A high rate of burnouts in nursing is a major problem at this time. Burnout means that nurses are getting tired of work labor. Potentially nurses that burn out may cause an accident. The impact of nurse burnout has led to high rates of turnover. Certain causes of this burnout may be nurses working overtime, lack of poor advisors in the profession, and nurses having a high number of patients. A high quantity of nurse turnover can lead to a rise in hospital costs (O’Brien-Pallas, et al.). Nurse turnover is an issue because new hired nurses are leaving their first nursing job. Nurse turnover can be costly and can lead to nurse shortages in the healthcare system.
Nurse turnover is an issue because it causes nurse shortages. The healthcare system …show more content…
Nurse turnover causes a work environment of nurses who do not want to approach one another (O’Brien-Pallas, et al p.170). An example of how this can be harmful is that nurses may not get along with another to the point that the focus on the patient is lost. Many areas within the healthcare system can be affected such as human resources and administrators. Nurse shortages can cause policy manufacturers, supervisors, and nurses to not have human resource planning in the hospital (O’Brien-Pallas, et al 170). The inability to keep nurses or replace them efficiently is a problem related to not having human resource planning. The scarcity of nurses is a consequence of inadequate restoration of the labor force. Not having an adequate amount of nurses can cause a clinical setting in which nurses cannot work efficiently. There are not enough nurses to help with high numbers of patients. Another point to put into consideration is that nurse turnover is highly transpiring …show more content…
A cost breakdown was $42,000 to substitute a medical-surgical nurse and $64,000 to substitute a nurse that has an area of expertise. The unintended fees of nurse turnover are estimated to be important because of the linked outcomes of initially low efficiency of a new nurse and a reduction in employee confidence and output. In one of the studies, the cost of a substitute nurse is estimated at about $15,825, though the cost of efficiency decline fluctuated from $5,235 to $16,102. The restitution of employees may have financial gains such as openings for cost decrease with lower earnings, benefit costs, and vacation pay, this may open opportunities for higher productivity and staff that believes their statuses is suitable for their particular skill level (O’Brien-Pallas, et al 171). The pay should be ranked on the nurse’s skill level, because a nurse may have been a nurse for a long time but has terrible skill. A nurse that has the better skills deserves to be paid an amount that is equal to their skill
Nurse turnover is an issue because it causes nurse shortages. The healthcare system …show more content…
Nurse turnover causes a work environment of nurses who do not want to approach one another (O’Brien-Pallas, et al p.170). An example of how this can be harmful is that nurses may not get along with another to the point that the focus on the patient is lost. Many areas within the healthcare system can be affected such as human resources and administrators. Nurse shortages can cause policy manufacturers, supervisors, and nurses to not have human resource planning in the hospital (O’Brien-Pallas, et al 170). The inability to keep nurses or replace them efficiently is a problem related to not having human resource planning. The scarcity of nurses is a consequence of inadequate restoration of the labor force. Not having an adequate amount of nurses can cause a clinical setting in which nurses cannot work efficiently. There are not enough nurses to help with high numbers of patients. Another point to put into consideration is that nurse turnover is highly transpiring …show more content…
A cost breakdown was $42,000 to substitute a medical-surgical nurse and $64,000 to substitute a nurse that has an area of expertise. The unintended fees of nurse turnover are estimated to be important because of the linked outcomes of initially low efficiency of a new nurse and a reduction in employee confidence and output. In one of the studies, the cost of a substitute nurse is estimated at about $15,825, though the cost of efficiency decline fluctuated from $5,235 to $16,102. The restitution of employees may have financial gains such as openings for cost decrease with lower earnings, benefit costs, and vacation pay, this may open opportunities for higher productivity and staff that believes their statuses is suitable for their particular skill level (O’Brien-Pallas, et al 171). The pay should be ranked on the nurse’s skill level, because a nurse may have been a nurse for a long time but has terrible skill. A nurse that has the better skills deserves to be paid an amount that is equal to their skill