Different Healthcare Members on the Prevention of Nurse Turnover

Benchmark - Effective Approaches in Leadership and Management In this assignment, you will be writing a 1,000-1,250 word paper describing the differing approaches of nursing leaders and managers to issues in practice. To complete this assignment, do the following: 1.Select an issue from the following list: bullying, unit closers and restructuring, floating, nurse turnover, nurse staffing ratios, use of contract employees (i.e., registry and travel nurses), or magnet designation. 2.Describe the selected issue. Discuss how it impacts quality of care and patient safety in the setting in which it occurs. 3.Discuss how professional standards of practice should be demonstrated in this situation to help rectify the issue or maintain professional conduct. 4.Explain the differing roles of nursing leaders and nursing managers in this instance and discuss the different approaches they take to address the selected issue and promote patient safety and quality care. Support your ratio

Running head: NURSE TURNOVER
Nurse Turnover
Name of the student
Name of the university
Author’s name

1NURSE TURNOVER
Introduction
Registered nurse turnover is a significant measure of the employment market for nurses.
The concept of turnover is not consistent given its broad used as a measure for assessment of
medical systems (Chang, Friesner, Chu, Huang, Liao & Teng, 2018). Many meanings cover any
nursing worker who leaves an organization; others may require voluntary leave. Investigators
utilized current turnover data sequenced and recorded turnover statistics from a nationally
representative sample of RNs undertaken by the RN Work Project for a review, released in the
journal Policy Politics & Nursing Practices. This is the only American longitudinal study of RNs.
The information comes from polls conducted throughout 2006, with three samples of newly
licensed RNs. Results show that nearly 17.5% of newly licensed registered nurses quit their first
work after one year — and 33.5% depart after two years (Kovner, Brewer, Fatehi & Jun, 2014).
The healthcare sector is one area where turnover is theoretically a significant determinant of
organization performance, but analysts have paid little attention to this. Healthcare turnover
decreases the efficiency and productivity of care delivery, and can also raise operating costs.
Inadequate staffing systems are most often the unseen circumstances leading to the
breakdown of the best-intentioned patient care programmes. Good outcomes for patient care rely
on a "level of success" in which the practitioner and the patient connect therapeutically each
time. Due to nurse turnover, inconsistency amongst nurses limits the likelihood of obtaining
success–which would be especially harmful when engaging the new nurses (Antwi & Bowblis,
2018).

2NURSE TURNOVER
The following article will discuss about what happens when there is high nurse turnover
and will discuss about the role of different healthcare members on the prevention of nurse
turnover.
Discussion
Professional standards of practice
Engagement and retention of nurses are critical concerns for nurse leaders because staff
disappointment may contribute to nurses quitting their work, or even the nursing career.
According to various qualitative research methodologies and multiple case study design, it is
evident that the engagement and retention strategies can be used as professional standards of
practice to decrease turnover and retain registered nurses (Neeley, 2017). Nurses, who are
committed, particularly new graduates, are far more likely to remain longer than two years with
an institution. Engagement and retention of nurses will always be in the minds of those in
management. In order for the nurse leader to consider engagement and retention strategies of the
nurses, it is needed that they develop flexible work hours, a workplace culture, improve
dedication to leadership as well as provide workplace encouragement and include leadership
training opportunities to learn more about healthcare challenges (Kutney-Lee et al., 2016).
Cooperating with the other members and advising each other on methods of communicating with
staff, being responsive and compassionate, and ensuring that workers see value and meaning in
their job will improve motivation and productivity (Nursingcenter, 2019). It is necessary to show
positive behaviors, communicate effectively, and encourage healthy working environment for the
employees. Continue to offer instruction, support and assistance to help employees flourish,
become engaged and succeed (Kutney-Lee et al., 2016).

3NURSE TURNOVER
Roles of nursing leaders and nursing managers
Nurse retention is an essential subject to be explored from both a financial point of view
and from a perception of the standards of nursing care. Some of the factors nurses have given for
leaving their nursing roles are directly linked to questions over patient safety and staffing. The
role of nurse unit managers and the nurse leaders in nurse retention is now becoming extremely
significant, especially due to their great influence on working environment efficiency and
stability (Roche, Duffield, Dimitrelis & Frew, 2015). Strong leadership characteristics in the
nursing unit manager were associated with increased employee satisfaction, decreased intention
for turnover between many nursing staff and enhanced outcomes for patients. In an attempt to
retain nurses despite current staffing challenges and to maintain high-quality patient care, nurse
leaders are highly important to help the nursing managers in order to retain nurses. For NUMs,
promoting and exhibiting leadership through times of transition is difficult yet necessary, as the
related anxiety that follows it can increase occupational tension and decrease mental well-being,
particularly among newer and younger nurses (Roche, Duffield, Dimitrelis & Frew, 2015).
Professionalism in diverse health care settings
The definition of integrity for health care providers and institutions, in a fiscally
demanding, rapidly changing and ethically challenging environment, should offer guidance for
decision making (Egener et al., 2017). Professionalism is founded on a common set of principles
and responsibilities that offer the thoughts and acts of a given profession an orientation. Health
care systems are constantly dictating health care providers ' preferences, for better or worse, as
clinics and hospital systems hire an increasing number of doctors. As such, health care agencies
have an opportunity to influence the actions of their workers and associated doctors in a positive
and negative manner (Egener et al., 2017). The transformation of the health care system has

4NURSE TURNOVER
generated obstacles for all mainstream careers that work within health care institutions and will
continue to do so. When increasing numbers of participants of these occupations become
working and work within these organisations, the organizations will have more chances to have a
tremendous impact on those individuals ' professional activities in both positively and negatively
respects (Egener et al., 2017).
Leadership style
Spiritual leadership includes applying spiritual values and ideals to the work
environment. The spiritual leader knows how important it is for staff to find comfort in their
work and shows a legitimate concern for the “whole” individual, not just the worker (Sanders,
2017). Spiritual leadership is shown to improve longevity while increasing human welfare
and psychological well-being. Nurse leaders will feel motivated to bring faith into the workforce
by promoting divine leadership to restore the healthcare community and to attract frontline
nurses (Birnie, 2019).
Conclusion
So it can be inferred that the turnover intentions of new graduate nurses are a chronic
issue that could be minimized by changing working standards for nurses. Nurse performance
could be improved by developing positive working environments to reduce employee
vulnerability and lower expectations for attrition. By involving the nurses in the engagement
programs, it will help both the patients and also the healthcare organizations to improve their
healthcare facilities and they will not have to face any serious challenges which could occur from
high nurse turnover.

5NURSE TURNOVER
Reference
Antwi, Y. A., & Bowblis, J. R. (2018). The impact of nurse turnover on quality of care and
mortality in nursing homes: Evidence from the great recession. American Journal of
Health Economics, 4(2), 131-163.
Birnie, E. A. (2019). Spiritual leaders can retain nurses. Journal of nursing management, 27(7),
1563-1567.
Chang, H. Y., Friesner, D., Chu, T. L., Huang, T. L., Liao, Y. N., & Teng, C. I. (2018). The
impact of burnout on self‐efficacy, outcome expectations, career interest and nurse
turnover. Journal of advanced nursing, 74(11), 2555-2565.
Egener, B. E., Mason, D. J., McDonald, W. J., Okun, S., Gaines, M. E., Fleming, D. A., ... &
Andresen, M. L. (2017). The charter on professionalism for health care
organizations. Academic Medicine, 92(8), 1091.
Kovner, C. T., Brewer, C. S., Fatehi, F., & Jun, J. (2014). What does nurse turnover rate mean
and what is the rate?. Policy, Politics, & Nursing Practice, 15(3-4), 64-71.
Kutney-Lee, A., Germack, H., Hatfield, L., Kelly, M. S., Maguire, M. P., Dierkes, A., ... &
Aiken, L. H. (2016). Nurse engagement in shared governance and patient and nurse
outcomes. The Journal of nursing administration, 46(11), 605.
Neeley, R. (2017). Engagement Strategies to Reduce Registered Nurse Turnover in Hospitals.
Walden University Scholar Works, 1-151.

6NURSE TURNOVER
Nursingcenter. (2019). Nurse Engagement and Retention Strategies. Retrieved 22 February 2020,
from https://www.nursingcenter.com/getattachment/Clinical-Resources/nursing-pocket-
cards/Nurse-Engagement-and-Retention-Strategies/Nurse-Engagement-and-Retention-
Strategies.pdf.aspx
Roche, M. R., Duffield, C. M., Dimitrelis, S., & Frew, B. (2015). Leadership skills for nursing
unit managers to decrease intention to leave.
Sanders, J. O. (2017). Spiritual leadership: Principles of excellence for every believer. Moody
Publishers.