Nurse shortage is one of the most burning issues the healthcare systems of the USA and other countries are facing. According to the report of the World Health Organization (WHO), there is a shortage of over 7 million nurses in the healthcare setting on a global scale (Marć et al., 2018). It has been estimated that the deficit of nurses will almost double by 2035 and will reach up to 12,5 million (Marć et al., 2018). In the United States, approximately 11 million more nurses are needed to address the issue (Haddad et al., 2020). The U. S. government has already acknowledged the problem, and diverse strategies have been implemented to address the issue, but these efforts have had rather limited success so far. This paper includes a brief analysis of nurse shortage in the United States and a particular healthcare organization, with certain recommendations regarding possible policies to be launched.
Multiple factors contribute to the enhancing pressure on the system related to nursing staffing. One of the principal issues is demographic, as the number of patients is growing exponentially due to the aging population (Haddad et al., 2020). In addition, aging nurses retire while the number of new nurses is insufficient to satisfy modern communities’ needs (Jones-Berry, 2017; Haddad et al., 2020). Social aspects are also relevant and have a negative influence on the development of the system. Jones-Berry (2017) states that nurses leave the profession, with the field losing over 30,000 professionals, and this number is growing rapidly. In addition, the profession is still unpopular among people, and a decreasing number of people enter the corresponding courses.
The reasons for such trends are associated with the characteristic features of nursing practice. Workload and comparatively low salaries keep people away from the profession. Moreover, job dissatisfaction caused by ineffective organizational culture, inappropriate working conditions and atmosphere, as well as insufficient reimbursement leads to significant turnover (Haddad et al., 2020). The local healthcare facility I work for can be seen as an illustration of the influence of the factors mentioned above on the quality of provided care. Turnover at this hospital is high due to the increasing workload, low reimbursement, poor equipment, and inappropriate relationships between healthcare practitioners. Thus, the nurse shortage is a challenge to be addressed on local, national, and global levels.
A brief literature review shows that the existing policies are often criticized, while some of them are seen as potentially beneficial. For instance, the increase in reimbursement for nurses is a positive policy as low salaries remain one of the central issues leading to nurses’ job dissatisfaction and high turnover (Marć et al., 2018). The provision of grants to working nurses and graduates to gain education or receive on-the-job training is also regarded as beneficial (Marć et al., 2018). Jones-Berry (2017) claims that the government implements certain policies that can have a positive impact, but these efforts are often inadequate or untimely. An example of such an ineffective measure is the announcement of additional nursing student placements only weeks before the nursing courses start (Jones-Berry, 2017). Jones-Berry (2017) argues that well-thought and coherent programs are necessary to facilitate the development of the healthcare system and address the most burning issues.
Another strategy is improving the working environment and developing an effective organizational culture in healthcare facilities. Governments can contribute to advancing this area by providing grants to effective facilities and introducing guidelines based on the experience of diverse units. Gray et al. (2018) claim that the development of the program encompassing nurse empowerment, the use of a collaborative approach, and on-the-job training increased nurses’ satisfaction. Henry (2017) emphasizes that professional education is critical for all health workers, which is specifically apparent in the environment of the pressing shortage of nurses. Clearly, numerous programs and policies have been introduced, but a more focused effort is needed at the national and local levels.
It is possible to analyze the policy encompassing the provision of grants to students to start nursing courses for ethical considerations. It is undoubtfully good and ethical to promote learning and motivate young people to enter nursing practice, which is one of the most humane professions. Implementing this policy is likely to contribute considerably to the community’s sustainable development. The strength of this policy is the focus on expertise and qualifications. The government understands the benefits of creating a pool of high-profile nursing practitioners (Jones-Berry, 2017). However, this policy is also characterized by multiple challenges that need to be addressed. Clearly, such policies need proper implementation as the corresponding promotional campaign has to be launched at the beginning of each study year. Such initiatives should be introduced on the national, state, and community levels on a regular basis. In addition, it is critical to make sure that the profession can be attractive to nurses, so salaries should be higher, and working conditions should be improved through the allocation of more funds.
A complex of measures can be helpful at the facility mentioned above. The facility should apply for a grant to increase the reimbursement of high-achieving nurses, as well as educational opportunities for the staff. The hospital administration (or a nurse leader) should initiate the changes related to the organizational culture to promote collaboration. Nurses should feel empowered, and they should have the necessary skills and knowledge to cater to their patient’s needs. It is necessary to note that the implementation of such policies will comply with the nurses’ ethical standards and virtue ethics. Nursing practitioners will be able to provide high-quality care when they have the necessary resources (knowledge, skills, and equipment) and find themselves in a favorable working environment to realize their potential to the fullest.
In conclusion, nurse shortage is an urgent issue the U. S. government is trying to address through the implementation of various policies. Some of the major aspects to consider include nurses’ salaries, working conditions, and organizational culture. The focus on formal and on-the-job education can help in reducing understaffing, but the provision of some grants is insufficient. Nurse practitioners should receive higher salaries and diverse benefits (health insurance and retirement packages, wellness and education opportunities, and so on). Every healthcare facility should have a sound organizational culture based on collaboration, caring for others, and self-development principles. It is important to develop a comprehensive initiative to promote the profession. The use of multiple communicational channels, including the K-12 system, conventional media, and social media, is the necessary premise for the development of the system. Clearly, each facility should also strive to create an appropriate working environment for nurses, which can be attained with the help of wise fund allocation and the development of proper organizational culture.
References
Gray, K., Wilde, R., & Shutes, K. (2018). Enhancing nurse satisfaction: An exploration of specialty nurse shortage in a region of NHS England. Nursing Management, 25(1), 26-33.
Haddad, L. M., Annamaraju, P., & Toney-Butler, T. J. (2020). Nursing shortage. Cancer Nursing Practice, 16(9), 5-6.
Henry, R. (2017). Healthcare workers cannot plug nurse shortage gaps. NCBI.
Jones-Berry, S. (2017). ‘No coherent workforce plan’ as NHS nurse shortage worsens. Nursing Standard, 32(11), 12-13.
Marć, M., Bartosiewicz, A., Burzyńska, J., Chmiel, Z., & Januszewicz, P. (2018). A nursing shortage – A prospect of global and local policies. International Nursing Review, 66(1), 9-16.