assignment week 8

Running Head: High turnover rates 2

2

High turnover rates

High turnover rates

Student’s Name

Institutional affiliation

Introduction

High turnover rates of nursing staff have adverse effects in the organization and they influence the quality of patient care and the nursing practice because of the congestion and the delays that result from the turnover. The turnover rates are caused by job dissatisfaction as the nurses feel that their needs are not catered for in the facility. One of the reasons for the dissatisfaction is being overworked due to the mandatory overtime. The high rates of turnover disrupt the functioning of the organization and impact on the patients and the nursing practice negatively but there are nursing and evidence interventions that help correct the issue.

Clinical Problem (High turnover rates)

P- Oncology nurses

I- reduced mandatory overtime

C-nurses with the regular mandatory overtime

O- low turnover rates

T- one year

PICOT question: Will oncology nurses who have reduced mandatory overtime have low turnover rates compared with nurses who have regular mandatory overtime over one year?

Evidence-based solution

One solution which works in reducing turnover rates for nurses and other employees is increased wages and salaries for the employees. Monetary rewards represent one of the easiest ways to motivate nurses to work harder and stay in a particular organization. Nurses who feel that they are underpaid compared to nurses in other similar facilities or compared to the amount of work they do always end up quitting their jobs when they get a chance (McDermid et al., 2020). The oncology setting thus can increase the pay of the nurses and have more financial benefits such as medical covers and insurance to help cater for the nurses’ treatment when need be.

Nursing intervention

One solution for the increased turnover rates in the oncology settings is to lower the amount of mandatory overtime for the nurses. Nursing being a demanding profession most of the nurses are required to work overtime especially in case of emergencies in the organization. These overtime hours should be structured in a manner that considers the needs of the nurses. Nurses have personal matters and issues that they need to attend to and also feel fatigued when they work for long hours. When the nurses have to work for long then they end up feeling that they are not considered by a medical facility and hence end up looking for better organizations to work for.

Patient care

High turnover rates will always impact negatively on various elements in the healthcare setting but mostly on the quality of patient care. When the nurses leave an organization to get jobs elsewhere an organization is left without adequate staffing. Inadequate staffing results in patients getting very minimal medical attention since the time they spend with nurses is very limited (Martin & Ramos-Gorand, 2017). To help ensure that patients are served well and the quality of the patient care is high, nurses have to be at the right levels in an organization and hence the organization must always ensure that it hires more nurses to replace those who quit.

Health care agency

Various healthcare agencies are connected to the issue of high turnover rates of nurses in organizations. Nurse staffing agencies can help solve this issue because they provide qualified nurses to help fill in the positions which are left by the nurses who quit their jobs. The advantage of using a nursing agency is that the organization can be guaranteed that the quality of healthcare is at the optimum level (Martin & Ramos-Gorand, 2017). The agencies secure contracts for nurses to work in various facilities. If nurses are employed on a contract basis then the rates of turnover go down as well.

Nursing practice

The nursing turnover rates impact negatively on the nursing practice in an organization. When nurses quit work then organizations are left with nurses who are not enough to meet the needs and demands of the patients. The existing nursing staff will always get overwhelmed when the work is too much and end up losing the morale to work hard (Wang & Yuan, 2018). Turnover rates impact negatively on the productivity of nurses and the engagement they have in the healthcare setting. The new nurses who are hired to replace the gone nurses are in most cases not skilled for the jobs and that affects the quality of services offered.

References

Martin, C., & Ramos-Gorand, M. (2017). High turnover among nursing staff in private nursing

homes for dependent elderly people in France: impact of the local environment and the wage. Économie et Statistique, 493(1), 49-66.

McDermid, F., Mannix, J., & Peters, K. (2020). Factors contributing to high turnover rates of

emergency nurses: A review of the literature. Australian critical care, 33(4), 390-396.

Wang, Y., & Yuan, H. (2018). What is behind high turnover: a questionnaire survey of hospital

nursing care workers in Shanghai, China. BMC health services research, 18(1), 1-7.