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The Nursing Shortage The Nursing Shortage

The Nursing Shortage - PowerPoint Presentation

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The Nursing Shortage - PPT Presentation

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

shortage nursing patient nurses nursing shortage nurses patient workforce quality theory care work shortages demand social rns aging 2020 doi health 2012

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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