In this assignment, you will be writing a 1,000-1,250-word essay describing the differing approaches of nursing leaders and managers to issues in practice. To complete this assignment, do the following:
Select an issue from the following list: nursing shortage and nurse turn-over, nurse staffing ratios, unit closures and restructuring, use of contract employees (i.e., registry and travel nurses), continuous quality improvement and patient satisfaction, and magnet designation.
Compare and contrast how you would expect nursing leaders and managers to approach your selected issue. Support your rationale by using the theories, principles, skills, and roles of the leader versus manager described in your readings.
Identify the approach that best fits your personal and professional philosophy of nursing and explain why the approach is suited to your personal leadership style.
Identify a possible funding source that addresses your issue. Consider looking at federal, state, and local organizations. For example: There are many grants available through the CDC, HRSA, etc.
Use at least two references other than your text and those provided in the course.
Prepare this assignment according to the APA guidelines found in the APA Style Guide, located in the Student Success Center. An abstract is not required.
This assignment uses a rubric. Please review the rubric prior to beginning the assignment to become familiar with the expectations for successful completion.
You are required to submit this assignment to LopesWrite. Please refer to the directions in the Student Success Center.
Huber, D. (2014). Leadership and nursing care management (5th ed.). Maryland Heights, MO: Saunders Elsevier. ISBN-13:9781455740710.
Nursing Shortage and Nurse Turn-Over
There is a critical shortage of registered nurses being experienced at the moment. The demand for nursing services seems to be exceeding the supply. Major challenges are accruing to hospital administrators as a result. The turnover rates have significantly contributed to the shortage being experienced. The turnover has resulted in numerous negative influences for the nurses that have remained in the profession. It has resulted in decreased cohesiveness among the existing units, decreased work satisfaction, increased burden on existing employees, and reduced patient care quality (Warner, 2014). The turnover rates also bring additional costs to relevant facilities in terms of increased cost in hiring, recruiting, selecting, placing and training new personnel. There are varied factors contributing to the prevalent nursing turnover. Among them is scheduled flexibility, clinical staff competency, work-related stress, need for recognition, an aging workforce, and poor leadership and management skills among others.
Demand for healthcare services is expected to increase even further due to the aging population since a high percentage of baby boomers are reaching retirement age, and their health care need is intensifying as a result (Chapman, 2012). Continued nursing shortage will
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