Recent study has proven that there has been an increased reduction on nursing personnel and as time passes, there will be a huge shortage in the health sector. Notably, the cause of labor shortage is not due to lack shortage of individuals with the nursing qualifications, but rather a reduced number of personnel willing to work under the present conditions. The main reasons attributed to this include inadequate planning and allocation mechanisms, undersupply of staff, poor recruitment, return policies, poor incentive mechanisms, and insufficient career support ( Duffield et al. 2014) . Nonetheless, facility administrators and policy makers have a bigger role to play in ensuring that there is a continued provision of quality healthcare despite labor shortage. This paper provides an overview of solutions that should be put in place to curb low staff levels and ensure effective healthcare delivery.
In order to address the nursing agenda, facility administrators should come up with a short-term solution such as offering incentives that encourage nurses to put more effort in their performance. Such incentives include the increasing payment scope for the available staff members. This includes overtime pay since the available staff has to work for more hours and assume more duties in order to cover up for the number of few numbers of nurses than required ( Duffield et al. 2014) . Additionally, facility administrators understand that the nurses are performing more work than normal thus it should call for effective schedule management that will ensure there is balanced task allocation patterns of duties that inclusive off periods for nurses. This entails adequate work force planning and proper allocation mechanisms.
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Another solution to ensure there is quality service provision, involves training personnel to handle a variety of tasks and proper workforce alignment. As noted, labor shortage does not necessarily mean having a less number of workers, but also revolves around the performance and functionality of health systems in enabling nurses to use their skills effectively ( Duffield et al. 2014) . Therefore, facility administrators should come up with workforce policies that are aimed at aligning the health practitioners to have the capacity to perform across various disciplines in the health sector. This requires high analytical for the facility administrator in order to identify the skills of various staff members and determine where the role they could best fit in order to meet the service needs of patients ( Duffield et al. 2014) . This long-term solution helps in flexibility of nurses, physicians and other health professionals to develop capacity of effective skill mixture to perform a variety of roles. This solution mainly revolves around staff allocation of workload.
In overall, the strategies set by facility administrators should rotate around making the workplace a habitable place and one that encourages workers to put effort in their duties. Therefore, there should be also being financial considerations that help to improve resource allocation in different departments in the health sector ( Duffield et al. 2014) . Limited resources act as a demoralizing factor, which is also the major reason as to why there are a reduced number of health personnel. Facility administrators should come up with a budget to be used in stocking of adequate resources such as medicines and other equipment. In addition, it is their work to oversee the payroll protocols is attractive. In the case of limited funds, facility administrator should come up with projects aimed at raising money and ensure that there is an approach of paying back the money to respective debtors ( Duffield et al. 2014) .
To conclude, it is evident that nursing shortages cannot be blamed on the number of personnel but lack of coordinated implementation of nursing policies. Therefore, it is important that facility administrators ensure there are appropriate policies and responses that assists to solve the issue of limited labor and ensure there is continued provision of quality health care.
References
Duffield C.M., Roche M.A., Homer C., Buchan J. & Dimitrelis S. (2014) A comparitive review of nurse trunover rates and costs across countries. Journal of Advanced Nursing , 70, 2703–2712.
