How Nursing Managers and Leaders Responds to the Motivational Factors of Nurses

LEADERSHIP AND MANAGEMENT
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Nursing Shortage and Nurse Turnover
The nursing profession has and still is experiencing a long-term and unendurable shortage in the number of clinical nurses. Health organizations have great challenges in recruiting as well as retaining their current staff. For example, the United States Bureau of Labor Statistics has predicted that the demand for registered nurses is poised to grow from its current figure of 2 million to about 3.2 million between 2008 and 2018; this represents a significant 60% increase in demand. It is easily thought that a sufficient number of new nursing graduates will come into the profession to fill the demand; however, the said number of new graduates is not enough anymore (Palumbo, McIntosh, Rambur, & Naud, 2009). According to the authors, of the 320,000 nursing students applicants (in 2008), only about 78,000 students graduated from nursing school; currently, only 23% of them are said to be working as nurses. After the nursing graduates complete their studies, about 30,000 nurses stay in the field while 50% leave their first professional job after only two years of working. Added to this existing burden is the fact that most registered nurses are soon approaching old age and anticipating retirement in the future.
Identification of the Problem
Nurses are critical to both patient care and safety. Their numbers also matter and without a sufficient number, the health system is bound to fail. Additionally, low numbers of nurses may lead to dissatisfaction, distress, and overwhelming of the available nurses. In order to address the nursing shortage and turnover challenge, nursing leaders and managers need to focus on a variety of approaches. It is important to note that the nursing shortage and high turnover issue is not limited to the United States; rather, it is a challenge that is equally prevalent across the world. Therefore, nurse leaders and healthcare managers need to approach the issue from a global angle. For example, nursing leaders in healthcare organizations should focus on creating an environment which provides a fertile ground for autonomy and advancement for both the old and young nurses. Further, the leaders should address the work schedules by creating shorter shifts and developing a system where work is shared among nurses. It would also be helpful to create work schedule flexibility that helps to retain veteran nurses (Kovner, Brewer, Greene, & Fairchild, 2009).
Moreover, creating ...