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Example research essay topic: Nursing Shortage In Long Term Care Facility - 1,836 words

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Nursing shortage in long term care facility This paper is about the globally spread problem -the shortage of nursing staff in long term care facility. The problem is increasing day by day; not only on national level but the hospitals that operate their medical facilities internationally are also facing this problem. Here are few examples what the professionals from hospital industry say about. As California hospitals embark on a hiring spree to meet state-mandated nurse staffing regulations, long-term care facilities are feeling the pinch. Lured by hospital starting salaries of $ 75, 000 and signing bonuses of up to $ 10, 000, fewer nurses are going into or staying in assisted living and skilled nursing facilities, experts say, sparking a growing crisis across the state. But still we need to focus on the following statements: Is this problem really exists?

Why is the problem? Are there some previous solutions to this problem that hospital industry using? Are they successful? What may be the effective solutions to overcome and to how much extent they are effective? The problem really exists.

Here are some statements from the hospital industry professionals: "It's a major problem, " says Anne Burns Johnson, president and CEO of the California Association of Homes and Services for the Aging, an industry group in Sacramento. "There have been staffing challenges in long-term care but it's more pronounced as nurse salaries have increased and nurse staffing ratios have gone into effect. " Ms. Johnson says the first wave of attrition hit in January of 2004, when the state imposed a minimum of one nurse for every six patients at hospital medical and surgical units. This January, hospitals were supposed to increase that ratio to one nurse for every five patients. Although those requirements have been locked up in a bitter legal battle between the Schwarzenegger administration and the nurses union, many hospitals are trying to meet those regulations and the competition for personnel has worsened. "It's a constant struggle, " says Mel Matsumoto, vice president of operations at Northern California Presbyterian Homes and Services, a San Francisco-based organization that runs long-term care facilities in the Bay Area.

The organization has lost four nurses at its San Francisco and Marin facilities since January. "When we do have a vacancy, it can be difficult because there's a shortage, " he says. "And we can't pay as much as an acute care hospital. " The global shortage of nurses is associated with an increase in internal and international migration of nurses. The international mobility of nurses is not new. What is new, however, is the large-scale, targeted, international recruitment by developed countries to address domestic shortages. The international migration of health workers from underserved areas in low-income countries is one of the most profound problems facing health systems, and therefore health, in low-income countries.

Campbell S. mentioned in his Journal Addressing nursing shortages in sub-Saharan Africa. These statements are much favorable to existence of the problem. The problem really exists and very critical for the hospitals operating on high level in low income countries. This lack of permanent nursing staff leads to mismanagement of serious patients. That may be against the reputation of a hospital.

If we say doctors are the as officer of army than the nursing staff is the soldier of army and shortage of good soldiers leads to a weak army. Now, we focus on why this problem exists? The reasons are global, economic & social. The research fellows diagnose some strong reasons as - increased demand for nurses as a consequence of advances in technology, shifting from acute to primary care, shorter hospital stays, ageing populations resulting in longer healthcare requirements. Decrease in the supply of nurses because of a reduction in student numbers, wider career choices for women, an ageing nursing workforce and a poor image of the profession, In addition, financial failure of some trusts and subsequent restructuring will lead to redundancy of nurses.

These reasons are not all but critical. In this global & economic competition all professions affected drastically with change in technology, human thinking and personal & social needs. Here are some statements that explains the some reasons: Though long-term care facilities are starting to raise their salaries and beef up their benefit packages, it's difficult to match wages offered by hospitals because of patient demographics. In California, 66 percent of long-term care patients are covered by Medi-Cal, which pays an average of $ 118 a day per patient while actual costs can run up to $ 210, Ms.

Johnson says. In addition to a wage gap, the workload at assisted living and skilled nursing facilities can be intense. It's not uncommon, for instance, for a single nurse to oversee 20 patients and three assistants, while a night shift nurse can oversee as many as 40 patients. And many end up working double shifts to meet the minimum state nurse staffing standards of 3. 2 hours per patient per day. The nature of the work can also be an issue, says Diana Wright, a self-employed nurse administrator and consultant from Butte County. Many long-term care patients struggle with dementia, Parkinson's and other diseases that can adversely affect their behavior. "The high acuity and behavior issues increase turnover, " Ms.

Wright says. These shortage and retention issues, meanwhile, are impacting care. According to a 2004 study released by the California Healthcare Foundation of Oakland, only a small percentage of nursing homes are meeting standards recommended for good nursing care. As a result, a high percentage of residents lose weight and are left in bed all or most of the time, the foundation says. Like every problem, the professionals go for solutions.

There are some solutions used by professionals but they did not work very well because finding and keeping qualified people to provide hands-on care has never been easy. Past economic solutions such as sign-on bonuses, relocation coverage, or new premium packages were limited and temporary because they simply redistribute the supply of nurses, not increase it. According to a study released on May 19 by the American Health Care Association's National Commission on Nursing Workforce for Long Term Care, nursing homes across the nation have nearly 96, 000 vacant nurse and health professional staff positions and a turnover rate of more than 50 percent a year. Hiring and retention efforts are costing the industry $ 4 billion a year.

And it is only expected to grow worse as baby boomers move toward retirement. With predictions that this nursing shortage will be more severe and have a longer duration than has been previously experienced, traditional strategies implemented by employers have limited success. So, for effective and long-term effect the solutions should be most practical, computable with current global, social & economic scenario and some how flexible. the solutions must be developed in several areas: education, healthcare deliver systems, policy and regulations, and image for assurance of an adequate supply of nurses. This shortage is not solely nursing's issue and requires a collaborative effort among nursing leaders in practice and education, health care executives, government, and the media. This paper poses several ideas of solutions that can be catalyst for readers to initiate local programs.

Research on the nursing workforce in SSA identified the following action to address the nursing shortage in the region (Munjanja eta 2005): 1. Increasing the supply of nurses: This is an important step. Promoting the nursing college campaigns can increase the supply. Giving the brilliant college students chance to serve the industry when they are in finial year of study.

This will help two way-firstly it will fulfill the shortage of nursing staff and secondly it will give practical knowledge to student means a productive & efficient nursing professional of future. 2. Improving the productivity of nurses: This is related with the staff already working. Productivity is work time relation. To make nurses more productive the special training sessions can be organized to tell them to how to do their work more effectively in a scheduled time period. The help of management professional can be taken. This will help to overcome the shortage problem for example the work of 4 for persons can be assigned to 3. 3.

Improving retention and managing migration: To improve retention the hospital environment & top management HR policies should be improved. The policies should be of global industry level & there should be chances of development of nursing career and include incentives and motivation systems. Migration can be managed encourage more co-operation between countries of origin and countries of destination. This is to increase the likelihood that migration has positive consequences for the development of sending and receiving countries & also facilitating the reintegration process of returning migrants. 4. Strengthening governance in nursing through regulatory bodies and nursing and midwifery associations; strengthening leadership and management capacities in nursing. 5.

Tackling HIV/AIDS and other welfare issues affecting nurses: The impact of HIV/AIDS creates a complex and some self-reinforcing negative influences on the nursing staff. The heavy workload causes frustration and may lead to increased migration and absenteeism. The development of proper occupational health services for staff is necessary. 6. Developing human resources for health management information systems: The quick, accurate and reliable management information system should be developed. This will help in effective decision-making, identifying problem & causes and giving the feedback of effectiveness of the solutions that the management implements for a problem. This is we call smart intelligence. 7.

Imaging the nurse profession: The image of the nursing profession should be improved. This can be done by the help of media and celebrities. Mega events can be organized by nursing unions & big hospitals like International Nursing Award, Nurse of the Nation, Nurse of the year, Nursing Excellence Award etc. Conclusion: The problem of shortage of nursing staff is affecting the heath system & management. This not national. It is a global problem for hospital industry.

In the short term, fiscal and marketing strategies may help. Changing the work environment is necessary. Efforts should be in direction of making the profession a desirable career choice. No doubt, the nursing profession is most trusted and respected of all the health care professions.

However, image should be broadened and enhanced not only in public but also in hospital industry itself. From a demand perspective, it is one of the fastest growing professions and thus offers a strong career opportunity for today's youth. The time is right for nursing's voice to be strong with the public, with health care system leaders, and with the government. Bibliography: 1.

Laura Cutland Shortage of nurses has rippling impact on long-term care facilities Silicon Valley / San Jose Business Journal - June 3, 2005 2. Brenda Nevidjon, RN, MSN & Jeanette Ives Erickson, RN, MS, CNA THE NURSING SHORTAGE: Solutions for the Short and Long Term < web > 3. Campbell S Addressing nursing shortages in sub-Saharan Africa, Nursing Standard, 2006 Aug 30 -Sep 5; 20 (51): 46 - 50 (journal article) PMID: 16972572 CINAHL AN: 2009285212


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