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Change Project/Nurse Retention - Research Paper Example

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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…
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Change Project/Nurse Retention
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Change Project/Nurse Retention

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 ... Read More
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