Training paper 1
First and foremost, to improve nurses’ working situation, I would ensure I retain the qualified nurses would be a priority. I would improve their working conditions as we often see nurses being burnt-out while at work, increasing patient mortality rates. The nursing economics 2005 issue reported that insufficient staffing in hospitals causes high-stress levels and low job satisfaction among nurses (Jee,2020); to conquer this, I would make their working conditions more reasonable to keep the nurses motivated. I would take; giving nurses more reasonable working hours to reduce burnout at work, recommending more staff recruitment to the higher management. Creating a safe work environment, creating a workplace that respects the Nursing Bill of Rights recommendations and giving regular breaks/ vacations to rejuvenate will be vital. I would also offer higher training programs to further enhance the nurse’s skills, e.g. the Duquesne University Online Program that empowers and prepares nurses for leadership positions to improve nurse and patient satisfaction. The program also fosters a positive attitude and workplace positivity among nurses and the whole medical team. It is especially critical to treat staff with more care as the workload and pressure increased in most hospitals since Covid 19 pandemic hit the world. (Mohamed,2020).
Consequently, my team and I would recruit additional nurses by coming up with a plan to address the shortage of registered nurses and nurse educators. A UW System Economic Development Incentive Grant was launched by the University of Wisconsin to employ over 3.2 million nurses (Linda et al.,2016). This is an initiative I would emulate. However, my ambition would be small scale as I would focus on the institution where I work. Another strategy I would use is employing more Interns to assist and offload work from the Registered nurse. This would help the RNs to focus on more technical tasks. This strategy would ensure that Interning nurses gain relevant hands-on skillsets to prepare them for permanent hospital recruitment. By doing this, we would ensure we have well-trained personnel who are also conversant with our hospital’s day-to-day operations in specific.
Moving forward, I think the future of nursing in the next 50 years is evolving due to the increasing rate of the technology revolution, challenges that are the new and growing rate of older patients. Diversification has been increasing in the US with a growing number of male nurses. From 2015, a study for counting nurses and checking the power of historical data census showed a 9.5;1 ratio in female and male nurses, respectively. The number of male nurses is, however, growing drastically. Also, there has been more integration of black and white nurses in recent years, with nurses 40 years and below more diverse. Also, I think leadership positions for nurses will keep growing and create more voice for the practitioners. Recently, we’ve seen positions like nurse-midwives and anesthetists that require higher skills being brought about. The increasing level of patient data will create a growing need for informatics and analytics roles in hospitals. Professionals such as clinical informatics specialists, analysts, and nursing informatics will be on the rise, thus creating more job opportunities in the hospitals. These professionals will deal with the electronically stored health data and portals for patients to leverage and analyze and make necessary changes to the existing hospital strategies and clinical procedures (Patricia,2017). Lastly, I think to create a sustainable future for the nursing force is essential. The allies of the nursing industry, e.g. the World Health Organization and various governments, will need to offer more aggressive support. Being on the forefront ensures proper steps, media campaigns, commercials, and recruitment videos and sites to create nursing awareness.
References
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Van Galen, D., Schneider‐Rebozo, L., Havholm, K., & Andrews, K. (2015). Undergraduate research and economic development: A systems approach in Wisconsin. New Directions for Higher Education, 2015(169), 39-49.
Han, J. H., & Roh, Y. S. (2020). Teamwork, psychological safety, and patient safety competency among emergency nurses. International Emergency Nursing, 51, 100892.
Buheji, M., & Buhaid, N. (2020). Nursing Human Factor During COVID-19 Pandemic. International Journal of Nursing, 10(1), 12-24.
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