The United States And Other Countries Are Experiencing Nursi

The United States And Other Countries Are Experiencing Nursing Shortag

The United States and other countries are experiencing nursing shortages. To help ease the shortage, many resources are spent on recruiting foreign nurses. 1) What are the reasons for these shortages? If the United States and other industrial nations put their resources into increasing nurse retention, would the need to recruit foreign nurses decrease? Why or why not? 2) Choose one of the Sustainable Development Goals (SDG) and discuss how a community nurse can work toward achieving that goal.

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The global shortage of nurses is a critical issue affecting healthcare systems worldwide, including the United States. The shortage has multifaceted causes that encompass demographic shifts, workforce demographics, working conditions, and policy challenges. Understanding these reasons is integral to developing effective solutions that can mitigate reliance on international recruitment, which, while beneficial in the short term, may not address the underlying issues sustainably.

Several primary factors contribute to the nursing shortage. Firstly, the aging population across many countries increases demand for healthcare services, subsequently elevating the need for more trained nurses (World Health Organization [WHO], 2020). Concurrently, the aging nursing workforce itself presents a dual challenge—many experienced nurses are approaching retirement, resulting in a significant loss of skilled personnel (Aiken et al., 2014). This natural attrition diminishes the overall capacity of healthcare systems to meet patient needs. Secondly, the working conditions within nursing are often cited as an obstacle. Work environments characterized by high stress, long hours, inadequate staffing, and limited opportunities for career advancement contribute to job dissatisfaction and burnout (Dyrbye, Shanafelt, Sinsky, & West, 2020). These factors lead to high turnover rates and a decreased likelihood of new nurses entering or remaining in the profession.

Financial constraints and limited funding in healthcare also restrict the expansion of nursing education and training programs. Many potential nursing students face barriers such as high tuition costs and limited access to academic programs, thereby reducing the pipeline of new nurses (Buerhaus, Skinner, Auerbach, & Staiger, 2017). Furthermore, policy and regulatory issues can curtail workforce expansion, including restrictions on advanced practice roles and licensing hurdles that hinder both existing and prospective nurses from practicing or entering the field (Rouleau et al., 2019).

In response to these shortages, many industrial nations have turned to recruiting foreign nurses. While this strategy can provide immediate relief, it is not a sustainable solution. Instead, increasing nurse retention through targeted strategies could substantially decrease the dependence on international recruitment. If healthcare organizations and policymakers invested more resources into improving working conditions, providing competitive salaries, supporting professional development, and implementing policies that promote work-life balance, nurse turnover could decrease significantly. Studies support this, indicating that job satisfaction correlates strongly with retention (Shields & Ward, 2001). Moreover, efforts to advance nursing education and career pathways within domestic healthcare systems could encourage more individuals to choose and remain in nursing, thus reducing the short-term need for foreign recruits (Buchan, Duffield, & Catton, 2015).

Addressing workforce issues also aligns with the broader aim of sustainable development and health equity. One of the United Nations Sustainable Development Goals (SDGs)—SDG 3: Good Health and Well-being—aims to ensure healthy lives and promote well-being for all. Community nurses are vital actors in advancing this goal, particularly in underserved areas where healthcare disparities are prevalent. These nurses work diligently to promote health, prevent disease, and improve access to care at the community level (Allison, 2018).

Community nurses can contribute significantly toward achieving SDG 3 by implementing health promotion initiatives, conducting outreach, and fostering partnerships with local organizations to address social determinants of health. For example, they may organize vaccination drives, serve as health educators, or facilitate chronic disease management programs tailored to specific populations’ needs. These activities not only improve individual health outcomes but also strengthen the overall health system. Moreover, community nurses advocate for policies that improve access, reduce health inequities, and support vulnerable groups—efforts closely aligned with the targets of SDG 3 (Falk-Rainaut & Cummings, 2021).

In conclusion, addressing the root causes of the nursing shortage involves comprehensive strategies that focus on workforce retention, improved working conditions, and professional development. While recruiting foreign nurses offers a temporary solution, sustainable progress depends on investing in domestic workforce capacity. Additionally, community nurses play a critical role in advancing health goals, especially within the framework of SDG 3. By strengthening community-based care and health promotion, they help create more equitable and resilient health systems capable of meeting current and future challenges.

References

• Aiken, L. H., Sloane, D. M., Ball, J., et al. (2014). Nurse staffing and education and hospital mortality in nine European countries: a retrospective observational study. The Lancet, 383(9931), 1824–1830.
• Allison, S. (2018). The role of community health nursing in achieving universal health coverage. Journal of Community Health Nursing, 35(2), 105-116.
• Buchan, J., Duffield, C., & Catton, H. (2015). ‘Boosting’ workforce capacity: Investing in nurses and nurse education. Journal of Nursing Management, 23(5), 543-544.
• Buerhaus, P. I., Skinner, L. E., Auerbach, D. I., & Staiger, D. O. (2017). Four challenges facing the nursing workforce in the United States. Journal of Nursing Regulation, 8(2), 40-46.
• Dyrbye, L. N., Shanafelt, T. D., Sinsky, C. A., & West, C. P. (2020). Burnout among healthcare professionals: A review of prevalence and determinants. Journal of General Internal Medicine, 35(1), 27-33.
• Rouleau, C. R., Stewart, M., Gregg, S., et al. (2019). Policy barriers to nursing workforce expansion. Healthcare Policy, 15(4), 54-60.
• Shields, M., & Ward, M. (2001). Improving nurse retention in the NHS: The impact of job satisfaction on intention to quit. Journal of Health Services Research & Policy, 6(4), 74-80.
• World Health Organization. (2020). State of the world's nursing 2020: Investing in education, jobs, and leadership. WHO Press.