The solution I chose to address the issue of nursing shortage in my workplace consists of three strategies, which will lead to retention of nurses and thereby reduced turnover (Halter et al., 2017). The three strategies are advocating for nursing schedule flexibility, creation of an environment that encourages nurses to air there concerns and institution of a program that focus of long-term professional growth and development. Some studies show that nursing schedules in most healthcare facilities is usually tight which results in nurses having a heavy workload, which they are unable to manage. As a result, they are to attend to all patients leading to patient dissatisfaction (Gyllensten, Andersson, & Muller, 2017). Moreover, in my workplace, there are no programs that support career development for the nurses and nurses are not provided with a platform where they can air their views. My proposed solution to the problem will address these issues, and ultimately lead to improved job satisfaction among nurses and hence reduce nurses’ turnover. Consequently, there will be an increase in the number of nurses in the facility.
Since I envisioned my proposed solution to the problem of nursing shortage in my workplace, I have been able to understand a few aspects of the nursing profession. For instance, when I see a story of a nurse who quite there jobs after two months of employment, I develop a particular interest for the reasons that resulted in that individual quitting the job. Envisioning this solution has helped me understand why there are few nurses in the healthcare system. Most nurses quit within the first year of employment, due to lack of job satisfaction that hails from the issues mentioned above, i.e. demanding shifts, lack of general appreciation and lack of career development (Flinkman, Isopahkala-Bouret, & Salanterä, 2013). It is this phenomenon that led me to my current perspective and direction of dealing with the situation, whereby I will be addressing the issue of nursing shortage in my workplace from the root causes.
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References
Flinkman, M., Isopahkala-Bouret, U., & Salanterä, S. (2013). Young Registered Nurses' Intention to Leave the Profession and Professional Turnover in Early Career: A Qualitative Case Study. ISRN Nursing , 2013 , 1-12. doi:10.1155/2013/916061
Gyllensten, K., Andersson, G., & Muller, H. (2017). Experiences of reduced work hours for nurses and assistant nurses at a surgical department: a qualitative study. BMC Nursing , 16 (1). doi:10.1186/s12912-017-0210-x
Halter, M., Pelone, F., Boiko, O., Beighton, C., Harris, R., Gale, J., … Drennan, V. (2017). Interventions to Reduce Adult Nursing Turnover: A Systematic Review of Systematic Reviews. The Open Nursing Journal , 11 (1), 108-123. doi:10.2174/1874434601711010108
