Different approaches have been used in the hospitals by various managers and nursing leaders to solve unique issues of hospital practices. Such issues have diverse impacts on the daily operation and activities in the hospital. One of the major issues is the nurse turnover that has affected many hospitals all over the world. On the other hand, there occurs a good number of impacts that results from the turnover issues affecting both the performance and the success of the healthcare organizations. In addition, there is need to compare and contrast different theories, skills, and principles that should be utilized day in day out by managers and nurse leaders in eliminating the issue of nursing turnover. Finally, it will be of essence to look at the best fit professional and personal philosophy of nursing and the best-fit approach that should be used and that are related to manager and nursing personal leadership skills.
According to Moreland et al. (2015), high nursing turnover has been the main issue being accelerated by personal reasons, staffing and relationships that exist in the healthcare organization. How physicians, nurses and even the managers in the health care sector relate to one another in turns contributes to a decrease or an increase in the nurse turnover. On the other hand, several staffing issues arise in the health care that makes some of the nurses feel that they are not treated equally when it comes to allocation of inequitable assignments. Lack of proper staffing levels in the organization at the end of the day contributes to the nurse turnover in the health care sector.
Basing the issue of nursing turnover on personal issues, many nurses in the recent years have quit their jobs. Nursing turnover has been marked with major effects that have led to the deterioration of performance and profitability all over the health care sector. This issue of Nursing turnover has also resulted in low-quality performance and profitability in various health care institutes (Dietz et al., 2014). Hence this comes out as a clear reason as to why nurse managers and also the existing nurse leaders need to join hands and fight this menace for maximum retaining of nursing in the concerned organizations. According to Dietz et al. (2014), what the nurses should be concerned with is offering high-quality services while the managers are actively involved in maintaining high reputation of the organization through retaining of highly talented nurses. This usually ensures that quality health care services are provided at all times.
There are various theories, principles, and skills that can be taken into place in the attempt to reduce the menace of nursing turnover. Use of two-way communication theories and communication skills are very important when it comes to dealing with nursing turnover in the most effective way (Porter et al., 2016). This definitely can be achieved since good relationships between the nurses will be established. Utilization of communication skills to the maximum is very important since the issues that arise are solved in the best way possible before they erupt and result to increase or decrease in nursing turnover.
Nursing turnover can also be reduced through the use of a survey method. This will help to fix the problems that arise during day to day activities of the nurses and hence attain the fight to establish a good relationship. According to McGilton et al. (2014), conducting surveys that aim at investigating the level of employee satisfaction is very important as it will help the managers and the other nurse leaders to find the appropriate step to take. For example, in case the employees are not satisfied, this makes it easier to identify the problem and take the recommendable step to solving the issue. Conducting suitable and relevant nursing surveys is important in pinpointing the issues in between the nurses and the required steps to take that will help at the end of the day to retain more nurses in the health care organization.
Another way to solve the nursing turnover is the use of software-based staffing systems that are very efficient in the emanating the issues of nursing turnover and hence retaining more nurses in the health care sector (Moreland et al., 2015). The software system has been of help since it has helped to allocate assignments equitably and hence reduce the cases of nurses' dissatisfaction. At the end of the day, any possible occurrence of discrimination in the workplace is eliminated and hence this helps to reduce the nursing turnover in the hospitals. In addition, use of software systems in healthcare management also helps to reduce the possibility of mistakes hence making it easier to deal with the nursing turnover.
According to Latorre-Nunez et al. (2016), another way forward to solve the problem of nursing turnover is to prevent the overworking of nurses that have propagated a good number of them to quit their jobs. On the other hand, nurses being assigned to high-risk patients also make them feel worn out. Hence this calls for attention for the nursing managers to establish a balance that will help to reduce fatigue. Shifting of nurses from one ward to another will help to fuel the motivation and interest of nurses in the hospitals.
Regarding the best-fit approach to use to solve the issue of nursing turnover, use of communication skills is very important. According to McGilton et al. (2014), communication skills helps the managers to know the actual problems that the nurses face during their day to day operation. In addition, holding conversations on a regular basis with the nurses is very important. This creates a chance to discuss the matters prevailing, solve them and hence increase the job satisfaction and motivation of the nurses.
Use of proper two-way communication technique is also helpful since it really suits the personal and professional philosophy of nursing as well as the personal leadership of the nursing managers (Dietz et al., 2014). Two-way communication technique usually helps to improve coordination and relationship between nurses towards delivering high-quality health care services to each and every patient they are assigned to. Efficient use of two-way communication helps to avoid any conflict that may arise in between the staff in the lower and the top level hence creating and maintaining a working culture that will help to reduce turnover.
In summation, nursing turnover has been the prevalent issue in most of the hospitals. This may have been caused by fatigue lack of proper relationships between the managerial staff and also the staff themselves. Nursing turnover has led to the offering of poor quality health care services to most of the patients. Hence it is advisable to use the two-way communication theories and also the communication skills as a best-fit approach in dealing with the issue of nursing turnover. This at the end of the day will become the best managers personal leadership style to curb turnover issues in hospitals.
Dietz, A. S., Pronovost, P. J., Mendez-Tellez, P. A., Wyskiel, R., Marsteller, J. A., Thompson, D. A., & Rosen, M. A. (2014). A systematic review of teamwork in the intensive care unit: What do we know about teamwork, team tasks, and improvement strategies? Journal of critical care, 29(6), 908-914.
Latorre-Nunez, G., Luer-Villagra, A., Marianov, V., Obreque, C., Ramis, F., & Neriz, L. (2016). Scheduling operating rooms with consideration of all resources, post anesthesia beds and emergency surgeries. Computers & Industrial Engineering, 97, 248-257.
McGilton, K. S., Boscart, V. M., Brown, M., & Bowers, B. (2014). Making tradeoffs between the reasons to leave and reasons to stay employed in long-term care homes: Perspectives of licensed nursing staff. International Journal of Nursing Studies, 51(6), 917-926.
Moreland, J. J., Ewoldsen, D. R., Albert, N. M., Kosicki, G. M., & Clayton, M. F. (2015). Predicting Nurses Turnover: The Aversive Effects of Decreased Identity, Poor Interpersonal Communication, and Learned Helplessness. Journal of health communication, 20(10), 1155-1165.
Porter, Caitlin M., Sang Eun Woo, and Michael A. Campion. "Internal and external networking differentially predict turnover through job embeddedness and job offers." Personnel Psychology (2016).
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