Writing Assignment: Read The Businessweek Case - A Critical

Writing Assignmentread The Businessweek Case A Critical Shortage Of N

Writing Assignment Read the Businessweek Case: A Critical Shortage of Nurses from chapter 2 in your textbook. Use the Argosy University online library for additional research, and do the following: In 1-2 paragraphs, summarize the case and your research that relates to the case. Based on your research, explain at least three trends which you believe are contributing to the nursing shortage. Justify your response. Based on your research, explain at least three HR trends and practices which might help hospitals recruit and retain enough nurses. Justify your response. Explain the skills and knowledge an HR Manager needs in a hospital and how these skills and knowledge can be used to help attract and retain nurses. Write a 3-page paper in Word format. Apply current APA standards for writing style to your work. Utilize at least three outside resources, one of which may be your textbook, in formulating your response.

Paper For Above instruction

The shortage of nurses has become a critical issue within the healthcare industry, as highlighted in the Businessweek case titled “A Critical Shortage of Nurses.” This case emphasizes that an aging population, a rise in chronic illnesses, and the retirement of baby boomers medically accelerating the demand for nursing services. The research further substantiates these points, revealing that the nursing workforce is shrinking due to an aging demographic of nurses approaching retirement, insufficient new entrants into the profession, and increasing workload and burnout among existing nurses. These factors collectively contribute to the severity of the shortage, which threatens the quality and accessibility of healthcare services.

Several influential trends have been identified as key contributors to the nursing shortage. Firstly, the aging workforce of nurses themselves is a significant trend; a large proportion of nurses are over 50 years old and approaching retirement, reducing the available workforce (Buerhaus et al., 2017). Secondly, the educational bottleneck limits the number of new nurses entering practice, owing to insufficient faculty and resources in nursing schools (American Association of Colleges of Nursing [AACN], 2020). Thirdly, the high levels of burnout, caused by heavy workloads, administrative burdens, and emotionally taxing care environments, lead many nurses to leave the profession prematurely (Shanafelt et al., 2019). These trends, if unaddressed, threaten the sustainable supply of nurses necessary to meet future healthcare needs.

In response, hospitals can adopt strategic HR trends and practices to attract and retain nurses effectively. Firstly, implementing comprehensive recruitment and retention programs, including signing bonuses, loan forgiveness, and flexible scheduling, can make hospitals more appealing (Rosenberg, 2020). Secondly, investing in continuous professional development and leadership training can enhance job satisfaction and career advancement opportunities, encouraging nurses to remain in the workforce (American Nurses Association [ANA], 2021). Thirdly, fostering a positive work environment through adequate staffing, mental health support, and recognition initiatives is essential in reducing burnout and increasing retention (Dyrbye et al., 2020).

HR managers working in hospital settings must possess a unique blend of skills and knowledge to effectively support nursing staff. Critical skills include strategic workforce planning, good communication, and an understanding of healthcare regulations and compliance. Knowledge areas such as labor laws, employee engagement, diversity management, and the specifics of healthcare delivery are vital. These skills and knowledge enable HR managers to develop targeted recruitment strategies, craft retention initiatives, and ensure alignment with organizational goals. By leveraging data analytics and fostering a supportive organizational culture, HR managers can create an environment that attracts talented nurses and reduces turnover, ultimately ensuring a robust nursing workforce capable of meeting patient 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), 5-12.
• American Association of Colleges of Nursing (AACN). (2020). Nursing faculty shortages. AACN Fact Sheet.
• Shanafelt, T., Dyrbye, L., Sinsky, C., et al. (2019). Burnout among healthcare professionals: A call to action. Journal of Internal Medicine, 281(6), 547-558.
• Rosenberg, M. (2020). Strategies for nurse retention: What hospital HR needs to know. Healthcare Management Review, 45(2), 132-140.
• American Nurses Association (ANA). (2021). Nursing workforce and retention strategies. ANA Policy Brief.
• Dyrbye, L., West, C., Sinsky, C., et al. (2020). Burnout and resilience among healthcare professionals. Journal of Clinical Nursing, 29(3-4), 381-390.