C R see attachment Week 8 respond to a student

Make a follow-up of a student's weekly discussion and respond with your opinion regarding to her post

------You don't have to post this in APA format necessarily, it's just giving feedback to the student with a paragraph, it doesn't have to be a lot of text----

Cecily Buckley

Professor and Class,

The future of nursing is a scary reality, and we see that there are so many of us that are getting close or are close to retirement. As the baby boomers age, so does the nursing staff that falls into that generation. To retain nurses, nurse managers need to do many things. As Tang & Hudson (2019) reported, there are many things that nurse managers can do to retain nurses. They begin with simple principles such as job satisfaction and nurse involvement. Nurse managers have a duty to their staff first and foremost, empowering them to be actively involved in their practice can enhance the retention of current staff.  Nurses need to have increased independence to practice as they need to. They need to be encouraged to participate in staff meetings, quality care meetings, scheduling, and ultimately, they have to feel appreciated (Tang & Hudson, 2019). I think that as a nurse manager listening to staff, empathizing with staff, empowering staff to speak up regarding safety concerns, and being present on the floor or unit with the staff shows active concern for them.

Recruitment of additional nurses sometimes comes down to the overall perception of the recruiting facility. I have found that perception is everything because I live in a small area with six nursing homes. The facility I am in currently is old, it needs a full remodel; therefore, nurses coming in for interviews see this and are immediately turned off. How will the facility treat its staff if it does not concern itself with making the environment welcoming? Finding nurses to work in nursing homes, especially RNs, is hard. It is hard work, tiring, and not a good use for the skills we learned in school, to recruit new nurses we need to improve working conditions, embrace the need for skilled services outside of the hospital setting, decrease nurse-patient ratios and reward nurses for their service. Overall, I think nurse managers need to explain their expectations to new recruits, they need to have transparency in regard to the kind of work they will be doing, and they need tailored orientation practices to give them a sense of inclusion within the facility. Often, we see new nurses get one to two weeks of orientation in a nursing home, usually with one nurse. By having them shadow other nurses they can see how each one practices, time manages, approaches residents and documents a little differently. Hospital systems using nurse residency programs is another way to recruit and retain nurses. Nurse mentor programs and preceptors for new nurses, regardless of experience, can also help retain nursing staff.

In 50 years, I believe nurses will have more responsibility and autonomy in their practice, primary care physicians are going to only be able to assess and diagnose patients. Their overall day-to-day care of them will fall more on the nurse at the bedside, treating off of data obtained, medication management, and treatment plans will fall more on the nurse. Because we will have more BSN-prepared nurses at the bedside, nurse practice acts will be changing. I think nurses will be able to actively participate in decisions affecting their practice more and will be expected to contribute to the overall daily function and development of programs that enhance patient care and safety, improve outcomes, and give them more autonomy.

Tang, J. H.-C., & Hudson, P. (2019). Evidence-based practice guideline: Nurse retention for Nurse Managers.  Journal     of Gerontological Nursing,  45(11), 11–19. https://doi.org/10.3928/00989134-20191011-03