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Nursing Turnover and its Intervention
Nursing Turnover and its Intervention
Nurse turnover is a major issue in nursing practice that negatively affects the delivery of care to patients. Notably, nurse turnover is caused by many factors, including issues with the welfare of nurses and poor leadership. It is vital to acknowledge that patients’ outcomes are greatly dependent on the availability of nurses to provide timely and quality care to patients. Most health organizations face the problem of nurse turnover, which minimizes their ability to avail the best care to patients as nurses are overworked and thus less productive. The best intervention for nurse turnover is the improvement of the welfare of nurses so that they feel motivated to stay in a particular health organization.
Summary of Articles
Interventions to Reduce Adult Nursing Turnover: A Systematic Review of Systematic Reviews
A critical examination of the article indicates that certain best practices have to be adopted to reduce nurse turnover. One of the best practices is effective leadership, which ensures that suitable policies are implemented in health organizations to reduce nurse turnover. Effective leaders have the ability to create a conducive working environment for nurses, which their welfare and motivates them to stay in their workplace. Additionally, effective leadership would promote the training of nurses, which aims at improving their levels of expertise. Training programs have significantly improved nurse retention in health organizations (Halter et al., 2017). The other best practice to curb the issue of nurse turnover is the promotion of diversity at the workplace.
The proposed intervention of nurse turnover is the improvement of the welfare of nurses at their workplaces. It is vital to acknowledge that improvement of the welfare of nurses as an intervention entails numerous activities. One of the activities is better remuneration of nurses. Health organizations should have better reimbursement systems, which ensures that nurses are well paid for their diligent work, including giving rewards to nurses who exhibit excellent performance, which is a source of motivation (Halter et al., 2017). Additionally, improved welfare involves providing training programs and education programs, which ensures that nurses develop their skills and knowledge. The other component of improved welfare of nurses involves empowerment, which ensures that nurses participate in decision-making processes in the organization.
The intervention will improve nurse retention in numerous ways. First, the improvement of the welfare of nurses ensures that there are well reimbursed for their services. It is vital to acknowledge that most nurses are motivated by the monetary rewards, and thus they tend to stay in health organizations that offer better salaries. Notably, better remuneration helps in improving nurse retention, which is vital for increased productivity. Additionally, empowerment of nurses through various programs and inclusion in the decision-making process is vital in nurse retention. Nurses tend to stay in health organizations that offer training programs and further education initiatives to improve their levels of expertise (Halter et al., 2017). Remarkably, the improvement of the welfare of nurses is greatly dependent on the type of leadership. Health organizations that have transformative leadership have high nurse retention rates as this type of leadership aims to improve the working conditions for nurses, which guarantees retention.
An intervention to decrease burnout and increase retention of early-career nurses: a mixed methods study of acceptability and feasibility
The article presents specific best practices to improving the welfare of nurses to increase retention rates. First, the article talks about therapy for nurses, which is essential for discussing numerous issues that affect them at the workplace (Brook et al., 2021). The therapy sessions educate nurses on how to manage stress at the workplace. It is vital to acknowledge that nurses are often stressed, especially as nursing practice presents them with difficult nursing dilemmas to handle. The other best practice is social capital, which ensures that nurses share a sense of identity and understanding vital for their motivation at the workplace.
A critical examination of the article indicates that the intervention which is conveyed is improved welfare of nurses. Notably, in the article, specific methods have been discussed to help improve nurses’ welfare. One of the methods is therapy, which aims to improve nurses’ ability to cope with stress at the workplace (Brook et al., 2021). The management of health organizations should organize therapy sessions for their nurses as a way of helping them deal with stress. It is vital to acknowledge that stress is detrimental to the productivity of nurses and their welfare. With therapy programs, nurses relieve stress as they share their issues with a professional who provides suitable solutions. Additionally, social capital helps in improving the welfare of nurses. Notably, social capital aims at improving teamwork among nurses, which is a source of motivation at work.
The intervention discussed in the article will help solve the problem in numerous ways. First, therapy sessions for nurses is one of the empowerment programs Remarkably, therapy is vital in helping nurses cope with stress at the workplace. Stress is one of the causes of nurse turnover. Thus, providing therapy sessions for nurses helps in dealing stress. Thus, health organizations that offer such an initiative are likely to retain nurses (Brook et al., 2021). Additionally, through effective leadership, social capital can be achieved, which is essential in nurses’ retention. Notably, social capital guarantees teamwork and the formation of professional relationships, which creates a shared sense of identity. It is vital to acknowledge that when nurses work as a team and develop strong relationships, their chances of splitting are minimal and improve nurse retention rates.
Reducing Annual Hospital and Registered Nurse Staff Turnover—A 10-Element Onboarding Program Intervention
The article talks about a myriad of best practices related to the intervention. One of the best practices is an open-door policy, enabling nurses to interact with their managers. Notably, an open door policy ensures that nurses can share their ideas with them to create a conducive environment. Empowerment of nurses through creating time to listen and discuss their ideas by management is essential for nurse retention. Additionally, the use of interviews is vital in improving the welfare of nurses (Kurnat-Thoma et al., 2017). Managers should conduct stay interviews with new nurses to help them gather information about their perspectives of the working environment. With such information, managers of the health organization can implement some of the suggestions to help improve the welfare of nurses.
An examination of the article indicates that the evident intervention is improving the welfare of nurses. Notably, the article presents certain methods to achieve the intervention. One of the methods is an open door policy, which is a source of empowerment for nurses. Health organizations should create an environment where nurses can interact with managers and share their opinions about some of the issues affecting them (Kurnat-Thoma et al., 2017). Engaging nurses in decision-making processes of issues that affect them is a source of motivation. Additionally, the other method is conducting stay interviews for newly recruited nurses to determine their perspectives about the working environment. Gathering such information is vital for making changes aimed at improving the welfare of nurses.
The intervention discussed in the article can resolve nurse turnover in numerous ways. One of the ways is that helps empower nurses, especially through the open door policy. Notably, employees are often empowered when they are engaged in the health organization they work for. Empowered nurses are less likely to look for new avenues to work as their concerns are heard and acted upon. Most nurses are motivated to continue working for health facilities that value them hence improved retention rate (Kurnat-Thoma et al., 2017). Additionally, stay interviews for new nurses are essential as they help determine the expectations of the new nurses as they work for the health organization. Meeting such expectations increases the chances of the new nurses continuing to work for the health organizations as they are valued and respected.
Brook, J., Aitken, L. M., MacLaren, J. A., & Salmon, D. (2021). An intervention to decrease burnout and increase retention of early career nurses: a mixed methods study of acceptability and feasibility. BMC Nursing, 20(1). https://doi.org/10.1186/s12912-020-00524-9
Halter, M., Pelone, F., Boiko, O., Beighton, C., Harris, R., Gale, J., Gourlay, S., & Drennan, V. (2017). Interventions to Reduce Adult Nursing Turnover: A Systematic Review of Systematic Reviews. The open nursing journal, 11, 108–123. https://doi.org/10.2174/1874434601711010108
Kurnat-Thoma, E., Ganger, M., Peterson, K., & Channell, L. (2017). Reducing Annual Hospital and Registered Nurse Staff Turnover—A 10-Element Onboarding Program Intervention. SAGE Open Nursing, 3, 237796081769771. https://doi.org/10.1177/2377960817697712
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