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Retention Of Nurses Essay

1197 words - 5 pages

Presentation Title: Maximizing Recruitment and Retention at the Unit Level As we enter the 21st century we are again looking at a nursing shortage. As staff nurses and leaders in pediatric hematology/oncology, this must be an immediate and ongoing concern. As the demand for more intensive and technologically advanced medical care is demanded for children, we will need even more nurses, but we have less nurses entering the work force. Even when we have adequate numbers of nurses entering the workforce we still have challenges recruiting nurses who want to work in our specialized areas. With this upcoming shortage of nurses we must find ways to retain our current staff and recruit the best new graduate nurse.As we enter a new nursing shortage, most facilities continued to retain the view that if a nurse left, he or she could be easily replaced without much cost involved. As we are again looking at a staffing shortage, many organizations are looking at the actual cost involved with replacing an RN. When looking back at the trends of the past 15 years, of hiring, training, losing RN to other institution, rehiring new nurses, and training again, many hidden costs are not being captured as part of the actual turn over costs. The direct cost for recruitment, hiring and training a new graduate RN is approximately $12,000, but when the hidden cost of overtime to cover the position and actual lost productivity is included, the actual cost is closer to $50,000.Most Health Care Orgainzations focuses on the hygiene factors identified by Frederick Herzberg1. Focusing on the items that would prevent job dissatisfaction but not actually create job satisfaction. Our focus remains on competitive salaries and fringe benefits. We even promote our great working conditions and job security, but these are still hygiene factors according to Herzberg. Very little emphasis is placed on motivators identified by Herzberg, such as recognition for accomplishments, increased responsibility and opportunities for growth.Mentoring has been a buzzword in management circles for the past several years but many hospitals are now looking at mentoring programs for nurses as a retention tool. Walsh and Clements 2 found that mentoring programs that helped shape "a positive enforcement for nurses to nurture career development, satisfaction, and leadership, therefore increasing job satisfaction and nurse retention."2 This sounds very good in theory, but is challenging to implement. Who do we select to mentor, how do we train them to assist the new nurses to grow and mature, but yet stay with our institution.In 1996 Leveck and Jones3 found that the factor that most influenced nurse retention and turnover was management style. Their results substantiated the belief that aspects of the practice environment affect staff nurse retention and in turn impacted the quality of care delivered by the nursing units. I truly belief that front line managers and experienced staff are the source of the...

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