Retention and Recruitment: Nursing Shortage
Retention and recruitment of nurses has long been increasing problematic related to issues such as low morale, negative work environments and profession wide public distortion and are major contributors to the continued nursing shortage. (West; Griffith and Iphofen, 2007) In the acute care arena the nursing shortage critically impacts recruitment and retention strategies and is paramount related to quality and safe care delivery. This essay will discuss those factors that contribute to nursing shortages in healthcare organizations and present retention and recruitment strategies that form a plan of action related to staffing shortfalls.
Factors Contributing to Nursing Shortages
The Joint Commission on Accreditation of Healthcare Organizations (JCAHO) has identified factors that contribute to the national nursing shortage through an in-depth study released September 3, 2007 entitled Healthcare at the Crossroads, Strategies for Addressing the Evolving Nursing Crisis where a myriad of identified contributors to the nursing shortage are presented and analyzed. Acknowledging the other allied healthcare specialties which are likewise undergoing shortages such as; pharmacists, lab techs and x-ray technicians, the critical shortage in nursing comes under critical focus because “nurses are the primary source of care and support for patients at the most vulnerable points in their lives.” (JCAHO, HealthCare at the Crossroads, 2007 pg. 4)
Better places to work
JCAHO indicates that an astounding 56% of nurses leave patient care jobs for other employment that is less stressful and less physically taxing. Other cited reasons for nurses leaving the bedside include 22% seeking more routine hours, 18% for higher wages; 14% for advancement portals and when nurses were asked what the number one problem in nursing is 39% said understaffing and 38% said stress and physical demands. Delegation of skilled nursing tasks, lack of...