Introduction
The nursing shortage gained momentum several decades ago when the first estimates of the potential problem were articulated. At present, the discussion of the issue seems ubiquitous, but there is still no one-size-fits-all solution for the American healthcare system (Marć et al., 2019). The shortage of nurse practitioners results in deteriorating quality of provided care, higher morbidity and mortality rate, high incidence of medical errors, nurses’ burnout and job dissatisfaction, and low prestige of the profession. This issue is prevalent in the USA, but it affects differently diverse healthcare facilities (Haryanto, 2019). Rural hospitals, as well as primary-care facilities, are most affected (Haryanto, 2019). The health center under analysis is located in an urban setting, so the impact is not dramatic, but the nursing shortage is an apparent and serious issue. It is noteworthy that the hospital administration implements certain measures to address the problem, which have proved to be effective.
Organizational Data
The current shortage of nursing staff in the healthcare facility in question is approximately 9%. It is noteworthy that it has decreased since 2015 when it reached almost 17% at some periods. The nursing shortage has been linked to such issues as medical error, patient dissatisfaction, and nurse practitioners’ burnout and job dissatisfaction, as well as a high turnover rate. During the past five years, the hospital administration initiated the implementation of several surveys measuring the aspects mentioned above. During the past two years, the turnover rate among nurses and the medical error rate decreased by approximately 20% and 12%, respectively. These changes are related to the introduction of certain incentives aimed at addressing the nursing shortage.
Summary of Two Articles
The nursing shortage has been a matter of numerous studies addressing different aspects of the issue, including the existing or possible solutions. The study by Vohra et al. (2020) contributes to the knowledge base regarding the most urgent issues in the US healthcare system and possible strategies to address them. The nursing shortage in the rural setting is one of the most urgent challenges to be addressed, as reported by Vohra et al. (2020). The authors concentrate on the development of new policies and regulations to improve the healthcare system. The suggested solutions include funding increases, reimbursement initiatives for nurses working in rural areas, and nursing school funding.
Another article to be reviewed briefly dwells upon a strategy that is now being widely discussed among practitioners, administrators, and policymakers. Williamson et al. (2020) evaluate the effectiveness and associated risks of the increased student nurse placement. The researchers noted that no statistically significant link between increased student placement and medical error or adverse patient events was found. At that, researchers admitted that further research was required to ensure the effectiveness of this practice and its impact on patient safety.
Addressing the Issue
As mentioned above, numerous strategies and approaches have been utilized to address the problem, with the focus on dealing with the organizational impact of the issue. For instance, Pittman and Scully-Russ (2016) emphasized that workforce planning and development are central to solving the problem. The authors stated that innovative approaches to workforce planning and development could ensure the high quality of provided care. Such techniques as effective communication with stakeholders and proper evaluation of the needs and responsibilities can reduce the nursing shortage.
Both formal and on-the-job nurse education is seen as another effective strategy to be employed (Gerardi et al., 2018; Haryanto, 2019). Researchers argue that additional investment in this sphere is critical to ensure the availability of a qualified workforce with the necessary level of expertise. The empowerment of nurse practitioners has also proved to be an appropriate solution that results in reduced nurse turnover and increased job satisfaction (Norful et al., 2018). Clearly, proper funding and reimbursement incentives are instrumental in addressing the shortage of nursing staff (Palumbo et al., 2017; Vohra et al., 2020). It is noteworthy that these strategies and approaches can be utilized on different levels (in terms of a particular healthcare facility or at the national or state level).
How the Strategies May Impact the Organization
Some of these strategies have been utilized at the hospital under analysis. A reimbursement initiative partially funded by the local authorities and the community contributed to the decrease in nurses’ turnover. Although the positive effect of this technique is apparent, an adverse outcome also requires attention as other healthcare professionals start expressing their concerns regarding their reimbursement plans. One of the most effective strategies associated with improved morale and job satisfaction (as well as decreased burnout) is the nurse empowerment and mentorship incentive. New nurses have mentors helping them to become a part of the team. In addition, nurse practitioners become members of interdisciplinary teams with a wide range of responsibilities, enabling them to make diverse decisions. This empowerment has a positive effect on nurses’ motivation and performance.
Conclusion
To sum up, it is necessary to state that the nursing shortage is a serious issue the American healthcare system is yet to solve. Numerous strategies have been implemented, and many incentives are associated with positive results. The initiatives related to increased funding, education and development, nurse empowerment, as well as effective communication and collaboration within healthcare facilities and between different stakeholders are being implemented. The hospital in question can be seen as an illustration of the benefits, as well as challenges, of the use of some of these solutions.
References
Gerardi, T., Farmer, P., & Hoffman, B. (2018). Moving closer to the 2020 BSN-prepared workforce goal. American Journal of Nursing, 118(2), 43-45.
Haryanto, M. (2019). The nursing shortage: Myth or fact?Orthopaedic Nursing, 38(1), 1-2.
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.
Norful, A. A., de Jacq, K., Carlino, R., & Poghosyan, L. (2018). Nurse practitioner–physician comanagement: A theoretical model to alleviate primary care strain.The Annals of Family Medicine, 16(3), 250-256.
Palumbo, M. V., Rambur, B., & Hart, V. (2017). Is health care payment reform impacting nurses’ work settings, roles, and education preparation?Journal of Professional Nursing, 33(6), 400-404.
Pittman, P., & Scully-Russ, E. (2016). Workforce planning and development in times of delivery system transformation.Human Resources for Health, 14(1), 1-15.
Vohra, S., Pointer, C., Fogleman, A., Albers, T., Patel, A., & Weeks, E. (2020). Designing policy solutions to build a healthier rural America.Journal of Law, Medicine & Ethics, 48(3), 491-505.
Williamson, G. R., Kane, A., & Bunce, J. (2020). Student nurses, increasing placement capacity and patient safety. A retrospective cohort study. Nurse Education in Practice, 48, 1-5.