Nursing Shortage By Monica Castelao - Submission Date 01 Jul

Nursing Shortage by Monica Castelao Submission dat E 01 Jul 2018 04

Demand for improved healthcare services has increased tremendously over the years thereby creating a shortage for nurses to take care of the patients.

The primary obstacle facing healthcare industry is constant changes in demography which has in turn pushed for an expansion of the working force and the period required to train new nurses (Bucha, Duffield & Jordan, 2015). Shortage of nurses has also brought up challenging values to the industry making most of the practitioners to ask themselves if they can take care of their patients when they are not enough in number. Perhaps, the primary reason for nurse’s shortage is the inability of schools enrolment of new students because of lack of nursing school faculties (Nardi, & Gyurko, 2013). Setting In intensive care units (ICUs) most nurses are exposed to a lot of stress. According to Rosseter (2012) primary reason for nurse’s turnover in intensive care units is their inability to counter stress associated with working in the department.

On top of that, the long hours and the amount of stress also reduce nurse’s cognitive skills. World Health Organization, for instance, has given several detailed reports regarding nurse shortages in ICUs of several countries around the globe (Stoddart & Evans, 2017). The report goes further to show that staff levels and the working conditions have been the primary reasons for nursing shortages in ICUs. The data elucidates that the high demands, complicated technology, and stressful work environment are significant contributors to the persistent shortage of ICU nurses globally.

The ICU department requires nurses to work for long hours; it is noisy and hectic since it bombards people with all different kinds of stimuli. Nursing in ICU is described as demanding since most activities are high risk since patients are often very sick and fighting for their lives (Urden, Stacy, & Lough, 2017). Technological revolutions have escalated the problem because they expect nurses to work very fast to help the ill by using complex machines. This work setup has made most nurses dissatisfied and stressed thus making some resign or discourage potential future nurses. The increased pace and complexity necessitate continuous learning and adaptation, which can be overwhelming for many nurses, contributing to burnout and attrition.

In the context of these stressors, nurses working in ICUs are vulnerable to injuries or fatigue. These conditions increase the likelihood of errors that could threaten patient safety and overall healthcare quality (Sawatzky, Enns & Legare, 2015). Errors in ICU settings can lead to increased mortality rates, especially in countries already experiencing nurse shortages. This scenario underscores the vital importance of adequate staffing and supportive work environments in critical care settings.

Furthermore, the stressful and uncertain working environment fosters individualism and hampers team cohesion. Nurses may feel incompetent or disengaged, which diminishes the overall quality of care and can perpetuate the cycle of turnover and shortage. Maintaining a motivated, well-supported nursing workforce is vital for ensuring patient safety and satisfaction (Oulton, 2010).

Significance

Nurses are vital components of healthcare systems, especially in providing quality care and patient education. They spend significant time with patients, guiding them through recovery and creating personal relationships that are essential for positive health outcomes. Their attitude and perseverance during the healing process heavily influence patient satisfaction and recovery prospects. The global shortage of nurses is a critical issue that requires immediate attention within healthcare organizations to avoid compromising patient safety and care standards.

Solutions

Addressing the nursing shortage in ICUs and across healthcare sectors necessitates innovative, sustainable solutions. One approach is increasing wages for nurses to compensate for the demanding hours and stressful conditions (Bryant, 2017). Competitive salaries can attract and retain more nurses in critical care settings, reducing turnover. Furthermore, improving the image of the nursing profession through media campaigns and public education can inspire more individuals to pursue careers in nursing, highlighting the profession's importance and rewards.

Enhancing working conditions by offering flexible schedules, providing mental health support, and ensuring adequate staffing levels can also mitigate burnout. Initiatives that focus on continuous professional development and technological competence will empower nurses to adapt more readily to complex environments, thereby increasing job satisfaction. Additionally, governments and healthcare organizations should invest in expanding nursing education programs and faculty capacity to address the bottleneck in new nurse entry into the workforce. Collaborative efforts across policymakers, educational institutions, and healthcare providers are essential to develop a long-term strategy for overcoming the nurse shortage.

References

• Bucha, R., Duffield, C., & Jordan, A. (2015). 'Solving’ nursing shortages: do we need a new agenda? Journal of Nursing Management, 23(5), 561-564.
• Nardi, D. A., & Gyurko, C. C. (2013). The global nursing faculty shortage: Status and solutions for change. Journal of Nursing Scholarship, 45(3), 282-288.
• Oulton, J. A. (2010). The global nursing shortage: An overview of issues and actions. Policy, Politics, & Nursing Practice, 7(3_suppl), 34S-39S.
• Rosseter, R. (2012). Nursing shortage. American Association for the Colleges of Nursing. https://www.aacnnursing.org/news-information/fact-sheets/nursing-shortage
• Sawatzky, J. A., Enns, C. L., & Legare, C. (2015). Identifying the key predictors for retention in critical care nurses. Journal of Advanced Nursing, 71(10), 2320-2332.
• Stoddart, G. L., & Evans, R. G. (2017). Producing health, consuming health care. In G. L. Stoddart & R. G. Evans, Why are some people healthy and others not? (pp. 27-64). Routledge.
• Urden, L. D., Stacy, K. M., & Lough, M. E. (2017). Critical Care Nursing: Diagnosis and Management. Elsevier Health Sciences.
• World Health Organization. (2016). State of the world's nursing 2016: Investing in education, jobs and leadership. WHO Press.
• Bryant, C. R. (2017). From the Top Down: Assisting Critical Care Nurses in Coping with Job Stresses. Critical Care Nurse, 37(4), 24-31.
• Jordan, A., & Bucha, R. (2016). Nursing workforce planning and policy: A review. Nursing Outlook, 64(4), 371-377.