Change Project/Nurse Retention (Name) (University) (Course) (Tutor) (Date) Contents 1.0 Introduction Currently the U.S. is experiencing shortage of registered nurses (RNs) owing to the fact that the nursing colleges and universities are struggling meet the enrollment requirement to meet the rising demand for nursing care…
At the institutional level, health care institutions are also developing mechanisms to retain and develop the nursing staff they have and attract and identify the best available nurses from the training institutions. The current and projected shortage Indicators shows that the U.S. nursing shortage is projected to grow to 260,000 registered nurses by 2025 (Buerhaus, 2009), the Bureau of Labor Statistics (2009) reported the in spite of the job cuts in all the major industries, the health sector institutions added 21,000 new jobs in the month of June 2009 and more jobs are likely to be added in the near future. A research conducted by the Council on Physician and Nurse Supply in 2008 showed that the US health care needs 30,000 additional nurses to be graduated annually to meet the nation's healthcare needs (Bureau of Labor Statistics, 2009). The Health Resources and Services Administration (2006) projects that the US nursing shortage would grow to more than one million nurses by the year 2020. It has been observed that due to the shortages, the recruitment and retention of nurses in the health institutions is a big challenge (Health Resources and Services Administration, 2006). ...
as opposed to the restraining forces which are negative, illogical, unconscious etc. These forces are real and needs to be taken into account when you are implementing a change program. Lewin’s model involves the process of unfreezing, moving and refreezing. In terms of organizational change it the unfreezing process will involve facilitating an environment for change involving creating the right conditions to remove people from their existing environment. This is the most challenging phase as most of the time, the change agents will exhibit resistance because people are usually accustomed and attached to their environments. The moving stage will involve transiting the people to from their initial environment to the desired one. This is the most confusing stage for both the individuals and the system as a whole. Good leadership is mostly required at this stage. The Refreezing stage reestablishes stability and is characterized by high productivity in a system (McCarthy, 2010). 2.0 Force field analysis on local health institutions In a local health facility context we have to analyze the likely driving forces and the restraining forces and establish the resources and constraints of implementing a nurse retention program. This section presents a force field analysis describing the political, economic, technology and capacity issues than needs to be considered when developing and implementing a nurse retention program in local heath institutions. 2.1 Restraining forces A review of existing literature reveal the following external restraining forces that may impede the successful implementation of nurse retention programs: lack of support from the Government to develop legislature and policies to ...
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ns that gives rise to several unanswered questions concerning novelty strategy and fundamentally may intimidate the endurance of firms in the industry. This context gives a clear picture of the strategies involved in effecting change in pharmaceutical products.
The ‘Institute of Medicine’s (IOM)’ published account, “keeping patients safe: Transforming the work environment of Nurses” shows that understaffed hospitals; high nurse-patient ratio is a major factor leading to 98,000 cases of preventable patient deaths, annually, as recorded from hospitals in the United States.
To ensure that such event is sustained over time, several parameters must be set, even after the elimination stage of the pilot mentor program. Project Maintenance, Revision and Extension After a year, it is highly recommended to integrate the proposed program in surgical ward, serving as formal policy for incoming nurses in clinical field.
Instead of focusing on the standardization of their position, firms try to develop competitive advantage in order to strengthen their position towards their rivals. The specific phenomenon is clear in all industries. In the pharmaceutical industry similar trends appear.
H.R. 876, the Registered Nurse Safe Staffing Act, was introduced to Congress on March 2, 2011 by the bill’s sponsor Democratic House Representative Lois Capps, representing California constituents. The bill serves as a proposed amendment to Title XVIII of the Social Security Act to ensure that patient protections are established in hospitals.
Thesis Grade retention is ineffective strategy because teachers have insufficient knowledge about retention issues and most students perform poor results after grade retention leaving school without degrees.
Recent research studies prove that grade retention is ineffective because of misdiagnoses the problem.
Without some stability, any organization cannot function, yet, without adaptation it cannot survive. Organizational change is the essence of adaptation and innovation. People, processes and systems need to be
Distinct from past nursing turnovers, Budd, Warino and Patton (2004) identified contributing factors to reductions, including “downsizing of staffs...distrust of management, and burnout.” By the end of each day, nurses are extensively
At the national level the parties concerned are busy working to raise awareness of the looming crisis, develop legislations and strategies to mitigate the shortage of nurses. At the institutional level, health care institutions are also developing mechanisms to retain and develop the nursing staff they have and attract and identify the best available nurses
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