Writing Assignment: Read The Business Week Case — A Critical

Writing Assignmentread The Businessweek Case A Critical Shortage Of N

Write a 3-page paper based on the Businessweek case "A Critical Shortage of Nurses" from your textbook, incorporating additional research from the Argosy University online library. Summarize the case and your related research in 1-2 paragraphs. Identify and justify at least three trends contributing to the nursing shortage, and at least three HR trends and practices that could help hospitals recruit and retain nurses. Explain the skills and knowledge an HR manager needs in a hospital context and how these can be used to attract and retain nursing staff. Apply current APA standards throughout your paper, utilizing at least three outside sources, including your textbook.

Paper For Above instruction

The shortage of registered nurses (RNs) has emerged as a critical issue facing healthcare systems worldwide, particularly in the United States. The Businessweek case titled "A Critical Shortage of Nurses" discusses the multifaceted nature of this shortage, highlighting factors such as an aging nursing workforce, increased demand for healthcare services due to an aging population, and insufficient supply of new nurses entering the profession. The case emphasizes how these issues create significant challenges for hospitals to maintain adequate staffing levels, which directly impact patient care quality and safety. Additional research, including recent studies from the Argosy University online library, consolidates these concerns and points to broader systemic and demographic trends fueling the shortage.

One key trend contributing to the nursing shortage is the aging nursing workforce. Many nurses are approaching retirement age, and there are insufficient younger nurses entering the profession to replace those retiring. According to Buerhaus et al. (2020), nearly 50% of practicing RNs are aged 50 and above, indicating a looming wave of retirements that could exacerbate staffing deficits. Second, the increased demand for healthcare services driven by the aging population intensifies the pressure on the nursing workforce. As the elderly population tends to require more complex medical care, hospitals and clinics experience a surge in patient volume, stretching existing nursing resources thin (Auerbach et al., 2019). Lastly, a significant trend is the decline in nursing school enrollments and capacity, which restricts the influx of new nurses into the workforce. Curricula limitations, faculty shortages, and reduced funding have resulted in fewer graduates, further intensifying the gap between supply and demand (Laschinger et al., 2017).

To combat this crisis, hospitals need to adopt effective HR strategies focused on recruiting and retaining nurses. One essential trend is the implementation of competitive compensation packages and benefits to attract nurses from other regions or countries, as a means to address immediate staffing shortages. Additionally, offering flexible scheduling options, such as part-time positions and self-scheduling, can improve nurse satisfaction and retention by promoting work-life balance (Shultz et al., 2018). Another HR practice involves investing in ongoing professional development and career advancement opportunities. Hospitals that support continuous education, specialization, and leadership pathways tend to foster engaged, committed staff who feel valued and motivated to remain in their roles (Guerriero & Li, 2020).

The skills and knowledge required for HR managers in hospitals extend beyond traditional personnel management. An effective HR manager must understand healthcare policies, labor laws, and the specific operational needs of hospital departments. Furthermore, they should possess strong interpersonal skills, cultural competencies, and the ability to develop strategies for diversity, equity, and inclusion, which are critical for building a positive work environment. These competencies enable HR managers to design targeted recruitment campaigns and retention programs that address the unique challenges of the healthcare workforce. By analyzing workforce trends, implementing innovative HR practices, and fostering supportive organizational cultures, HR managers can significantly influence the hospital’s ability to attract and maintain a stable, competent nursing staff (Drennan et al., 2019).

In conclusion, addressing the nursing shortage requires understanding its driving factors and implementing strategic HR practices. By focusing on competitive compensation, flexible scheduling, ongoing education, and fostering a positive work environment, hospitals can improve recruitment and retention efforts. Effective HR management rooted in healthcare insights and strategic thinking is essential for ensuring a resilient nursing workforce capable of meeting current and future healthcare demands.

References

• Auerbach, D. I., Buerhaus, P. I., Staiger, D. O., & Herrin, J. (2019). Trends in the Registered Nurse Workforce in the United States. JAMA, 322(10), 927–936.
• Buerhaus, P. I., Skinner, L. E., Auerbach, D. I., & Staiger, D. O. (2020). Four challenges facing the nursing workforce in the United States. Journal of Nursing Regulation, 11(4), 19–27.
• Drennan, J., Goodfellow, A., & Ryan, R. (2019). Challenges in recruiting health professionals: Strategies for retention. International Journal of Healthcare Management, 12(1), 19–24.
• Guerriero, S., & Li, A. (2020). Nursing retention strategies and the role of ongoing professional development. Nursing Economics, 38(4), 179–185.
• Laschinger, H. K. S., Wong, C. A., & Read, E. A. (2017). The Influence of Transformational Leadership and Empowerment on Nurse Work Outcomes. The Journal of Nursing Administration, 45(5), 245–251.
• Shultz, C. A., et al. (2018). Flexible scheduling improves nursing retention and job satisfaction. Journal of Nursing Management, 26(7), 847–855.