Student #2Reply with at least 500 words. Each thread must also i.docx
- 1. Student #2 Reply with at least 500 words. Each thread must also include a biblical integration and at least 2 peer-reviewed source citations in current APA format. In 2000, there were 7 million Americans that worked in health care (Thompson, 2018). In 2017, the rate of Americans working in health care almost doubled. (Thompson, 2018). Even in North Carolina, health care is 9.8% of the overall workforce (Kaiser Family Foundation, 2018). The increase of the health care work force can be attributed to the unstoppable growth in medical spending, and for the first time in history it has passed manufacturing and retail which was the most prominent source of employment in the 20th century (Thompson, 2018). Though there has been an increase in health care employment there is still a shortage of physicians and nurses. There are several contributing factors to the nursing shortage in the United States, such as education and the aging baby boomer population. In America, experienced nurses are retiring at a rapid clip, and there aren't enough new nursing graduates to replenish the workforce. (Kavilanz, 2018). Nursing schools are experiencing an increase in applicants but these school do not have the capacity to increase their hiring rate. Robert Rosseter from the American Association of Colleges for Nursing says that this situation is catch 22 because there is a desperate need for nurses, but schools cannot fulfill this demand (Kavilanz, 2018). There are currently about three million nurses in the United States. The country will need to produce more than one million new registered nurses by 2022 to fulfill its health care needs" (Kavilanz, 2018). The need for more registered nurses grows but in 2017 over 56,000 qualified applicants were turned away from nursing school (Kavilanz, 2018). The aging baby boomer population is another reason why the United States will need over one million nurses by 2022.
- 2. According to the American Medical Student Association, the population of individuals over the age of 65 will increase by 73 percent between 2010 and 2030, meaning one in five Americans will be senior citizens. (Carrington College, 2014). The Alliance for Aging research has estimated that by 2030 over 33,000 geriatricians will be needed to accommodate for the growth of the elderly population. Not only will this senior citizen population need geriatricians they will also need nurses to help provide clinical care. As a human resource manager in health care anticipating future need by using job analysis would be a great place to start when dealing with staffing shortages. It is important for human resource managers to research the cause of nursing shortages, so they are better equipped to prevent scarcity within their facility. The use of computerized human resources information systems will be helpful in recording these issues so that a clear and concise plan of action can be created (Pynes & Lombardi, 2011). Research suggests that experienced nurses are retiring at a rapid rate and less students are being accepted into nursing school, human resource managers can create benefit packages that can be offered to nurses who are willing to work past their retirement date. Ensuring that there will not be a swift retirement among the nursing staff will allow more time to hiring and train new nurses. Since most of the baby boomer’s population have reached senior citizen age, clinical care will have to be re-evaluated to handle the increase in elderly patients." To meet the long-term care needs of Baby Boomers, social and public policy changes must begin soon" (Knickman, 2002). Human resource managers need to ensure that their nursing staff has the resources to handle and increase in the elderly population. The nursing shortage can be attributed to education and the aging Baby Boomer population. A human resource managers goal should be to educate, plan and execute policies that prevent their organization from dealing with nursing shortages. Though most human resource managers do not have any control over the
- 3. acceptance rates of nursing schools, they can figure out ways to ensure that employees will stay with the organization. For example, creating incentives to nurses who are close to retirement. Handling a nurse shortage is never an easy task, Hebrews 10:36 reminds us "You need to preserve so that when you have done the will of God, you will receive what he has promised" References Carrington College. (2014). How Baby Boomers will affect the Health Care Industry in the U.S. Retrieved from Carrington College. Kaiser Family Foundation. (2018). Health Care Employment as a Percent of Total Employment. Retrieved from Kaiser Family Foundation. Kavilanz, P. (2018). Nursing Schools are Rejecting thousands applicats--in the middle of a nursing shortage. Retrieved from CNN. Knickman, J. (2002). The 2030 Problem: Caring for Aging Baby Boomers. Retrieved from U.S National Institue of Medicine: https://www.ncbi.nlm.nih.gov/pmc/articles/PMC1464018/ Pynes, J. E., & Lombardi, D. N. (2011). Human resources management for health care Organizations: A Strategic approach (1st ed.). San Francisco, CA: Jossey-Bass Thompson, D. (2018). Health Care Just Became the U.S's Largest Employer. Retrieved from The Atlantic: https://www.theatlantic.com/business/archive/2018/01/health- care-america-jobs/550079/ Student #1 Reply with at least 500 words. Each thread must also include a biblical integration and at least 2 peer-reviewed source citations in current APA format. The health care industry comprises a significant portion of the overall workforce in the United States, including an estimated 800 thousand physicians and over two points seven
- 4. million nurses, both part of a twenty-one million employee sector (Moses et al., 2013). Despite these large numbers of employed caregivers however, the United States has continued to see a shortage in the number of caregivers working in health care. Nurses specifically have experienced a major shortage, fueled by a combination of factors that contribute to too few nurses being trained each year to make up for nurses leaving the profession and increased need due to an aging population (Fox & Abrahamson, 2009). To address the nursing shortage, human resource professionals will need to ensure policies support the retention of nurses, but also assist in recruiting new caregivers to the field and create strategies for replacing experienced leaders as they change roles or retire (Pynes & Lombardi, 2011). “The plans of the diligent lead surely to abundance, but everyone who is hasty comes only to poverty” (Proverbs 21:5, ESV). Nursing Shortage The overall shortage of nursing manpower has long affected the healthcare sector, despite short bursts of adequate nurse availability, so much that even sixty years ago contemporary writers were discussing the complex issue of the nursing shortage (Fox & Abrahamson, 2009). Much has changed in nursing over the last sixty years, but a consistent, ample supply of nurses has not been one of them. The nursing shortage affects not only organizations by making it harder for human resources personnel to attract and retain qualified staff, but it can also have a detrimental impact on patient outcomes (Twigg, Duffield, Thompson, & Rapley, 2010). The impacts of nursing shortage can also be amplified by an increasing demand for nurses without adequate framework to train and prepare the increased need. Faculty at nursing schools, critical to train the larger number of nurses needed to address the shortage, are also in a state of shortage compared to demand (Allen 2008). Oftentimes, qualified advanced degree nurses can make more money in clinical care settings compared to academia, and many academic faculty are nearing retirement age without a large
- 5. influx of new educators to replace them in the cycle (Allen 2008). If the system is not built to accommodate and train enough new nurses, it will make the nursing shortage harder to accommodate. Element of Shortage Nursing involves many different parts, but at the core is providing care upon which people’s health and well-being is at stake. Because of this important implication, people depend on nurses, and nursing can at times be stressful and consuming. When nurse perceptions of the workplace are viewed as dissatisfying or stressful due to staffing by their employers, they are more likely to suffer from burnout and leave nursing much sooner than they otherwise would have (Toh, Ang, & Devi, 2012). Young educated nurses are vital to addressing the nursing shortage, and losing nurses from the workplace sooner than those retiring complicates the efforts to address the shortage and rather widens the gap from adequate levels. Nurses need to feel support in the struggle for adequate staffing from their leaders and organization, just as the lord: Come to me, all who labor and are heavy laden, and I will give you rest. Take my yoke upon you, and learn from me, for I am gentle and lowly in heart, and you will find rest for your souls. (Matthew 11:28-30, ESV) Addressing the Shortage Human resources policies and organization vision towards human capital will play a large role in the competition between healthcare organizations that compete for the nurses available during the shortage. One of the ways organizations can provide total compensation that benefits their employees is to offer continued educational opportunities for nurses to obtain advanced degrees in nursing (Clark & Allison-Jones, 2011). Doing so not only provides a benefit for the nurse directly, but also prepares them for a greater role in the organization and can help grow a career that has a role in developing the organizational vision. Health care organizations can help provide this benefit during a period of nursing school capacities
- 6. by affiliating themselves with nursing schools that enable them to provide class structures that fit working nurse’s schedules, cost savings, and enrollment opportunities (Clark & Allison- Jones, 2011). “For the protection of wisdom is like the protection of money, and the advantage of knowledge is that wisdom preserves the life of him who has it” (Ecclesiastes 7:12, ESV). Word Count: 749 References Allen, L. (2008). The nursing shortage continues as faculty shortage grows. Nursing Economics, 26(1), 35. Clark, R. C., & Allison-Jones, L. (2011). Investing in human capital: An academic-service partnership to address the nursing shortage. Nursing Education Perspectives, 32(1), 18-21. Fox, R. L., & Abrahamson, K. (2009). A critical examination of the U.S. nursing shortage: Contributing factors, public policy implications. Nursing Forum, 44(4), 235-44. Moses, H., Matheson, D. H., Dorsey, E. R., George, B. P., Sadoff, D., & Yoshimura, S. (2013). The anatomy of health care in the United States. Jama, 310(18), 1947-1964. Pynes, J. E., & Lombardi, D. N. (2011). Human resources management for health care organizations: A strategic approach. San Francisco, CA: Jossey-Bass. ISBN: 9780470873557. Toh, S. G., Ang, E., & Devi, M. K. (2012). Systematic review on the relationship between the nursing shortage and job satisfaction, stress and burnout levels among nurses in oncology/haematology settings. International Journal of Evidence‐based Healthcare, 10(2), 126-141. Twigg, D., Duffield, C., Thompson, P. L., & Rapley, P. (2010). The impact of nurses on patient morbidity and mortality–the need for a policy change in response to the nursing shortage. Australian Health Review, 34(3), 312-316.