The United States health care system employs 2.7 million registered nurses and it is nurses who are arguably in the most pivotal position to drive system change (Palumbo, Rambur, & Hart, 2017). According to the Bureau of Labor Statistics Employment Projections 2014-2024, the RN workforce is expected to grow from 2.7 million in 2014 to 3.2 million in 2024, an increase of 439,300 or 16%. The Bureau also projects the need for 649,100 replacement nurses in the workforce bringing the total number of job openings for nurses due to growth and replacements to 1.09 million by 2024.
Impact on Work Setting
Shortage in nursing staff leads to nurse burnout and moral distress which leads to adverse effects and ineffective performance of nurses, and the ability to provide quality health care services. Healthcare organizations are beginning to recognize the importance of employee engagement and wellbeing. Wellness programs are beginning to appear that offer comprehensive physical, emotional and social support services (Havaei, MacPhee, & Dahinten, 2016). The nursing shortage in the workplace makes it difficult for nurses to meet required professional standards hence causing moral distress and unsafe practice
Healthcare Organization Response to nurses shortage
But as nursing shortages drag on, it’s not just about recruiting new talent. Health systems are increasingly forced to do what they can with the staff they have available (Tech helping to alleviate nurse shortage, experience gaps, 2019). Allow scheduling flexibility helps nurses juggle their busy work schedule with home life and educational opportunities, and also allow them to decompress between stressful, emotionally demanding shifts. Keeping nurses happy when it comes to scheduling will create a more positive work atmosphere and help the hospital retain quality nurses. Compensation packages are very important. Aside from competitive benefits, employers need to design new types of compensation packages that reflect the changing financial and lifestyle needs of new nurses. Its important to consider other financial incentives that arent tied directly to salary.
References
Havaei, F., MacPhee, M., & Dahinten, V. S. (2016). RNs and LPNs: emotional exhaustion and intention to leave. Journal Of Nursing Management, 24(3), 393399. https://doi-org.ezp.waldenulibrary.org/10.1111/jonm.12334
Palumbo, M. V., Rambur, B., & Hart, V. (2017). Is health care payment reform impacting nurses work settings, roles, and education preparation? Journal of Professional Nursing, 33(6), 400404. https://doi-org.ezp.waldenulibrary.org/10.1016/j.profnurs.2016.11.005
Tech helping to alleviate nurse shortage, experience gaps. (2019). Modern Healthcare, (32). Retrieved from https://search-ebscohost-com.ezp.waldenulibrary.org/login.aspx?direct=true&db=edsgea&AN=edsgcl.597189506&site=eds-live&scope=site
