2 Nursing Staff Shortage in Healthcare Ruta Arefaine Oak Point University NUR 4642: Professional Role Transition Professor Josette Cabatingan-Oribello Nursing Shortage The shortage in the nursing profession has been an issue for over several years. Especially following COVID-19 suddenly gotten worse. St. Mary Elizabeth Hospital is no exception to this growing issue. Nurses make up the majority of medical practitioners and are essential to the industry. There remains a demand for more skilled educators in the perioperative environment and less even workforce distribution. Many serious factors cause the lack of nurses. As the age increases, there is a greater necessity for medical coverage. The authenticity is that, instead of taking just one illness, senior adults typically have illnesses and founders that necessitate professional care. Overall, individuals exist lengthier, a growing ultimatum for well-being care. Many chronic illnesses that were previously fatal are now treatable (Mar et al., 2019). The baby boom generation is still at a stage where they might need more medical attention as society ages. Today, more incredible Americans than ever previously time in history are above the age of 65. According to Haddad et al. (2022, disclosed Nursing employment is anticipated to increase by 6% during the following ten years, according to the Bureau of Labor Statistics Number Of simulations 2021–2031. The number of Nurses working in the profession is expected to rise by 195,400 from 3.1 million in 2021 to 3.3 million in 2031. When nurses retire, they get pension benefits and labor strength leave benefits which are prudently essential in the United States. More than 203,200 positions for Nursing professionals have become vacant in consecutive years. In addition, the nursing staff is shrinking. There are about one million nurse practitioners who are above 50. Thus, it shows that in ten to fifteen years, one in the workforce may be quitting. This figure includes medical faculties, which poses a unique problem since it necessitates training many more nurses with scarce assets. Constraints on admittance and a decline in the nursing practice's number of nurses can generate both results of a nursing faculty shortage. Fewer students may register, and the curriculum's and the scholar's general superiority of education may worsen due to a condensed and forced facility. Some newly hired nurses find that the profession differs from what they had imagined after starting their jobs. Others might become employed for a while before giving up after getting overworked. The incidence of nurse burnout is tapering off after years of progressively increasing levels. Furthermore, the spectrum of the average income employee turnover, which spans between 8.8% to 37.0%, is determined by nursing discipline and locale (Rosseter, 2014). Enhancing nurses' labor conditions is insufficient. It is also essential to consider the caliber of nursing knowledge prov.

1. 2
Nursing Staff Shortage in Healthcare
Ruta Arefaine
Oak Point University
NUR 4642: Professional Role Transition
Professor Josette Cabatingan-Oribello
Nursing Shortage
The shortage in the nursing profession has been an issue for
over several years. Especially following COVID-19 suddenly
gotten worse. St. Mary Elizabeth Hospital is no exception to
this growing issue. Nurses make up the majority of medical
practitioners and are essential to the industry. There remains a
demand for more skilled educators in the perioperative
environment and less even workforce distribution. Many serious
factors cause the lack of nurses. As the age increases, there is a
greater necessity for medical coverage. The authenticity is that,
instead of taking just one illness, senior adults typically have

2. illnesses and founders that necessitate professional care.
Overall, individuals exist lengthier, a growing ultimatum for
well-being care. Many chronic illnesses that were previously
fatal are now treatable (Mar et al., 2019). The baby boom
generation is still at a stage where they might need more
medical attention as society ages. Today, more incredible
Americans than ever previously time in history are above the
age of 65.
According to Haddad et al. (2022, disclosed Nursing
employment is anticipated to increase by 6% during the
following ten years, according to the Bureau of Labor Statistics
Number Of simulations 2021–2031. The number of Nurses
working in the profession is expected to rise by 195,400 from
3.1 million in 2021 to 3.3 million in 2031. When nurses retire,
they get pension benefits and labor strength leave benefits
which are prudently essential in the United States. More than
203,200 positions for Nursing professionals have become vacant
in consecutive years. In addition, the nursing staff is shrinking.
There are about one million nurse practitioners who are above
50. Thus, it shows that in ten to fifteen years, one in the
workforce may be quitting. This figure includes medical
faculties, which poses a unique problem since it necessitates
training many more nurses with scarce assets. Constraints on
admittance and a decline in the nursing practice's number of
nurses can generate both results of a nursing faculty shortage.
Fewer students may register, and the curriculum's and the
scholar's general superiority of education may worsen due to a
condensed and forced facility. Some newly hired nurses find
that the profession differs from what they had imagined after
starting their jobs. Others might become employed for a while
before giving up after getting overworked. The incidence of
nurse burnout is tapering off after years of progressively
increasing levels. Furthermore, the spectrum of the average
income employee turnover, which spans between 8.8% to
37.0%, is determined by nursing discipline and locale (Rosseter,
2014). Enhancing nurses' labor conditions is insufficient. It is

3. also essential to consider the caliber of nursing knowledge
provided by various sources. Violence in the medical industry
contributes to the shortage of nurses by raising the already
demanding environment's risk of emotional trauma. Physical
and emotional abuse significantly impacts the medical
specialist's well‐being, which distresses their job contentment
and efficiency. Because of the patients, they care for,
emergency room and psychiatric nurses are more in danger.
Drennan & Ross (2019) suggested that organizations develop
advanced ways to ensemble nurses' loads while giving patients
the best care possible. To reactivate and retain health workers, a
state that empowers and motivates nurses is obligatory. Limited
turnover and a resilient incentive to leave the occupation will
give staff more power in recruitment ratio varieties considering
the significant intensity and sensitivity stages. Many
governments have endorsed and followed the Certification to
ensure excellent treatment activities and a considerable level of
protection, productivity, and patient contentment.
Investigations and polls show that cohesion, culture, and
personality lower medical turnover rates and that nurses who
experience a sense of community at work are happier in their
positions. When institutions employ registered hires, creating a
sense of belonging for them through an induction program can
enhance staff happiness. A good onboarding program may ease
the transition for newly qualified nurses and lessen their initial
stress. Waiting to place new nurses with challenging clients is a
great example. Another example of fostering a sense of
connection is planning events introducing new nurses to
experienced caregivers.
Government should provide nurses with an incentive to promote
the behaviors they desire. Consider putting in place a ranking
system that gives points for accepting additional times,
attempting to pick up awful shift patterns, or learning new
skills. Points can be used to purchase unique presents or to help
nurses advance on their starting salary over time. As a result, it
is simpler to supply even the least popular hours in a way that

4. maintains nurse satisfaction. However, offering rewards for the
habits you want to see can help retain employees. According to
Strategies for Nurse Managers, it is crucial to refrain from
rewarding negative behavior. For instance, rewards for good
attendance may force nurses to report to work when they are ill
or incapable of doing their jobs, jeopardizing clinical outcomes.
Medical launches should devote money to nurses' extended
professional growth and education if they demand to retain
nurses in occupation. Medical Institutions should offer
maintenance to nurses' information attainment. As nurses
develop into innovative and administrative positions, employers
can provide them with additional skills and competencies
through remote learning, personality, and on-site seminars
(Elshall et al., 2022). In contrast, front-loading all the
retraining during the first few months of employment, which
can be a waste if a nurse exits, can result in higher costs and
decrease loyalty than deferring more challenging training
programs and fun training to senior nurses. Nursing
professionals can boost nurse retention and recruitment by
offering flexible hours that meet personal and professional
needs perfectly. Strike and maintaining an equilibrium between
their individual and career development might be difficult for
nurses.
The initial step to implementing the solutions is addressing the
issue to the medical leaders to provide practical and reliable
training to the nurses while still in the workplace. In addition,
the leaders must establish a conducive working environment by
scheduling the nurse's activities into shifts to balance their work
and individual needs (Rosseter, 2014). In addition, there is a
need for the leaders to appeal to the government for nursing
incentives annually. The implementation of the solutions can
take six months, but the government proposal o the incentives
can take eight months for approval to occur. The project aims to
positively impact the medical sector by solving the clinical
issue, which is the nursing shortage. These projects give the
medical leaders the best tactics to use to enhance nurse

5. retention and satisfaction to increase healthcare productivity. In
addition, the development of nursing initiatives will attract
more nurses into the healthcare sector to suit the patient's
needs.
The follow-up to ensure that the interventions are well enhanced
will be done in all the healthcare settings to ensure that the
nurses are comfortable and satisfied. The evaluation of the
improvement of the interventions will be based on the number
of nurses in the healthcare setting and their feedback. Observing
how the nurses react and respond to patients is a good
measurement of how the latter are treated. In addition, the
nurse's feedback will play a vital role in evaluating the success
of implementing the interventions. The success of the
implementation can be measured by the attendance of the
nurses, their participation, their responding habits and provision
of care to patients, and their facial expressions.
The degree of job satisfaction influences the nursing shortage.
If nurses experience stress and burnout due to the work
environment and pay, they may be eager to switch jobs. This
unhappiness explains the nurse shortage and may encourage it
because people do not want to go through the same negative
experience again. Enhancing nurses' labor conditions is
insufficient. It is also essential to consider the caliber of
nursing knowledge provided by various sources. People ought to
be more aware of the advantages of nursing, appreciate its
significance for medicine, and realize that poor nursing
performance makes it impossible for medical care to be high
caliber. If nurses are happy with their jobs and can
communicate the value of their expertise in a complex medical
system, the nursing shortage may be reduced. The existence of a
nursing shortage is typically associated with a variety of
adverse effects and consequences, including the inability to
supply timely access to trained nurses, patients' lack of
confidence in the standard of care medical and nursing, and
people's restrictions on choosing to nurse as their formalized
due to its precarious position financially.

6. References
Drennan, V. M., & Ross, F. (2019). Global nurse shortages: The
facts, the impact, and action for change.
British medical bulletin,
130(1), 25-37.
Elshall, S. E., Darwish, S. S., & Shokry, W. M. (2022). The
Effectiveness of Educational Interventions about Sustainability
Development among Nursing Students.
Egypt. J. Health Care,
13(1), 294-310.
Haddad, L. M., Annamaraju, P., & Toney-Butler, T. J. (2022).
Nursing shortage. In
StatPearls [Internet]. StatPearls Publishing.
Marć, M., Bartosiewicz, A., Burzyńska, J., Chmiel, Z., &
Januszewicz, P. (2019). A nursing shortage–a prospect of global
and local policies.
International nursing review,
66(1), 9-16.
Rosseter, R. (2014). Nursing shortage.
American Association of Colleges of Nursing.
· Select one of the following ethical/legal topics:
· Autonomy
· Beneficence
· Justice
· Fidelity
· Veracity
· Involuntary hospitalization and due process of civil
commitment

7. · Informed assent/consent and capacity
· Duty to warn
· Restraints
· HIPPA
· Child and elder abuse reporting
· Tort law
·
Negligence/malpractice
· In the Walden library, locate a total of four scholarly,
professional, or legal resources related to this topic. One should
address ethical considerations related to this topic for adults,
one should be on ethical considerations related to this topic for
children/adolescents, one should be on legal considerations
related to this topic for adults, and one should be on legal
considerations related to this topic for children/adolescents.
BY DAY 3 OF WEEK 2
Briefly identify the topic you selected. Then, summarize the
articles you selected, explaining the most salient ethical and
legal issues related to the topic as they concern psychiatric-
mental health practice for children/adolescents and for adults.
Explain how this information could apply to your clinical
practice, including specific implications for practice within
your state. Attach the PDFs of your articles.