Nursing project

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Nursing Project

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Nurses are facing several issues that affect their quests to deliver quality healthcare services within the healthcare system. One of these issues is the increase in nurse turnover due to the poor management of interventions such as retention. Instead of looking at the factors that lead to the increase in nurse turnover, many hospital management fails to consider effective intervention so that suitable solutions can be arrived at. The focus of this paper is focused on providing a literature review on the issue of nurse intervention.

According to Halter et al (2017), nurse turnover is a global concern in many healthcare systems. Therefore, understanding the type of interventions that is effective in reducing the rates of turnover is important to the managers as well as healthcare organizations. There are several types of research on the intervention to help in reducing nurse turnover; however, the strength of the pieces of evidence is still hard to find. Therefore, lack of funded primary research work to help in providing robust evidence for nurse and human resource managers to put nurses on the retention strategies.

A study by Kurnat-Thoma et al., (2017) outlined turnover analysis and onboarding program performance improvement initiative utilized by a 187-bed community healthcare facility in the Washington DC metropolitan area to help in the reduction of the staff turnover. According to the outcome of the study, even though the degree of employee turnover is expected and healthy, the increase in the rate of this turnover within the hospital environment is threatening the core primary function of providing safer and quality-driven patient care. The turnover cause damages to the overall fiscal health thereby leading to the loss of qualified nursing staff. The replacement of qualified nurses tends to be costly. The frequent orientation of the new staff, working with unskilled staff, and working short when staff is replaced affects the morale, attendance, patient and staff satisfaction, and affecting the bottom line of the healthcare facilities (Kurnat-Thoma et al., 2017). According to this study, having well-researched and collaborative designed turnover reduction initiatives serve as a valuable support system and resource.

Many firms are lacking strategies required to ensure a successful reduction in voluntary employee turnover. Lack of strategies is a threat to the organization's performance and competitive advantage of the firm. Employee compensation is the driving force that is used to help in the retention of workers. Having comprehensive compensation and benefits packages and the capacity to offer intangible benefits helps in the reduction of turnover. The ability of the management to understand the strategies that are important in the reduction of turnover and how they should be implemented is important in the creation of positive changes (Burnett, 2018).

In the primary care settings, managers are the foundation of the highly functioning teams that deliver quality and safe care in a patient-centered medical home model. The model provides comprehensive, accessible, and coordinated care across the continuum from the primary healthcare provider to the specialty, hospital, home care, and other transition healthcare facilities (Asiimwe, 2021).

Asiimwe (2021) performed a literature review on manager onboarding best practices and the impact on the turnover intention, knowledge, and confidence to lead the teams in primary healthcare settings. According to this study, primary care onboarding is often inadequate due to competing operational priorities, time constraints, the absence of mentorship, and the cost. The outcome of this study reveals that a stronger connection is present between the structured onboarding practices and enhanced job satisfaction, retention, and performance. The author recommended that it is crucial to have empirical research work to help in the validation of the perfect practices and their effect on the outcomes. Role-specific onboarding for the managers within primary care is an example of such practices (Asiimwe, 2021).

References

Asiimwe, C. (2021). Manager Onboarding to Improve Retention, Knowledge, and Confidence to Lead. https://repository.usfca.edu/cgi/viewcontent.cgi?article=1287&context=dnp

Burnett, M. J. (2018). Strategies to Reduce Employee Turnover in the Durable Goods Industry. Retrieved from https://scholarworks.waldenu.edu/cgi/viewcontent.cgi?article=6961&context=dissertations

Halter, M., Pelone, F., Boiko, O., Beighton, C., Harris, R., Gale, J., ... & Drennan, V. (2017). Interventions to reduce adult nursing turnover: a systematic review of systematic reviews. The open nursing journal, 11, 108. DOI:  10.2174/1874434601711010108

Kurnat-Thoma, E., Ganger, M., Peterson, K., & Channell, L. (2017). Reducing annual hospital and registered nurse staff turnover—A 10-element onboarding program intervention. SAGE Open Nursing, 3, 2377960817697712. https://doi.org/10.1177/2377960817697712