How to Fix the Nursing Shortage - Essay Example

In the United States, the shortage of RNs, coupled with an aging workforce, has become very alarming to the medical industry as the demand for the service has been increasing. This shortage has become a phenomenon, which is observed on a periodic basis, starting in the late 1950s, early 1970s, and late 1980s and has reemerged in this decade (Berliner & Ginzberg, 2002). According to the report of American Hospital Association in 2007 (Nursing School Degrees, 2009), hospitals need approximately 116,000 RNs to fill vacancies across states which is equivalent to 8.

1 percent job vacancies. From an economic perspective, the demand for this service is unmet by the number of nursing professionals required which is also projected to worsen in the next decade as more nurses retire (Nevidjon & Erickson, 2006). If the issue is not resolved, nursing services demand will exceed supply by 30 percent in 2020. Based on Berliner & Ginzberg (2002), the growing concern in the nursing shortage can be attributed to three general factors namely, (1) a decline in the number of new nurses entering the workforce; (2) the challenge of attracting new professional nurses to stay in the hospital; and (3) early retirement.

Moreover, there are other vital factors to be considered that also affect the the declining nursing workforce such as (1) an aging population vis-a-vis nursing workforce; (2) a mismatch on diversity; (3) more options for women; (4) the generation gap; (5) work environment; (6) consumer activism; and (7) a ballooning health care system (Kimball & O'Neil, 2002). The impact of these factors could be greatly felt after the year 2010, the phase when the baby boomers are already enjoying their retirements.

There are three causes affecting the level of nursing workforce. First is the need for a college degree limiting the number of potential applicants. Secondly, the various career options for women. And last but not the least, the nurses’ job dissatisfaction. Based on research, nurses who are satisfied are more likely to be productive, perform better, and stay at the hospital for longer periods (Raingruber & Ritter, 2003). Many strategies have been put in place to address this concern. According to Goodin (2003), 75 percent of the nurses surveyed in 2001 stated that in terms of the working environment, there was a decrease in quality of nursing care over the past two years because of increased patient load and pressure and limited time for direct patient care, which led to a decrease in job satisfaction.

In terms of the issue in retirement of nurses in their mid and later 50s, nurses view this as disadvantagious to young RNs as they need more training and valuable skills from experienced workers. In an ER setting, part of the reasons why RNs would like to retire at this age are the physical constraints they experience as they function in everyday strenuous physical activities, high volume of ER admissions in a fast-paced urban setting without any help or assistance (Raingruber & Ritter, 2003).

Moreover, the financial concerns seem to not affect the shortage of nurses. Increases in wages and benefit packages that vary across states apparently do not create an impact in the retention of nurses and the administrators should be made aware of this (Berliner & Ginzberg, 2002). Nurses, in some states, have been rewarded for their service