Bythe U. Close toshort in California alone.
Jeanette Ives Erickson, RN, MS, CNA Abstract With predictions that this nursing shortage will be more severe and have a longer duration than has been previously experienced, traditional strategies implemented by employers will have limited success. The aging nursing workforce, low unemployment, and the global nature of this shortage compound the usual factors that contribute to nursing shortages.
For sustained change and assurance of an adequate supply of nurses, solutions must be developed in several areas: This shortage is not solely nursing's issue and requires a collaborative effort among nursing leaders in practice and education, health care executives, government, and the media.
This paper poses several ideas of solutions, some already underway in the United States, as a catalyst for readers to initiate local programs. Solutions for the Short and Long Term".
Online Journal of Issues in Nursing. Solutions for the Short and Long Term Every article, speech and interview about the nursing shortage notes that it is a different type of shortage than in the past. Some contributing factors remain the same, such as women having more choices for a career.
Key differentiators from the previous two shortages are the aging of nurses, the general workforce shortages in ancillary professions and support labor, and the global nature of this shortage.
In addition, the fundamental changes in how patients are cared for in a managed care environment is compounding the shortage. With decreased length of hospital stays and more acute care in the ambulatory and home settings, the need for experienced, highly skilled nurses is unmet.
A numerical analysis may indicate enough current numbers, but the level of expertise may be the cause of the problem. Thus, this is a more complex shortage, which promises to worsen during the next decade as more nurses retire.
Past economic solutions such as sign-on bonuses, relocation coverage, or new premium packages will have limited and temporary effect because they simply redistribute the supply of nurses, not increase it. However, these solutions are already gaining in popularity again as evidenced by ads in local newspapers.
The solutions to create a sustained improvement to the nursing shortage will need to be more radical than past shortages and must address many long-term issues. In addition to the worsening nurse shortage is the shortage of other staff including various allied health professionals, secretaries, and support staff.
The shortages of other staff are adversely impacting nurses who have the most continuous and closest relationship with patients and their families. In the early 90's, for cost cutting reasons, there was an increased use of unlicensed assistive personnel.
However, these models have failed due to increasing patient acuities, the concerns over medical errors, and the declining numbers of ancillary personnel.
Approximately one third of the nursing workforce is over 50 years of age and the average age of full time nursing faculty is 49 years. The challenge is for redesign of patient care delivery models that are built to support the practice of an older workforce.
Nursing, a physically demanding profession, must address this challenge by initializing new technology into practice. Hospitals must support the aging nurse by offering flexibility in scheduling, increased time off, and sabbaticals.
Disappointingly, few described any new interventions. The purpose of this article is to review several factors contributing to the shortage and present possible strategies to address them. The authors have chosen to review: Solutions, some already underway in the U.
Primary nursing and Patient Focused Care are discussed and a preferred model of care is described. They hope that this article will create a rapid communication of ideas to colleagues and stimulate others to build upon these ideas.
Trends to Consider The general work environment in the U. There is blurring between what has been the traditional role of manager and the managed and between work and home.AIM: The aims of this paper are to review the literature to determine what factors are contributing to the nursing shortage in the United States of America (USA) and discuss possible solutions to this current and future nursing shortage.
This faculty shortage must be resolved in order to admit and graduate the number of nursing students needed to address the nursing shortage. A dual role as a faculty member and a clinical nurse is one strategy for reducing the faculty shortage and encouraging professional growth among clinical nurses.
Labor market analysis for the supply of nurses to the future of healthcare is more than a crystal ball prediction. The crisis in the shortage of registered nurses (RNs) has been a topic of discussion for the past several years with the anticipation of million nurses needed in the U.S.
by the year One large driver of the nursing shortage is the aging population in America.
In , the U.S. was home to 46 million people age 65 or older, and that number is projected to grow dramatically in the near term, according to the Population Reference Bureau. Jul 07, · The shortage is very real and very different from any other nursing shortage in the past.
Before when there was a shortage, there was a backlog of students ready to graduate and to join the work force, but that is not the case anymore. Stepping Into the Gap. HealthTrust Workforce Solutions℠ Addresses Nursing Shortage With StaRN Program.
The market for qualified nurses is highly competitive—and poised to be even more so as the number of aging Americans in need of healthcare services continues to increase.