In the nursing profession, most of them report this challenge, which, they further assert, affects them negatively on their personal health. Reports relating to dynamics in the labor industry have constantly indicated that nursed are among the most stressed, overworked, and sickly professionals, with about eight percent of the workforce failing to turn up for their duties on reasons related to their health status (Cummings et al
Furthermore, only twenty-three percent of graduates who stick to their profession while the other fifty percent quit and pursue other careers. Worsening the challenge of the nursing shortage is the increasing number of aged nurses and their expected retirement (Kovner, 2009)
This also results in demotivation and the cycle continues to that level where the quality of care given is crippled. Such a situation is not proper as it results in a sickly population (Melnyk & Fineout-Overholt, 2011)
And other nations around the world. Canadian nurses, for instance, are faced by similar workforce deficiency, complain of job burnout, and stress (McIntyre & McDonald, 2014)
It is critical to show an accurate professional brand in any career, but this is more so in the case of professional nursing. If individual are expected to portray affective commitment for their work, then job satisfaction plays a significant role (Denman, 2008)
However, projections show that there will be a shortage of close to one million nurses equating to about thirty percent as of 2020. The already delicate health care base is in jeopardy because of ineffective recruitment and retention programs, insufficient nurse educators, and ever growing number of the aged population that require care (Newman, 2013)
In the literature dedicated to mentoring in the nursing profession, the following specific characteristics have been identified as those necessary for nurses who assume the role of mentor. (Pontius, 2000, Davies, Neary and Philips, 1994, and Spouse, 1996) Nurses selected as mentors must have high quality work records, and should be those who are concerned about recruitment and retention issues of relevance to the profession
This company donated $600,000 to both the University of North Florida and the University of Florida for nursing education, a sum that was matched by the State of Florida by $420,000 at each school. This illustrates yet another fundamental principle of economics, that of principle seven, that government can sometimes improve market outcomes through intervention (Mankiw, 2004)
could reach as high as 500,000 by 2025 according to a report entitled the Future of the Nursing Workforce in the United States: Data, Trends and Implications. The report found that the demand for RNs is expected to grow by 2% to 3% each year, but the nursing profession is rapidly aging, and numbers of nursing graduates are on the decline (Rosseter 2008)
" Others saw this more positively: "Finding our own clinical sites allowed us to find potential employment sites, which helped many of my colleagues get jobs after we graduated." One technology-based middle ground that may help in this area of entry-level coursework is simulations (Curl et al
If they get overstressed and start to think of themselves as incompetent, it doesn't bode well for retention (Boswell, Lowry, & Wilhoit, 2004). An editorial in the American Nurse points out that true team commitment and positive attitudes create workplaces where nurses want to stay (Agrantiflax, 2001)
At that time, not enough people were going into nursing, but as enrollments for nursing increased, the shortage decreased. Now, however, the nursing shortage is primarily due to nurses leaving their jobs because of disillusionment (Block, Claffey, Korow, & McCaffrey, 2005)
Hospital organizations that want to keep new nurses must provide graduates with guidance appropriate to their knowledge level because new nurses who do not get enough support have far more trouble coping with stress. If they get overstressed and start to think of themselves as incompetent, it doesn't bode well for retention (Boswell, Lowry, & Wilhoit, 2004)
New graduates report they don't feel confident or competent; they make errors because of heavy workloads and responsibilities; are constantly confronted by new situations, procedures, and surroundings where they don't know what to do; their preceptors are not consistent; they don't know anybody on staff; run-ins with disgruntled nurses and other staff members are disturbing; not enough staff is on hand to do the job right; and other nurses are not willing to help them. They also report feeling anxious, overwhelmed, intimidated, disappointed, disgusted, sad, angry and guilty (Butler & Hardin-Pierce, 2005)
Expectations for caregiving have changed significantly. Length of stays, for example, are dramatically shorter, and only very sick people are in the hospital (Ellerton, 2003)
Roman (2003) explains that a mentor points out the novice's strengths and weaknesses; encourages the new nurse to establish goals for improvement; monitors progress; identifies obstacles to progress; and helps the new nurse to realize his or her full potential. A mentor can make a tremendous impact on the new nurse's professional development (Roman, 2003), and seasoned nurses model important lessons when they willingly teach new graduates (Steed, 2004)
Roman (2003) explains that a mentor points out the novice's strengths and weaknesses; encourages the new nurse to establish goals for improvement; monitors progress; identifies obstacles to progress; and helps the new nurse to realize his or her full potential. A mentor can make a tremendous impact on the new nurse's professional development (Roman, 2003), and seasoned nurses model important lessons when they willingly teach new graduates (Steed, 2004)
Some thought that their universities were as much in the dark as they were. One respondent said, "I believe my university was either not up-to-date on their knowledge of the prospective job market for new graduates or they did not care because more nursing students just means more money for the university and for them'" (Stone & Feeg, 2013)
The subscales include: (1) relationship; (2) personal growth; and (3) system maintenance with change. (Kotzer and Arellana, 2008) A two-point scoring of true or false is used and questions are designed so that they represent a 50/50 ratio of negative and positive aspects of the work setting
The economic costs of turnover of nurses are reported as being "4 to 5 times higher than what hospitals typically calculate." (Gess, Manojlovich, and Warner, 2008) In addition, the report states "