Effective care provision to patients (Huber, 2014). In

Effective Approaches in Leadership and Management
Alyssa Edwards
Grand Canyon University
June 25, 2018
The shortage of nurses within the medical field has been and still is a constant problem in today’s healthcare system. Registered Nurses are abandoning the profession while only a small number of students are actually enrolling in school in pursuit of a nursing career. The nursing shortage, which is also linked to a high turnover rate, will likely bring about devastating consequences in regard to care provision to patients (Huber, 2014). In this paper we will discuss the how nurse leaders and nurse managers should handle the ever growing dilemma of nursing shortages and nursing turnovers.
In order for the nursing leaders and managers to create the right approach of solving these nursing shortages, it is critical to identify the issues that contribute to this setback. The leadership management should be knowledgeable enough to weigh out every aspect in the medical setup that contributes to making the nursing field a less desired profession. It should be noted that though a career in the nursing profession can be incredibly rewarding in terms of wages and other benefits, it has its share of cons that so many nurses are trying to escape. The persistent nursing turnover that continues to rise is one of the many factors of nursing shortages, in addition to less than desirable working conditions, a workforce of aging nurses, and the ever-growing career options that are now available for women.
Governments have also contributed to the nursing shortages due to the lack of inadequate funding for nursing education. This has created the issue of long waitlist that ends up turning away applicants. In 2004 there was an enrollment increase into BSN programs at a rate of 14.1%. In order in keep of with the demands of meeting nursing needs, there needed to be a 40% increase in enrollment. The growth rate of Registered Nurses is at the lowest is has been in 20 years (Siela, Twibell, ; Keller, 2009). These are just a few reasons that are contributing to nursing shortages and nursing managers and leaders should be aware so that they can institute definite solutions for the problem.
After studying the many influences that are contributing to nursing shortages and increase turnover rates, nursing leaders and managers should look for the most appropriate approaches that would bring an end the problem. The older nurses are choosing to pursue more comfortable and relaxed jobs in the field while others are retiring. Nurses are fleeing the field because of burnout and a general dissatisfaction of the profession. This is making a double impact on the healthcare system and we will see its impact in the very near future. In todays society there exists greater burdens in the healthcare system, which is already drained as patients continue to expect greater care and answers from the medical professionals. Additionally, many nurses approaching the age of retirement fail to meet the educational requirements fit to serve as educators in nursing schools.

To cope with the growing shortages, particularly those associated with age, the management team ought to provide monetary since a third of every nurses in the United States is close to age fifty. This should also include the provision of support within the working environment for such nurses. In Force (2005), it says that managers can also offer coverage and bonuses for those who want to relocate to other areas that have severe shortages.
To combat the issues on nursing turnovers, nurse managers have a deliberate position and vital role in promoting nursing staff in the healthcare system. From the aspects mentioned above that encourage nurse turnover, nurse managers can employ diverse methods that promote retention. Developing effective communication pathways that allow for feedback is a way for employees to feel like their voice is being heard. Additionally manager can foster a reward and recognition system that will build the appreciation of the nurses. Management can also implement a system that allows for career growth and lead opportunities to encourage career development. It’s also a manager’s responsibility to develop an organizational structure that will foster respect at every level of operation and to ensure teamwork among nursing staff. Finally, nurse leaders and managers are also obligated to cultivate motivational systems for the staff that may be monetary or non-monetary.

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Nurse leaders and managers are often required to be visionary and continually have a strategy for all present and future actions. They are required to communicate these plans to their employees and act accordingly on the plans that they laid out. They are expected to have excellent interpersonal and problem solving skills. The manager should develop a encouraging working atmosphere and ensure effectiveness, efficiency, and safety in practice. All of these things help to promote both nurse and patient satisfaction (Marquis ; Huston, 2011).

Managers should fashion certain activities that will ensure the amount of nursing staff is sufficient and the preservation of this staff. These activities should include the constant availability of a resource pool and adequate nurse staffing (Marquis ; Huston, 2011). Leaders are required to mentor, orient, collaborate, and cultivate the nursing staff, which according to Buchan ; Aiken (2008) is the primary distinction between nurse managers and nurse leaders. Managers are more concerned with control, organization, and planning, while the leaders tend to focus more on motivation, communication, empowerment, and inspiration of nursing staff to influence the necessary healthcare changes that are essential to meeting the increasing demand for nurses (Buchan ; Aiken, 2008).
This is transformational leader approach that focuses on the organization’s performance. This method promotes minimal organizational operations disruptions and best suits my personal style of leadership. I will execute this by letting nurses collaborate together and allow innovation in order to allow career development. In addition, I will delegate work and let each nurse complete his or her own tasks with minimal interference. I will communicate the vision of the organization and nursing department and what is necessary to achieve this in order to promote commitment and a sense of ownership. I will keep channels of communication open and continually develop recognition and rewarding system for those nurses who complete responsibilities satisfactorily. I will encourage each nurse to have a leadership role so that they will be able to to develop their leadership skills.
Buchan, J., & Aiken, L. (2008). Solving Nursing Shortages: A Common Priority. Journal of Clinical Nursing, 17 (24), 3262–3268.

Force, M. V. (2005). Relationship between Effective Nurse Managers and Nursing Retention. Journal of Nursing Administration, 35 (7-8), 336-341.Huber, D. (2014). Leadership & Nursing Care Management (5th ed.). St. Louis, MO: Elsevier.


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