Comment: Nurse Manager Always Approaches Nurses To Work Over
Comment2nurse Manager Always Approach Nurses To Work Over
Effective staffing and leadership strategies are essential in addressing nurse shortages and ensuring a healthy work environment. Nurse managers often approach nurses to work overtime as a method to mitigate staffing shortages; however, this practice can have detrimental effects on nurses’ health and job satisfaction. To promote sustainable staffing, healthcare administrators should introduce greater flexibility into scheduling and work environment structures. Flexible scheduling options, along with recognition and rewards for experienced nurses who serve as mentors and preceptors, can foster a more supportive atmosphere and reduce turnover (Strategies to Reverse the Nursing Shortage, 2017). Additionally, offering attractive benefits and allowing nurses autonomy in their schedules can decrease burnout and staff shortages, ultimately improving patient care quality.
Long shifts and extended working hours pose significant health risks to nurses. Chronic physical ailments such as back, leg, and shoulder pain are common among nurses who work extended hours, and these conditions often escalate into long-term health issues like diabetes and cardiovascular disease (Bettencourt, 2017). Fatigue from insufficient rest hampers nurses’ ability to recover physically and mentally, increasing the risk of mistakes and injuries. Therefore, implementing correct staffing levels and limiting overtime are critical strategies for safeguarding nurses' health and maintaining high standards of patient care. When nurses are well-rested and healthy, they are more capable of providing safe, effective, and compassionate care.
Enhancing Teamwork and Supportive Culture
Creating a work culture that values teamwork and collaboration is essential for nurse retention and job satisfaction. New nurses often face challenges adjusting to hospital environments, especially when experienced colleagues are unwelcoming or dismissive. Such negative attitudes can undermine the enthusiasm of novice nurses and cause them to question their career choice. Cultivating a supportive culture involves mentorship programs, patience, and fostering respect among staff members (Bettencourt, 2017). When veteran nurses actively support and guide newcomers, it promotes professional growth, reduces feelings of isolation, and enhances team cohesion.
Furthermore, a collaborative environment enhances overall healthcare quality by reducing medication errors, increasing patient safety, and improving patient satisfaction. Proper staffing and teamwork reduce nurse burnout and injuries, leading to higher retention rates and a more positive work environment. Happy, supported nurses are more engaged, likely to stay longer with the organization, and provide better patient care. Therefore, leadership must focus on fostering a culture of inclusivity, support, and shared responsibility to advance the goals of quality healthcare delivery and staff well-being.
Conclusion
Addressing the nurse staffing crisis requires a multifaceted approach that emphasizes proper scheduling, adequate staffing, supportive workplace culture, and recognition. Nurse managers play a pivotal role by adopting strategies that support nurse health and satisfaction, which, in turn, enhances patient outcomes. Cultivating teamwork and resilience within healthcare teams ensures a sustainable work environment where nurses are motivated, healthy, and committed. Such improvements are vital for tackling ongoing staffing shortages and maintaining high standards of care in healthcare settings.
References
- Bettencourt, P. (2017). The impact of long working hours on nurses’ health. Journal of Nursing Management, 25(3), 290-297.
- Strategies to reverse the nursing shortage. (2017). American Association of Colleges of Nursing. https://www.aacn.org
- Jones, C. (2019). Nurse staffing and patient safety: A review of evidence. International Journal of Nursing Studies, 95, 79-87.
- Kelly, L., & Garrard, J. (2018). Mentorship and support for new nurses: Strategies for retention. Nursing Outlook, 66(5), 502-510.
- Shanafelt, T., & Noseworthy, J. (2017). Executive leadership and physician burnout: A comprehensive review. Mayo Clinic Proceedings, 92(4), 476-485.
- Bleet, R., & Adams, L. (2020). The effects of shift length on nurse fatigue and performance. Healthcare Management Review, 45(2), 123-130.
- Williams, S., et al. (2018). Promoting teamwork in healthcare: Models and strategies. Journal of Interprofessional Care, 32(6), 680-686.
- Thomas, S., & Curry, L. (2019). Organizational culture and nurse retention: A review. Nursing Economics, 37(4), 178-184.
- O'Connor, E., & Miles, P. (2017). Nurse engagement and patient safety outcomes. American Journal of Nursing, 117(2), 24-33.
- Harper, R., & Evans, K. (2021). Leadership strategies for reducing burnout among nurses. Journal of Healthcare Leadership, 13, 27-36.