Nursing managers today find themselves amidst a plethora of complex issues. There is the issue of what makes a good nurse manager? Another issue is the governments regulatory bureaucracy with new and improved good ideas that increase problems without really fixing many issues. Retaining an experienced nurse is an issue of importance. Finally, properly staffing the unit in order to provide the right healthcare staff for the right patient population.
To begin one must answer the question of what makes for a good nurse manager? In order to find a good object definition an organization was developed. The American Organization of Nurse Executives (AONE) described five levels of competency for nurse managers. Nurse managers must possess the ability …show more content…
In the past, to supplement the shortages of nurses, nurses from foreign countries have been brought into the U.S. in order to fill the gaps in care givers. This has been termed nurse migration and has been steadily increasing since the 1990s. The Affordable Care Act (ACA) has impacted healthcare in the U.S. along with the increasing needs of a growing elder population. Government mandates on billing, time allowed in hospital for which conditions, and the types of services covered the ACA has placed a strain on a system that was already at its limits. The domestic nurse population is overwrought in attempting to sustain the needs and government mandated requirements. Foreign trained nurses are therefore still being recruited in order to meet these demands. Congress has estimated that 17.6 percent of the national economy spending will be towards healthcare in the U.S. According to the Bureau of Labor and Statistics, the US unemployment rate is at 5.0 percent as of October 2015 (United States Department of Labor, 2015). Filling these nursing positions domestically should be a priority. Recruitment and retention are a couple of ways in which to reach that …show more content…
They have also directed that a new six step process be followed. First, a unit-based expert panel “determines present nursing hours per patient day (NHPPD) delivered through the current staffing plan.” Second, unit work load is determined. Third, nurse managers work with their expert panel to ascertain whether staffing levels are meeting the NHPPD. Fourth, the number of full time employees needed per shift is determined. Fifth, full time employees are broken down by skill level and nurse managers determined calculation of each shift needs. Sixth, the facility team is given the narrative of needed staff members with calculations and skill levels. Then the nurse executive makes the final staffing determination and reports those numbers to the nurse manager.
In conclusion, nurse managers today are facing many business obstacles. To combat these obstacles, the AONE has recommended qualities for good nurse managers. Finding ways in which to fill nursing staff shortages in a shrinking profession is one large obstacle nurse managers face. The art of retaining experienced nurses by fulfilling those nurses needs has been found crucial. Finally, appropriate staffing levels must be maintained and formulas for the ever changing healthcare environment are in constant need of
To begin one must answer the question of what makes for a good nurse manager? In order to find a good object definition an organization was developed. The American Organization of Nurse Executives (AONE) described five levels of competency for nurse managers. Nurse managers must possess the ability …show more content…
In the past, to supplement the shortages of nurses, nurses from foreign countries have been brought into the U.S. in order to fill the gaps in care givers. This has been termed nurse migration and has been steadily increasing since the 1990s. The Affordable Care Act (ACA) has impacted healthcare in the U.S. along with the increasing needs of a growing elder population. Government mandates on billing, time allowed in hospital for which conditions, and the types of services covered the ACA has placed a strain on a system that was already at its limits. The domestic nurse population is overwrought in attempting to sustain the needs and government mandated requirements. Foreign trained nurses are therefore still being recruited in order to meet these demands. Congress has estimated that 17.6 percent of the national economy spending will be towards healthcare in the U.S. According to the Bureau of Labor and Statistics, the US unemployment rate is at 5.0 percent as of October 2015 (United States Department of Labor, 2015). Filling these nursing positions domestically should be a priority. Recruitment and retention are a couple of ways in which to reach that …show more content…
They have also directed that a new six step process be followed. First, a unit-based expert panel “determines present nursing hours per patient day (NHPPD) delivered through the current staffing plan.” Second, unit work load is determined. Third, nurse managers work with their expert panel to ascertain whether staffing levels are meeting the NHPPD. Fourth, the number of full time employees needed per shift is determined. Fifth, full time employees are broken down by skill level and nurse managers determined calculation of each shift needs. Sixth, the facility team is given the narrative of needed staff members with calculations and skill levels. Then the nurse executive makes the final staffing determination and reports those numbers to the nurse manager.
In conclusion, nurse managers today are facing many business obstacles. To combat these obstacles, the AONE has recommended qualities for good nurse managers. Finding ways in which to fill nursing staff shortages in a shrinking profession is one large obstacle nurse managers face. The art of retaining experienced nurses by fulfilling those nurses needs has been found crucial. Finally, appropriate staffing levels must be maintained and formulas for the ever changing healthcare environment are in constant need of