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The high turnover in nursing homes has an impact in increasing the costs of operating a nursing home. Nursing homes will incur these costs mainly because of engaging in an initiative of recruiting new members of staff, and training them to conform to the culture of the organization. This will have an impact of increasing the administrative costs of the nursing home, leading to an increase in the prices charged for its services (Tilden, Thompson, Gajewski and Bott, 2012).
However, because of a high staff turnover, nursing homes lack an experienced staff. It is these members of staff, who have the capability of offering high quality services. By losing them, nursing homes lack the capability of efficiently taking care of people who are nearing their end of life. Thompson, Gajewski and Bott (2012) argue that “in the nursing sector, the more experienced a member of staff, the better the kind of service that he or she offers” p. 165. Based on this argument, loss of experienced members of staff, will negatively affect the quality of service offered by nursing homes.
In conclusion, high staff turnover in nursing homes has an impact in reducing the quality of services provided, while increasing the costs of providing such services. It is therefore important for the government and nursing homes to find a way of reducing this turnover. One of the best ways of achieving this objective is by training nursing officials, and imparting them the necessary skills that can help in caring for the aged.
This paper is a reflection on the article by Tilden, Thompson, Gajewski and Bott (2012). This paper examines the major points explained by these authors, providing my personal position and view, regarding the issues addressed. This paper argues that it is possible to reduce a high staff turnover through training, and paying good salaries.
Proper training and remuneration is a motivating factor, and it would likely lead to a reduction in the number of
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