, physicians, and administrators. By conducting a retrospective observational review of the electronic medical record database, this research revealed various impacts of nursing shortage. One of them is that some patients were not being seen, implying that if a patient has an uncomfortable status, then such a situation can easily deteriorate due to the nursing shortage. The implication is that the patients end up having poorer health outcomes.

Various methods can be used in the workplace to prevent staff shortages. One of the strategies is improving the working conditions. In some cases, poor working conditions are connected to high nursing staff turnover. Higher staff turnover has been connected to the nursing shortage as the nursing staff working in an unfavorable environment are more likely to look for better work opportunities. The other strategy is the use of professional educational modules, which train nurses to be more resilient in the work environment and stay in work without having to move to other professions believed to be less stressful (Ackerson & Stiles, 2018). While several strategies can be used in solving the problem of staff shortage, some of the solutions may depend on the cause of the shortage in a particular setting. Therefore, it is imperative that work environments are treated independently when solving the staffing shortage issue.

References

Ackerson, K., & Stiles, K. A. (2018). Value of nurse residency programs in retaining new graduate nurses and their potential effect on the nursing shortage. The Journal of Continuing Education in Nursing, 49(6), 282-288. https://doi.org/10.3928/00220124-20180517-09

American Association of College of Nursing. (2020) Nursing shortagehttps://www.aacnnursing.org/News-Information/Fact-Sheets/Nursing-Shortage.

Jacobs, S. (2018). An analysis of the evolution of mentorship in nursing. International Journal of Mentoring and Coaching in Education. https://doi.org/10.1108/IJMCE-06-2017-0042

Ramsey, Z., Palter, J. S., Hardwick, J., Moskoff, J., Christian, E. L., & Bailitz, J. (2018). Decreased nursing staffing adversely affects emergency department throughput metrics. Western Journal of Emergency Medicine, 19(3), 496. https://doi.org/10.5811%2Fwestjem.2018.1.36327

Change is inevitable and is common in every setting and organization. Therefore, in anticipation of potential changes or change organization and its leaders should put in place appropriate strategies that can help to successfully manage the change for better operations (Fronzo, 2018). In most cases, change is undertaken to address an identified gap or improve an existing operation within the facility. Therefore, the purpose of this assignment is to identify and describe a change that occurred in the workplace and formulate an annotated bibliography of research articles that are related to the identified change.

The Change

As earlier highlighted, change is a common phenomenon in organizations. One of the recent changes that occurred at the workplace was in the line of care for older individuals. A trend has been popping where there has been a high rate of staff turnover, which has been hurting the facility. Therefore, the organization decided to approach the issue from the staff’s point of view by using a new policy of introducing staff empowerment and motivation programs.

The Six-column Table for the Research Articles.

Author	Year	Title of article	Title of publication	Volume and Issue	Pages of article
Berridge et. al.	2020	Leadership, staff empowerment, and the retention of nursing assistants: Findings from a survey of US nursing homes	Journal of the American Medical Directors Association	21(9)	1254-1259
Berridge et al	2020	Staff empowerment practices and CNA retention: Findings from a nationally representative nursing home culture change survey	Journal of Applied Gerontology	37(4)	419-434
Wang et al	2019	Intrinsic motivation and turnover intention among geriatric nurses employed in nursing homes: The roles of job burnout and pay satisfaction	Contemporary Nurse	55(2-3)	195-210
Kim et al	2020	Factors affecting new graduate nurses’ intention on retention in hospitals: Focused on nursing organizational culture, empowering leadership, and organizational socialization	Journal of Korean Academy of Nursing Administration	26(1)	31-41
Ayalew	2019	Understanding job satisfaction and motivation among nurses in public health facilities of Ethiopia: a cross-sectional study	BMC Nursing	18(1)	1-13
Li et al	2019	Effects of the work practice environment, work engagement, and work pressure on turnover intention among community health nurses: Mediated moderation model	Journal of Advanced Nursing	75(12)	3485-3494

Annotated Bibliography

Ayalew, F., Kibwana, S., Shawula, S., Misganaw, E., Abosse, Z., Van Roosmalen, J., … & Mariam, D. W. (2019). Understanding job satisfaction and motivation among nurses in public health facilities of Ethiopia: a cross-sectional study. BMC Nursing, 18(1), 1-13. https://doi.org/10.1186/s12912-019-0373-8

This article by Ayalew was done with the aim of exploring staff motivation and job satisfaction among nurses. The researchers used face-to-face interviews to collect data on job satisfaction. The majority of the nurses indicated satisfaction. The study showed that human resource management strategies such as motivation are key in retaining nurses. This article is significant as it shows that nurse retention is positively impacted by programs such as motivation. Therefore, this method has a high chance of succeeding in the facility to help the facility reverse the trend of high nurse staff over and improve care among the residents.

Berridge, C., Lima, J., Schwartz, M., Bishop, C., & Miller, S. C. (2020). Leadership, staff empowerment, and the retention of nursing assistants: Findings from a survey of US nursing homes. Journal of the American Medical Directors Association, 21(9), 1254-1259. https://doi.org/10.1016/j.jamda.2020.01.109.

Berridge et al. (2020) explored the connection between nurse retention and nursing home staff empowerment and leadership. Using a cross-sectional study by employing survey data, a total of one thousand three hundred and eight-six respondents completed the survey. Among the findings was that staff empowerment practices and modifiable leadership were connected to high staff retention. The significance of this article lies in the fact that it shows the efficacy of using various strategies such as staff empowerment in improving staff retention by lowering staff turnover. Therefore, the programs recently implemented as a change initiative by the facility are likely to have a positive impact.

Berridge, C., Tyler, D. A., & Miller, S. C. (2018). Staff empowerment practices and CNA retention: Findings from a nationally representative nursing home culture change survey. Journal of Applied Gerontology, 37(4), 419-434. https://doi.org/10.1177%2F0733464816665204.

This article also explored staff empowerment and nurse retention. Berridge et al. (2018) used data from two thousand and thirty-four nursing home administrators obtained from the survey. The analysis of the data showed that a higher staff empowerment score was connected to higher nurse retention in comparison to the low empowerment strategies. This shows that staff empowerment is important for nurse retention. This article is significant as it underlines the importance of using greater staff empowerment strategies to improve staff retention for better outcomes. As such, the information is connected to the recent change in the organization where staff empowerment programs have been applied.

Kim, E. G., Jung, M. S., Kim, J. K., & You, S. J. (2020). Factors affecting new graduate nurses’ intention on retention in hospitals: Focused on nursing organizational culture, empowering leadership, and organizational socialization. Journal of Korean Academy of Nursing Administration, 26(1), 31-41. https://doi.org/10.11111/jkana.2020.26.1.31

Kim et al. (2020) also investigated the connection between empowerment leadership, nursing organizational culture, and nurse retention. The researchers collected data from a total of one hundred and eighty-four nurses. The analysis of the data showed that empowerment leadership and practices are positively connected to nurse retention. These empowerment programs are more effective when initiated and supported by the nurse administrators. This article is also significant since it demonstrates the importance of administration-based programs such as staff empowerment in ensuring that nurse retention is better. The connection with the current topic is that an empowerment program was also recently implemented at the facility as a change initiative.

Li, B., Li, Z., & Wan, Q. (2019). Effects of the work practice environment, work engagement and work pressure on turnover intention among community health nurses: Mediated moderation model. Journal of Advanced Nursing, 75(12), 3485-3494. https://doi.org/10.1111/jan.14130

Li et a. (2019) performed a study to examine the relationship that exists between the practice environment and the staff turnover using a cross-sectional survey design. The study used a total of four hundred and ten nurses who attended to survey questions regarding practice environment and work engagement. The analysis of the data showed that the practice environment entailing humanitarian factors such as motivation is positively associated with nurse retention. Therefore, the findings are important and relevant in that it shows the importance of using enabling environments to fight nurse turnover. It is connected to the main topic since the facility also focused on humanitarian factors such as motivation and empowerment to improve nurse retention.

Wang, E., Hu, H., Mao, S., & Liu, H. (2019). Intrinsic motivation and turnover intention among geriatric nurses employed in nursing homes: The roles of job burnout and pay satisfaction. Contemporary Nurse, 55(2-3), 195-210. https://doi.org/10.1080/10376178.2019.1641120

Wang et al. (2019) recently conducted a study with the aim of investigating the connection between intrinsic motivation and staff turnover among nurses. The study involved one thousand two hundred and twelve nurses who responded to a questionnaire. The analyzed data showed that motivation led to a lower nursing turnover and turnover intention, showing the importance of using a motivation to lower the chance of nurse turnover. This paper is also significant as it shows that it is key to use effective strategies such as motivation to retain nurses for better outcomes. This is one of the strategies recently implemented by the facility.

Conclusion

Nurse turnover has been the main problem at the facility calling for strategies to fight it. As such, recently, the organization resorted to using empowerment and motivation programs to help fight the problem. Therefore, this annotated bibliography has been formulated to support the undertaken change.

References

Fronzo, C. (2018). Understanding change management: a clinical improvement programme to transform your practice. British Journal of Nursing, 27(Sup6), S3-S4. https://doi.org/10.12968/bjon.2018.27.Sup6.S3