Karin MogrenKuzma Learning Objectives The student will be able to describe the current and projected nursing shortage The student will understand contributing factors impacting the nursing shortage ID: 584244
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Slide1
The Nursing Shortage
Karin
Mogren-KuzmaSlide2
Learning Objectives
The student will be able to describe the current and projected nursing shortage.
The student will understand contributing factors impacting the nursing shortage
.
The student will be able to acknowledge the impact of nursing shortage on patient care
.
The student will recognize strategies to address the nursing shortage.Slide3
Introduction
The nursing shortage affects every aspect of health care delivery in the United States.
The problem of the global nursing shortage is cyclic in nature. Thus, it seems certain that shortages of nurses will continue to reoccur with a certain degree of regularity.
The National Center for Health Workforce Analysis suggested that by 2020, approximately 36% of nursing positions would not be filled. Slide4
Shortage History
The nursing shortage has commonly been referred to in terms of supply and demand. Since the World War II, the United States has gone through cyclic shortages of nurses. In the 1990’s hospitals reduced their numbers of employed RNs to contain costs.
A few years later, a nursing shortage was emphasized when the hospitals experienced an increased demand for nurses. Slide5
Shortage History
In the presence of good economy, many nurses moved away from traditional positions to new emerging roles in healthcare, creating vacancies in hospitals.
In the recent recession, many nurses were forced to reenter the workforce to supplement or support their families economically. As the economy recovers, many RNs are likely to retire. Slide6
Where are we today?
Demand by 2020 will exceed supply by 29%-36%.
Increased demand due to aging Baby Boom population (people born between 1947 and 1962) and nursing workforce retiring. Slide7
Demand and Supply
National supply and demand projections for RNs: 2000-2020Slide8
Shortages by state
States with Shortages in 2000Slide9
Shortages by state
States with projected shortages in 2020Slide10
Today’s Shortage
The present shortage has been described as being different in many ways from prior shortages.
Several factors have been identified as contributing to the shortage:
Aging workforce
Educational bottlenecking
Changing work climate Slide11
Aging Workforce
Retiring Nurses
Average age of employed RNs is 45.5 years.
45% of the nursing workforce is older than 50 years of age.
majority of nurses intend on retiring between 2011-2020.
Aging of Baby Boomers
- More health care services needed.Slide12
Aging Workforce
Age Distribution of RNs: 1980, 2000 and 2020 ProjectedSlide13
Educational Bottlenecking
Nursing school enrollment is not growing fast enough to meet the projected demand of nurses.
Faculty shortage
Low compensation
Insufficient number of clinical sites
Budget constraintsSlide14
Changing Work Climate
Stressful
working conditions leads to dissatisfaction, high turnover, and low retention.
Short staffing
High nurse-patient-ratio
Mandatory overtime
Low compensation
Abusive environment
Slide15
Root Cause Analysis
The Nursing Shortage
Aging workforce
Declining enrollment to nursing schools
Changing work environment causing low retention, high turnover, burnout, and change of profession
Slide16
Inferences and Implications
The nursing shortage adversely affects patient outcomes and satisfaction.
Shortage of registered nurses, in combination with an increased workload, poses a potential threat to the quality of care.
High nurse- patient ratio is associated with increased patient mortality.
RN shortage negatively impacts patient care and undermining the quality of care goals set by the Institute of Medicine and the National Quality Forum.Slide17
Inferences and Implications
The nursing shortage causing insufficient staffing is raising the stress level of nurses, impacting job satisfaction, and driving many nurses to leave the profession.
The change in work environment is also causing a high turnover rate of RNs.Slide18
Inferences and Implications
Licensed Registered Nurses not employed in nursingSlide19
Nursing Theory
Benner’s Stages of Nursing Proficiency
Process of five stages of nursing practice
Novice
Advanced Beginner
Competent Practitioner
Proficient Practitioner
Expert Practitioner Slide20
Nursing Theory
Benner’s Stages of Nursing ProficiencySlide21
Social Theory
Theory of Reasoned Action (TRA) developed by
Fishbein
in 1967.
An approach to understanding individuals’ complex decision-making processes.
TRA specifically focuses on the role of personal intention in determining whether a behavior will occur. Slide22
Social Theory
A person’s intention
is a function of three basic determinants
:
- Attitude
- Subjective norms
- Perceived behavioral control
Slide23
Social Theory
How it Relates to RN Turnover
Intention: Leaving current position or the nursing profession
Attitude: Poor job satisfaction
Subjective Norms: Cultural variations, social pressure, career advancement
Perceived Behavioral Control: Social support, financial ability to make a changeSlide24
Social TheorySlide25
ANA Standards
Quality of Practice
Collaboration
Professional Practice EvaluationSlide26
QSEN Competencies
Patient safety
Quality Improvement
Teamwork and CollaborationSlide27
Quality and Safety Improvements
Solutions to the nursing shortage must be addressed in ways other than short term solutions.
Efforts must be aimed both at recruitment and retention.
Increasing nursing school faculty.
Improving work environments for nurses.Slide28
Quality and Safety Improvements
Suggested Strategies
Improving workplace conditions.
Encourage nurses who left nursing to reenter the workforce.
Enhancing education and professional development.
Nurse residency programs for new graduates to help facilitate confidence, competence, and decreasing stress levels.
. Slide29
Discussion Questions
Discuss how the effects of the current nursing shortage impact your professional practice and your future as a nurse.
Describe how quality and safety of patient care could be affected.
Censullo
(2008)
describes several factors contributing to the nursing shortage. Pick one and explain what you think could be a potential solution to that particular issue.
The
work environment for nurses is often described as stressful and abusive. Name things that you can do to improve the environment for yourself and your coworkers. Slide30
References
American Association of Colleges of Nursing. (2012, August).
Nursing shortage fact sheet
(Fact Sheet). Retrieved from American Association of Colleges of Nursing: http://www.aacn.nche.edu/media-relations/fact- sheets/nursing shortage
American Nurses Association (2010).
Nursing: Scope and Standards of Practice
(2nd Ed.). Silver Spring, Maryland: Author
Censullo
, J. L. (2008). The nursing shortage: Breach of ideology as an unexplored cause.
Advances in Nursing Science
,
31
(4), E11- E18.
doi
: 10.1097/01.ANS.0000341417.88715.2d
Dotson, M. J., Dave, D. S., &
Cazier
, J. A. (2012). Addressing the nursing shortage: A critical health care issue.
Health Marketing Quarterly
,
29
(4), 311-328.
doi
: 10.1080/07359683.2012.732861Slide31
References
Egenes
, K. J. (2012). The nursing shortage in the U.S.: A historical perspective.
Journal of
Illinios
Nursing
,
10
(4), 18-22. Retrieved from http://0- web.ebscohost.com.libcat.ferris.edu/
ehost
/
pdfviewer
Kovner
, C. T., Brewer, C. S., Fairchild, S.,
Poornima
, S.,
Hongsoo
, K., &
Djukic
, M. (2007). Newly licensed RNs’ characteristics, work attitudes, and intentions to work.
American Journal of Nursing
,
107
(9), 58-70.
doi
: 10.1097/01.NAJ.0000287512.31006.66
Liou
, S. (2008). Nurses’ intention to leave: Critically analyze the theory of reasoned action and organizational commitment model.
Journal of Nursing Management
,
17
(1), 92-99.
doi
: 1 0.1111/j.1365-2834.2008.00873.xSlide32
References
MacKusick
, C. I., &
Minick
, P. (2010). Why are nurses leaving? Findings from an initial qualitative study on nursing attrition.
Medsurge
Nursing
,
19
(6), 335. Retrieved from http://0-g o.galegroup.com.libcat.ferris.edu/
Wyte
-Lake, T., Tran, K., Bowman, C. C., Needleman, J., &
Dobalian
, A. (2013). A systematic review of strategies to address the clinical nursing faculty shortage.
Journal of Nursing Education
,
52
(5), 245-252.
doi
: 10.3928/01484834-20130213-02
Zinn
, J. L.,
Guglielmi
, C. L., Davis, P. P., & Moses, C. (2012). Addressing the nursing shortage: The need for nurse residency programs.
AORN
,
93
(6), 652–657. Retrieved from http://0- www.sciencedirect.com.libcat.ferris.edu/science/article/pii/S000 1209212009581