Nurse Retention

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RETENTION RESEARCH PAPER

Nurse Retention

Herbert Albert
Health Sciences Center
School of Nursing
07/28/08

Contents

Introduction

Literature review

Plan of action

Discussion

Conclusion

Introduction

The priority goal of every hospital leadership team is to develop and retain a stable workforce that provides high quality patient care (Missouri Hospital Association [MHA], 2005). Nurse retention and recruitment are the top issues that all health organizations are facing in nowadays. They most effectively develop strategies not only to recruit nurses, but to retain experienced and knowledgeable bedside nurses who will deliver an excellent care. Practical retention plans and strategies are crucial to the financial and quality outcomes of an organization (Golden, 2008) Factors that are contributing and affecting nurse retention and consequently causing workforce disruption are related to high turnover, aging workforce, and job dissatisfaction.

Literature Review Turnover is costly to an organization, creating significant financial burdens and affecting morale and clinical quality (Golden, 2008). Although the full impact of staff nurse turnover on hospital costs has not been assessed, costs associated with recruitment and hiring, personnel processing and training of new nurses are known to significantly increase as result of high turnover (Weisman, Alexander&Chase, 1981). There are several factors that contribute to hospitals currently high turnover. Unrealistic workload, noncompetitive pay, inadequate staffing and inflexible scheduling were the most cited reasons for leaving the job (Lyons, Kevin, Lapin, Jennifer&Young, 2003). A small rate of turnover is welcomed. It gives new ideas and changes, which keeps organizations from stagnation The effectiveness of any health…...

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