Effective Approaches in Leadership and Management

Effective Approaches in Leadership and Management
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Effective Approaches in Leadership and Management
Nurse Turnover
Nursing turnover refers to every moment that nurses quit their jobs at a certain healthcare institution (Buchan et al., 2018). It is an ever-growing concern with its prevalence rate at about 15 to 44% (Dewanto&Wardhani, 2018). The United States (U.S.) is never spared from this predicament for its bedside registered nurses and registered nurses exhibit the same at 14% and 28% respectively (Li & Jones, 2013). This data highlights the gravity of the problem at hand, which needs to be addressed if healthcare institutions are to keep control of their costs, quality and access to relevant services. The casual turnover model is the most predominant theory model that is used to explain nurse turnover and its underlying dynamics.
Price and Muller developed the model in 1981 and it articulated that job satisfaction and organization were the primary antecedents to the ensuing level of nurse turnover (Gilmartin, 2013). Even though the model has its shortcoming, its legitimacy arises from the fact that the two researchers conducted their investigative studies on an all-nurse sample thereby gaining much credibility in the eyes of subsequent nurse investigators. From an overall perspective, these predispositions are quite important as they have been used to develop other models and variables such as anticipated and actual turnovers, the role of time lag, and progressive withdrawal (Hayes et al., 2006). Nevertheless, turnovers have a significant effect on the overall service delivery demanding more attention to this issue.
Impact of Nurse Turnover to Quality of Care and Patient Safety
There is major literature that attests to the fact that high employee turnover is a recipe for poor customer services, diminished profits, and lower productivity (Madden et al., 2015). One justifiable position to high employee turnover is a lack of promotion opportunities for the current employees or the external environment offers high wages coercing exceptional employees to leave the organization (Al Mamun& Hasan, 2017). In such situations, the healthcare institution faces a significant challenge in maintaining quality standards of its services meaning that care quality is affected adversely. Although there is limited literature to ascertain the strength of this position, credible research indicates that an increased retention rate resulted in decreased re-hospitalization rate by 0.2% (Thomas et al., 2013).
Another study conducted in the U.S. involving 400 hospitals with registered nurses indicated that there was an inverse relationship between RN turnover and the underlying odds of patient contracting pressure ulcers(Park et al., 2014). These examples serve to highlight the ramifications of a healthcare system that has major deficiencies in staff capacity.Besides, high turnover implies that the number of staff in the organization is limited. Consequently, the workload per nurse increases creating a susceptible environment for medical errors as nurses will relate stress and burn-outs. Additionally, there is a likelihood of increased nurse absenteeism (Watson et al., 2017). In essence, the...