Abstract

By: Erick Sioco Inserto

Nursing Crisis: Retention Strategies for Hospital Administrators

Christopher C.A. Chan, Ken McBey, Mark Basset, Michael O Donnell & Richard Winter McBey,

Abstract High nursing turnover and shortages are symptomatic of the problems faced by many hospitals around the world. While the recruitment of agency and foreign nurses may provide temporary relief to staffing issues, hospital administrators are faced with the perennial problem of losing highly trained nurses with many years of experience. This paper discusses a number of retention strategies for hospital administrators to consider. It is argued that hospital administrators must pay attention to the employment status of nurses, the psychological contract and the immediate environment in which they work, if they are to effectively motivate and retain nurses.

Conclusion
As many hospitals around the world continue to face nursing shortages, the pressure to attract and retain competent nurses is paramount. The nursing shortage crisis is the result of a combination of factors, such as dissatisfaction with current workloads, mandatory shift work, limited career opportunities, perceptions that nurses lack status, tensions in their relationship with other health care professionals, and declining levels of remuneration and job autonomy. While the migration of certain nurses cannot be avoided (e.g., due to poor individual-organisation fit, and retirement), hospital administrators have become increasingly focused on retaining competent nurses in order to maintain quality patient care

Reaction: Reaction:
What causes the shortage of nurses? One can only asks..despite the oversupply of nurses still the government considers a shortage? The rapid turnover of nurses and the drain of nursing personnel pose this problem. Hospital administrators must provide better compensation for nurses who opted to stay in the country and serve the Filipinos. It is very difficult to compete with the salaries offered abroad but if the nurses are contented with their work environment in the Philippines the choice of leaving would somehow be difficult. Nursing and hospital administrators face the problem of exodus led to rapid turnover of nurses and caused very grave difficulty in staff management and training. As a result more errors are committed and the quality of care is not ensured. Irony besets itself. In the future, it is quite considered ambitious to hope that a Filipino doctor stays to tend to an native assisted by his partner the nurse, despite their humble wages, the opted to stay.

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