Nurses Turnover Assignment Discussion
Nurses Turnover Assignment Discussion
Overview
Human resource management is a key element when it comes to the overall healthcare management. Nursing professional is faced with several human resource challenges one of them being the nursing turnover. In depth nursing turnover involves voluntary or involuntary leaving in a given health facility (Fasbender, Heijden, & Grimshaw, 2019). This issue has been a growing challenge in the healthcare system across the globe with stakeholders having little or no options to avert this menace. Nursing turnover is cited as one of the contributors of deteriorating quality of care and patient safety and therefore its occurrence has to be avoided at all cost whenever possible. Nurses Turnover Assignment Discussion
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Nurses Turnover and How It Impacts Quality of Care and Patient Safety in The Setting in Which It Occurs
In any health setting, there is nothing more important that the quality of care being administered as well as the patient safety. These two elements form the basis for success rate in the healthcare administration. With a global turnover rate for nurses ranging from 15 to 44%, the nurse’s turnover is now becoming a big problem in the healthcare sector management. Nurses are said to be the backbone of the healthcare administration and therefore, they take a broader role in the care management. Considering this, their voluntary or involuntary leaving within a health facility can have a negative effect on the patient’s safety, as well as the quality level of the care being administered. Nursing-patient ratio has been established to be one of the healthcare quality determinants with quality level being high with the high ratio and low where the ratio is low (Arslan et al., 2019). In this regard, when nurses leave a health facility and no immediate replacement is available, the care quality level is bound to be affected negatively due to various factors such as fatigue on the remaining nurses or patient being handled by unqualified staff. This situation does not only affect the quality level of care being administered, but it also jeopardizes the patient safety as well.
Furthermore, patient-nurse relationship has been cited as crucial in the journey to recovery of any patient. Patient may develop comfort, trust and openness with the nurses, and which is vital to their recovery and self-care (Moreland et al., 2015). This is however possible when the patient and the nurse have adequate interaction time within a facility or during homecare. Nevertheless, nursing turnover usually brings a disconnect between the patient and the nurse as those who may leave may have already established a cordial relationship which is crucial in the overall care quality, as well as patient safety. Moreover, nurse’s turnover may bring hinderances to specialized training offered within the facilities (Arslan et al., 2019). Every facility has a cultural setting and the way things are run may require familiarization in form of training. This enhances the quality of care given as well as improvement in terms of patient safety. Due to turnover, this may not be viable and it may be costly to the institution and as well, jeopardize service quality and safety.
How Professional Standards of Practice Should Be Demonstrated in This Situation to Help Rectify the Issue or Maintain Professional Conduct
Nursing is very crucial in any health facility or within the homecare setting. Due to this factor, it is important that the management of nursing as well as the conduct of nurses themselves adhere to the set professional standards and as well maintain the professional conduct when on duty. Nurse turnover has been a growing menace across the globe and nurse managers must ensure that there exist professional standards of practice to mitigate this issue. To start with, nurse managers should ensure that the hired nurses are qualified and registered with the relevant professional bodies (Bong, 2019). This will ensure that they hold the right skills and are aware of the professional conduct which makes them disseminate their duties in a professional way and at the expected standards (Arslan et al., 2019). Semi-trained nurses may experience difficulties in coping with the nursing profession demands a case which may lead to high turnover. Therefore, it is always right to hire qualified staff from the onset to avoid such a scenario. Nurses Turnover Assignment Discussion
On the other hand, to mitigate high turnover, nurses should engage with the management for a comprehensive agreement and possibly sign a work contract. By doing so, the nurse may feel comfortable where they know their rights are protected and this establishes a form of job security which may greatly reduce turnover (Bong, 2019). Moreover, provision of the right equipment and having proper training on their professional use makes the nursing work easier and facilitating the nurses to work in a professional way. This results to job satisfaction which greatly reduces the rate of turnover (Fasbender, Heijden, & Grimshaw, 2019).
The Differing Roles of Nursing Leaders and Nursing Managers in This Instance and Discuss the Different Approaches They Take to Address the Selected Issue and Promote Patient Safety And quality care
Nursing leaders and nursing managers are bestowed with providing leadership and management within the nursing setting. Concerning the nursing turnover, nursing leaders and nursing managers are obligated to formulate strategies to mitigate nurses turnover through application of various approaches. To begin with, nurses turnover may come as a result of personal related issues such as sickness. unfavorable working conditions is also another major issue of nurses turnover. Nurses may also find other job opportunities outside their current stations which may be attractive and causing them to leave. All these reasons are cited as the major causes of nursing turnover (Moreland et al., 2015). The hospitals are bound to experience inconveniences during turnover through service disruptions, additional costs during hiring and as well, loss of trained expertise.
Nursing leaders and nursing managers have a great role in ensuring that nursing turnovers are mitigated to avoid the previously mentioned inconveniences. To achieve this, they must come up with strategies that can be applied within the facility setting. Among these strategies is the creation of collaboration governance programs that encourage contribution to facility policies, work schedules or annual leave schedule. By doing so, the nurses feel valued which creates a sense of security and belonging leading to low turnover (Arslan et al., 2019). Furthermore, elimination of mandatory overtime and long working hours that create fatigue and eliminate satisfaction may reduce nurse’s turnover (Fasbender, Heijden, & Grimshaw, 2019). Staff-patient ratio should be ideal and matching the international standards and as well provide the right tools for assisting nurses in their works. This creates a conducive working environment that can mitigate nurses turnover (Bong, 2019). Nurses Turnover Assignment Discussion
Additional Aspects That Managers and Leaders Would Need to Initiate in Order to Ensure Professionalism Throughout Diverse Health Care Settings While Addressing the Selected Issue
Additional aspects that mangers and leaders would need to initiate in order to exercise professionalism include recognition of nurses work-life balance. Nurses too have families and this should be a consideration that they still have a life outside the health facilities and aspects such as annual leave, maternity and paternity leave, house allowance, commuter allowance and insurance are crucial in a nurse setting and improper application of this aspects may contribute to high levels of turnover (Coleman & Ahmann, 2016). On the other hand, collaboration between the nurses and other staff is also important and greatly determines the service quality that patients experience. In this regard, a professional service charter should be put in place by the managers and leaders to ensure that there is a clear guideline on duties, timelines, service quality level, communication channels and feedback channel. This will avoid conflict or duplication of works and duties encouraging smooth operations in teamwork which reduces the turnover rate (Bong, 2019).
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A Leadership Style That Would Best Address the Chosen Issue and Why This Style Could Be Successful in This Setting
To carb the nurses turnover, the most ideal leadership style to be applied is transformational leadership. This style provides the employees with the freedom to choose and innovate for the betterment of the organization. Leaders in this style of leadership applies motivation and encourage their employees to grow into the next level which is better than they are today (Roberts-Turner et al., 2014). This style would be a success in application to the nursing setting where leaders are making efforts into mitigating turnover as the nurses will feel a part of the health facility community and their contribution is valued in a big way thus creating a sense of belonging and thus reducing turnover (Kaur & Tisha, 2017). Nurses Turnover Assignment Discussion
References
Arslan Yürümezoğlu, H., Kocaman, G., & Mert Haydarİ, S. (2019). Predicting nurses’
organizational and professional turnover intentions. Japan Journal of Nursing Science, 16(3), 274–285. https://doi.org/10.1111/jjns.12236
Bong, H. E. (2019). Understanding Moral Distress: How to Decrease Turnover Rates of New
Graduate Pediatric Nurses. Pediatric Nursing, 45(3), 109–114.
Coleman, C. L., & Ahmann, E. (2016). Family Matters. Empowered by Nurses. Pediatric
Nursing, 42(4), 193–196.
Fasbender, U., Heijden, B. I. J. M., & Grimshaw, S. (2019). Job satisfaction, job stress and
nurses’ turnover intentions: The moderating roles of on‐the‐job and off‐the‐job embeddedness. Journal of Advanced Nursing (John Wiley & Sons, Inc.), 75(2), 327–337.
Kaur, G., & Tisha. (2017). Relating Employees’ Emotional Intelligence with Managers’
Leadership Styles. NICE Journal of Business, 12(1), 33–44.
Moreland, J. J., Ewoldsen, D. R., Albert, N. M., Kosicki, G. M., & Clayton, M. F. (2015).
Predicting Nurses’ Turnover: The Aversive Effects of Decreased Identity, Poor Interpersonal Communication, and Learned Helplessness. Journal of Health Communication, 20(10), 1155–1165.
Roberts-Turner, R., Hinds, P. S., Nelson, J., Pryor, J., Robinson, N. C., & Jichuan Wang. (2014).
Effects of Leadership Characteristics on Pediatric Registered Nurses’ Job Satisfaction. Pediatric Nursing, 40(5), 236–256.
Nurses Turnover Assignment Discussion
