Workforce issues in nursing - Research Paper Example

Workforce issues in nursing Workforce issues in nursing According to Sherman (2006), workforce issues in nursing depend on geographical, the extent of medical care backgrounds, and the type of intervention. Current workforce in nursing consists of nursing directors from diverse generational associates. This entails workforce changes in feelings, beliefs, work behaviors, and expectations. Research studies conducted indicate that, workforce issues in nursing include a force in a prolonged role for nurse specialists, management of nurses, and movement towards retirement (Sherman, 2006).

This paper describes my experience with the issue, and explains how the articles selected affected my understanding of the same.Several workforce accounts have appeared in the last decade to describe the cause and influence of the general nursing scarcity on healthcare. The majority of these studies state that registered nurses consist of the prime healthcare profession, with two million positions (Sherman, 2006). A report documented by the Joint Commission on Accreditation of Healthcare Organizations states that, 126,000 vacancies in nursing are not filled in health care institutions (Sherman, 2006).

This means that, an overall scale of 13% for the positions is not occupied (Sherman, 2006). The State University of New York reports that, shortages in nursing were quoted as an important point by 90% of the countries involved (Sherman, 2006). A small number of female nurses join the profession due to the availability of employment chances for women in male controlled fields. Few students registered into nursing options as there was a recognized staff shortage, and an aging labor force going for retirement or roles that are stressful (Hart, 2006).

The NSSRN reports that, the normal period of the entire registered nurses population was anticipated at the age of 45 in 2000, which is the maximum age since the research was initiated (Buerhaus, Staiger, and Auerbach, 2000). Buerhaus, Staiger, and Auerbach (2000) continue to indicate that very few staff members were below 40 years of age. This explains why a huge percentage of persons have a negative attitude towards the nursing profession. The extent of work satisfaction differs on where nurses perform their duties.

Nurses employed in hospitals experience poor job satisfaction. Imbalanced staffing, hefty jobs, overtime, and insufficient wages are quoted as principal contributors to shortage in nursing (Sherman, 2006). In the course of my profession, I have experienced a lot of nurses working overtime with patients. I have also experienced imbalanced staffing in these hospitals (Sherman, 2006).The generational gap between nurses, according to Greene (2005) determines the size of workforce in nursing. This has led to numerous disputes within the nursing profession.

The current workforce in nursing presents exceptional conflicts between leadership and the staff members because of the diverse attitudes, work behaviors, and involvements within the nursing groups.Conclusion It should be noted that, nurses are normally hard working and willing to provide quality services to their clients despite the intensifying pressures. This approach recognizes that closer personal encounters with managers are important. It calls on managers to make sure that nurses are employed for their optimistic values, actions, and that they remain passionate about providing abundant care in the event of intensifying pressures through their careers.

ReferencesBuerhaus, P. I., Staiger, D., & Auerbach, D. (2000). “Implications of an aging registered nurse workforce”. JAMA; 283(22):2948-2954.Greene, J. H. (2005). What nurses want: Different generations, different expectations. Hospitals and Health Networks. Retrieved from: www.hhnmag.com/hhnmag/hospitalconnect/search/article.jsp?dcrpath=HHNMAG/PubsNewsArticle/data/0503HHN_FEA_CoverStory&domain=HHNMAG. Access date: 19th March, 2013.Hart, S. M. (2006). “Generation diversity: Impact on recruitment and retention of nurses”.

Journal of Nursing Administration, 36(1), 10-12. Sherman, R. M. (2006). "Leading a Multigenerational Nursing Workforce”: Issues, Challenges and Strategies". OJIN: The Online Journal of Issues in Nursing, 11(2):3.