Nurses are an essential component of the healthcare system. They also comprise the largest segment of individuals in health careers. A survey conducted by the WHO (World Health Organization) shows that globally there are about 29 million midwives and nurses (WHO, 2015). 3.9 million of these midwives and nurses are located in the United States of America. The survey predicted that by 2020, there would be a demand of more than 1 million nurses (WHO, 2015). In the U.S., it is estimated by the ANA (American Nurses Association) that by 2022 the number of registered nursing opportunities will be higher than in all the other careers (ANA, 2018). The nursing shortage is an issue that is being experienced in the U.S., and the U.S. Bureau of labour suggests that more than 1.1 million nurses are needed to end this problem. It is due to this nursing shortage that the nursing career job opportunities are expected to increase rapidly by 15% rate up to 2026 (U.S. Bureau of Labor Statistics, 2018).
Shortages in the nursing career are constant due to deficiency in the number of capable educators, unfair workforce distribution and high hiring and firing rate (Sawaenqdee et al., 2016). There are numerous matters of concern that contribute to nursing shortage such as ageing workforce, increase in the elderly population, exhaustion of nurses, technological alterations, vulnerability to violence or abuse and staffing ratios. The current population mostly consists of individuals who the elderly or almost getting there, which means more health care services will be needed for them. In the U.S., it is estimated that the number of individuals aged 65 years and above is alarming compared to other statistical records in history (Bakhamis et al., 2019). Majority of the middle-aged and elderly population belong to a generation referred to as ‘baby boom generation’, and many of them are attaining the retirement age. In 2011,41 million segments of the population consisted of people aged 65 years and above, this number skyrocketed with a 73% increase in 2019 to 71 million (Barr, 2014). The elderly population increases the demand for health services since they are battling more than one disease at a go which requires them to seek medical services (Barr, 2014) continually. Many of them suffer from manageable terminal illnesses which cause significant strain on the nursing staff.
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The general population is rapidly ageing similarly to the nursing workforce. It is estimated that there are more than 1 million nurses who are 50 years and above, this means that more than a third of the nursing workforce is most likely to retire in the next decade or at most two (Bakhamis et al., 2019). The number is inclusive of the nursing faculty, which results in the issue of less potential educators to train new nurses (Bakhamis et al., 2019). Due to the reduced number of teaching staff and personnel in nursing, the enrollment numbers are limited, which in turn limits the number of registered nurses produced by the learning institutions annually (Cooley &DeGagne, 2016). This does affect not only the number of nurses produced but also the quality of the program and the quality of services provided. Some nurses, after completing their studies and working for a short while, they realize it is not their passion due to the burnout and abandon the profession. In addition, the high rate of hiring and firing is extremely high in this profession. It is estimated that the rate of turnover is about 8.8-37% depending on the speciality of the nurses and the geographic location (Nursing solutions, 2016).
There are several issues which, when addressed properly, can solve the problem of the nursing shortage. The first factor is the ratio of staffing, especially when it comes to bedside nurses. The nurses should be given the task of evaluating the appropriate patient to nurse ration, unlike the present day where the managers make that decision. When the choice is made by the nurses the rate of retention will increase due to reduced burnouts, they will be satisfied with their careers and the desire to leave the nursing career will be greatly minimized (Stead, 2016). The various levels in nursing will also be adequately staffed, resulting in minimal errors, and the patients will be more content on the quality of health care services received. When nursing shortages are experienced, the mortality rates, errors and diseases tend to increase (Alipour et al., 2016). When the number of patients to nurse ration greatly varies the nursing, staff are bound to experience more burnouts, discontentment with their careers and increased mortality rates due to poor quality services (Ariste et al., 2019). The invention of new sophisticated technologies in health care service provision like the EMR (Electrical Medical Record) influences the retention rate of nurses. Some areas like nursing informatics lead to more shortage in nursing staff as some nurses are eliminated from dealing directly with the patients. Nurses who are experienced might experience challenges keeping up with the current trends in technology and as a result, resign from their careers, adding to the problem of the nursing shortage. Proper mandatory training of all the nursing staff on the new trends in technology can help solve this issue.
The health facilities also need to establish empowerment programs that are aimed at fulfilling the needs o the nursing staff while at the same time making certain that the patients receive high quality health services. To increase the retention rate of the nursing staff empowerment and inspiration are necessary in order to invigorate and motivate them. The Magnet Certification is one strategy that can be implemented in nursing to enhance the quality of services, safety and patient contentment (ANA, 2018).
References
Alipour, Z., Eskandari, N., Abbasi, M., Raisi, M., & Bakouei, S. (2019). Structural challenges in the health domain of the health system reform: A qualitative study. Journal of education and health promotion , 8 .
American Nursing Association. (2018). Policy Statement from Tri-Council members: Strategies to Reverse the New Nursing Shortage . Retrieved from: http://nursingworld.org/MainMenuCategories/ThePracticeofProfessiona lNursing/workforce/NursingShortage/LegislationStrategies/Nurs ingShortage.htm
Ariste, R., Béjaoui, A., & Dauphin, A. (2019). Critical analysis of nurses' labour market effectiveness in Canada: The hidden aspects of the shortage. The International Journal of health planning and management .
Bakhamis, L., Paul III, D. P., Smith, H., & Coustasse, A. (2019). Still an epidemic: the burnout syndrome in hospital registered nurses. The health care manager , 38 (1), 3-10.
Barr, P. A. U. L. (2014). The boomer challenge. Hosp Health Netw , 88 (1), 22-26.
Cooley, S. S., & De Gagne, J. C. (2016). Transformative experience: Developing competence in novice nursing faculty. Journal of Nursing Education , 55 (2), 96-100.
Stead, L. (2016). Nursing: a priority case. Nursing Standard , 30 (28).Important Milestones. The Journal of Continuing Education in Nursing , 49 (12), 540-542.
U.S. Bureau of Labor statistics. (2018 ) Projected Supply, Demand, and Shortages of Registered Nurses: 2000–2020. USDHHS, Washington, DC.
World Health Organization. (2015b).World Statistics Report. Retrieved from: http://apps.who.int/iris/bitstream/10665/170250/1/9789240694439_
