nurse shortages

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School

The Co - Operative University Of Kenya *

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Course

106

Subject

Nursing

Date

Nov 24, 2024

Type

docx

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Uploaded by marcusnganga1

1 Nursing Shortages Name Institutional Affiliation Course Name Professor Name Date

2 Introduction There is no secret that the global healthcare system faces a significant scarcity of listed nurses. Nurse scarcity refers to a phenomenon where the request for nursing practitioners surpasses the supply globally, locally, or nationally. Numerous concerns contribute to the nursing shortage, burnout, increases in inadequate education, restricted resources, job displeasure, and many more. Though nurse scarcity gives inbound nurses a chance in the labor force, the healthcare system and the nursing practice are in distress due to this. This paper discusses the impact of the nursing shortage on the healthcare system and solutions to the problem. Impacts of Nursing Shortages on Nurses Short staffing compromises patient care and affects nurses' well-being, leading to adversative effects such as increased burnout, stress, workplace violence, absenteeism, and intentions to leave. Studies have shown that lower nurse enlistment is the core cause of burnout and discontentment in the nursing practice (Al-Agba & Bernard2020). Nurse burnout is the emotional and physical state of prolonged overload and the lack of job satisfaction and provision. Burnout manifest as fatigue, low sense of individual success, and cynicism ( Warner,2014). Job dissatisfaction refers to the lack of progressive feelings or reaction to one's work conditions. Job dissatisfaction and nursing burnout have been linked with overstrained patient workloads and lack of participation in decision-making regarding patient care or their assignment, including flexibility in work shifts and schedules. Impact on Patients Health care facilities bear an unassignable burden of attention to their clients and patients, and thus they need to certify that they do not expose the sick to needless dangers. However, present staffing practices have numerous repercussions that put patients at risk. Reduced nurse-

3 patient ratios result in more impediments and poorer patient outcomes. The excessive workload in intensive units may partially illuminate the disparity in death rates. Medication errors, pneumonia, and post-operative and urinary tract infections have been linked to a shortage of nurses (Al-Agba & Bernard2020). Furthermore, it has been demonstrated that a rise in adversative occasions increases the number of nursing days required. According to the author (Chapman & Utica 2012), nurse practitioners are the key reconnaissance structure of the hospice. As a result, a decrease in patient care hours and understaffing can result in 'failure to rescue,' referred to as the acknowledgment of an imminent or definite problem and prompt intercession. Proposed and Implemented Changes As a result of these problems, the healthcare organizations I work for proposed and implemented practices that acted as solutions to the problems. The healthcare organization established managerial characteristics and leadership conducts that enabled nurses to control their work by utilizing their behaviors, skills, and knowledge. This resulted in increased organizational assurance, job fulfillment, quality care, increased trust in management, and a reduction in nurse burnout. As arbitrated by specialized practice environment physiognomies, structural empowerment was important for both patient care quality and nurses' job satisfaction. Furthermore, psychological and structural empowerments were important in reducing burnout and, as a result, increasing intent to remain in the healthcare system. ( National Academies of Sciences, Engineering, and Medicine,2019). As a result of trust in the organization and the leader, an empowered management style reduced nurses' feelings of depersonalization and emotional fatigue. These changes in practice had a significant impact on healthcare organizations and nursing practice. As a leader in the organization, I impacted the changes that were implemented by:

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4 • Increasing the significance of work-leadership behaviors that instill tenacity in employees' work and give meaning to their opinions, thus enhancing nurses' sense of value and inspiring them • Encouraging prospects to contribute to the decision-making process- I allowed the nurses to express their sentiments and participate in job-related resolutions. • Communicating confidence in a good performance- Leader actions that exhibit self- confidence in nurses' abilities to realize high-performance potentials and identify nurses’ achievements. • Facilitating the achievement of organizational goals- I accomplished this by improving nurses' abilities and understanding and providing critical assets for effective performance. Conclusion Nursing shortage as a main worldwide problem cannot be resolved easily. Mutual efforts and sincere intents of the management and nurses themselves can be a magical tool to elucidate the problem. Understanding the significance of the problem and identifying its origins might be an effective instrument for adopting definite policies to keep nurses in the profession. Enhanced work environments with fewer stressors, recognition of suitable rewards, and improved compensation can be encouraging, thus improving job gratification. Of course, all of these dynamics and others will share in answering the nursing scarcity problem. References

5 Al-Agba, N., & Bernard, R. (2020). Patients at risk: The rise of the nurse practitioner and physician assistant in healthcare . Chapman, B., & Utica College. (2012). The nursing shortage: A literature review of causation factors, impact on health care, and solutions to fix the problem . National Academies of Sciences, Engineering, and Medicine (U.S.). (2019). Taking action against clinician burnout: A systems approach to professional well-being . Warner, P. D. H. R. (2014). Stress, Burnout, And Addiction In The Nursing Profession . Xlibris Corporation.

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