BENCHMARK – CAPSTONE PROJECT CHANGE PROPOSAL:NRS-490 Grand Canyon University

BENCHMARK – CAPSTONE PROJECT CHANGE PROPOSAL Porsha Collins NRS-490 Grand Canyon University September 16, 2018 Background Nurse shortage has been a on going problem within the health care field and has become a gia ...

BENCHMARK – CAPSTONE PROJECT CHANGE PROPOSAL Porsha Collins NRS-490 Grand Canyon University September 16, 2018 Background Nurse shortage has been a on going problem within the health care field and has become a giant to many organizations. Studies have shown that there is more nurse leaving a place of employment faster than hiring nurses in. There are many factors that play into the nurse shortage, such as the aging population of nurses, not enough entry-level nursing schools, nurse turnover, etc (RWJF, 2018). With that said, this paper will talk about nurse turnover rates within organizations, and interventions to implement an outcome that will decrease the nurse turnover rates. Problem Statement The nursing home the author’s practice at find high nurse turnover rates to be a huge concern, because turnovers cost an organization a lot to recruit and train new nurses. One reason for nurse turnover in organizations is nurses are finding their job to be less satisfying as the days continue to pass, and poor work environment continues to incline (Dotson, 2013). Many nurses reported that their workloads were heavy, and their work environment lacked friendliness and warmth. Among many nurses, teamwork was a highly talked about topic, because these nurses have stated teamwork did not exist on the unit they worked on; nursing task and roles were not clearly identified that made their ability to deliver quality care not easy (Omar, 2013). Nurses also reported that the reason for their intentions to leave their previous place of employment was strictly due to poor quality management. Good leadership and management come from management showing respect, honesty, and recognition to staff. Nurses have made known that they did not have the support on the floor from management with supplying them with the resources needed, to perform their duty, moreover, management did not support nursing autonomy (Dotson, 2013). When nurses leave a place of employment faster than the organization can bring in nurses it resulted in nurse shortage and inadequate staffing. Overworked nurses felt more stressed and burnout that their job performance had become impacted, and delivering quality care was hard to accomplish (Adam, 2016). Literature have shown that high mortality rate and high failure to rescue rates has a direct relationship to inadequate staffing, and nurses have become increasingly stressed and fatigued to where they were not able to perform at or beyond the extent of nursing practice (Cox, 2015). Purpose of the Change Proposal The main intention of a change proposal is to formally propose a change that can improve the scope of work or service. According to Parker, by 2022, 100,000 registered nursing jobs will become available per year as 500,000 seasoned nurses will retire, hence, making the nurse shortage critically high. Nursing turnover rates have been critically rising adding to the statistics of nurse shortage (Parker, 2014). The author’s practicum site have not found the true solution to retaining their nurses and are forced to constantly recruit, and offer sign-on bonuses. However, recruiting and retraining nurses have cost the organization millions of dollars and have not guaranteed that these nurses will stay (Parker, 2014).