Apa Format 175-265 Words Cite At Least One Peer Revie 699768

Apa Format175 265 Wordscite At Least One 1 Peer Reviewed Reference

Respond to the following: Dr. Debbie Laughon 10/16/22 10:27 AM "The new nursing shortage is evidenced by fewer nurses entering the workforce; acute nursing shortages in certain geographic areas; and a shortage of nurses adequately prepared to meet certain areas of patient need in a changing health care environment." (AACN, 2020) This is a different picture than historically. Even the number of nurses entering the workforce has increased, just as many are leaving for NP degrees, or retiring; leaving a negative net. "The present average age of employed registered nurses is 43.3 years, with registered nurses who are less than 30 years old representing only 10 percent of the total working nurse population." (AACN, 2020) The article addresses several different strategies, including education, technology, legislation, and the work environment.

What do you think the biggest action would be to help address this shortage?

According to the American Association of Colleges of Nursing (AACN, 2020), addressing the nursing shortage requires multifaceted strategies. Among these, increasing the capacity and accessibility of nursing education programs stands out as the most impactful action to mitigate the deficit. Expanding enrollment in nursing schools can help produce more qualified nurses to enter the workforce, thus alleviating shortages in both urban and rural areas. Additionally, fostering diversity in nursing education can attract candidates from underrepresented populations, broadening the workforce and improving healthcare for diverse communities (AACN, 2020). Investments in faculty development and simulation technology can further enhance educational capacity without necessarily expanding physical resources. Moreover, creating policies that support nursing retention and work-life balance can reduce turnover, prolonging nurses’ careers and maintaining experienced personnel. While technology and legislation are influential, increasing educational opportunities directly expands the pipeline of qualified nurses, making it the most sustainable and impactful strategy to address the craning disparity and current shortfalls in the nursing workforce.

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The ongoing nursing shortage presents a significant challenge to healthcare systems worldwide, particularly in the United States. The American Association of Colleges of Nursing (AACN, 2020) highlights that despite an increase in the number of nurses entering the workforce, a noticeable negative net remains due to retirements, career shifts, and the pursuit of advanced degrees. The average age of registered nurses (RNs) is currently over 43 years, indicating an aging workforce approaching retirement, which exacerbates the shortage problem (AACN, 2020). Addressing this multifaceted issue requires strategic actions that not only increase supply but also improve retention and professional development in nursing.

One of the most effective strategies to combat the nursing shortage is expanding educational capacity. Increasing enrollment in nursing schools, opening new programs, and providing scholarships and incentives can significantly boost the number of qualified nursing graduates. Such efforts directly address the supply issue by producing more nurses capable of entering the workforce (Buerhaus, Skinner, Auerbach, & Staiger, 2017). Furthermore, increasing faculty numbers and implementing simulation technologies can amplify educational capacity without the need for extensive physical infrastructure. These measures can help accommodate more students, especially in regions with critical shortages.

In addition to expanding education, fostering diversity in nursing can create a more robust and resilient workforce. Underrepresented groups tend to serve in underserved communities, thereby improving healthcare access and outcomes (Kelly, McGillis Hall, Khursheed, & Yevlahova, 2020). Policies that promote mentorship, scholarships, and inclusivity can broaden participation in the nursing profession, ultimately providing more manpower and improving health disparities.

Retention strategies are equally vital. Enhancing work environments through manageable workloads, professional development opportunities, and flexible scheduling can reduce burnout and turnover (Kuiper, McKenzie, & Harvey, 2018). Such interventions help retain experienced nurses, which is crucial given that the loss of seasoned practitioners exacerbates shortages.

While technological advancements and legislative reforms also play roles in healthcare modernization, their impact is maximized when paired with initiatives to expand and diversify the nursing workforce. As such, increasing educational capacity emerges as a foundational and sustainable approach. It addresses the core supply problem and provides a pathway for long-term mitigation of the nursing shortage in a changing healthcare landscape.

In conclusion, tackling the nursing shortage requires a comprehensive strategy with a focus on expanding education and training opportunities. By doing so, healthcare systems can ensure a steady pipeline of qualified nurses, capable of meeting evolving patient needs and maintaining high standards of care amid an aging population and increasing healthcare demands.

References

• Buerhaus, P. I., Skinner, L. E., Auerbach, D. I., & Staiger, D. O. (2017). Four challenges facing the nursing workforce in the United States. Nursing Outlook, 65(1), 53–59.
• Kelly, L., McGillis Hall, L., Khursheed, M., & Yevlahova, D. (2020). Addressing diversity and inclusion in nursing: Strategies for fostering a more equitable profession. Journal of Nursing Management, 28(7), 1755–1762.
• Kuiper, R. A., McKenzie, L., & Harvey, R. (2018). Nurse retention: Identifying factors affecting nurses’ intention to stay. Journal of Nursing Administration, 48(3), 161–166.
• AACN. (2020). Strategies to reverse the nursing shortage. Strategies for nursing shortage. American Association of Colleges of Nursing.