Identify what nursing leaders are currently doing to respond to the low nurse retention rate and if they are successful

Nurse Retention

Outline

Introduction

17. Nurse retention centers on preventing nurse turnover and retaining nurses in an organization. The national average RN turnover rate is 17.1% year over year (Dewanto & Wardhani, 2020).  One concern for the nurse manager is retaining adequate numbers of RNs to appropriately provide safe care to patients (Dewanto & Wardhani, 2020).
18. On the economic side, there are concerns about the costs of turnover, the loss of nursing human capital, and the potential effects on quality of care (Dewanto & Wardhani, 2020). These concerns currently are being voiced by a wide array of individuals, from bedside n
19. Thesis: Nursing leadership should understand the causes and effects of nurse retention, and implement policies to mitigate the problem.

Paragraph One That isn’t a title for a header. Is this the Development/History/Background section of your paper?

1. Subtopic: The primary causes of nurse retention rates are acute staff shortage and poor working conditions.
2. The data show that nurse turnover is between 12 and 34% (Dewanto & Wardhani, 2020)
3. Nursing leadership contributes to nursing retention rates by destructive policies and failure to address the related critical issues.

Paragraph Two (not a title)

1. Subtopic: Nurse retention is detrimental to the improvement of healthcare.
2. Nurse retention hinders the progress of healthcare.  The various levels of healthcare (hospital, local, regional, and national) and how these levels affect retention.
3. Nurse retention impacts the decisions and policies of nursing leadership. Identify what nursing leaders are currently doing to respond to the low nurse retention rate and if they are successful.

Paragraph Three (not a title) Is this the Application component of the paper?

Subtopic: Solving the problem of nurse retention requires the exploration of several new solutions.

1. Adopt a structured competency nurse residency program
2. Nursing leadership can create policies that will facilitate the implementation of solutions.
3. Establish a hiring standard

Conclusion

1. Summarize the causes, effects and proposed solutions to nurse retention
2. Emphasize the role of nursing leadership in enhancing the causes of and providing solutions to low nurse retention.
3. Conclude with a call to action for nursing leadership to adopt more effective solutions.

 

 

References

Blegen, M. A., Spector, N., Lynn, M. R., Barnsteiner, J., and Ulrich B. T. (2017). Newly Licensed RN Retention- Hospital and Nurse Characteristics. The Journal of Nursing Administration, 47(10), 508-514.

Dewanto, A., & Wardhani, V. (2020). Nurse turnover and perceived causes and consequences: a preliminary study at private hospitals in Indonesia. Retrieved 3 February 2020, from

Faraz, A. (2017). Novice nurse practitioner workforce transition and turnover intention in primary care. Journal of the American Association of Nurse Practitioners, 29(1), 26-34.

Schroyer, C. C., Zellers, R., and Abraham, S. (2016). Increasing Registered Nurse Retention Using Mentors in Critical Care Services. The Health Care Manager, 35 (3), 251-265.

Vardaman, J. M, Rogers, B. L., and Marler, L. E. (2020). Retaining nurses in a changing health care environment: The role of job embeddedness and self-efficacy. Health Care Management Review, 45(1), 52-59.