Effective Strategies to Address Nursing Shortages

Running head: Nursing Shortages 1
Nursing Shortages
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Nursing Shortages 2
Table of Contents
1.0 Introduction........................................................................................................................3
1.1 Background Information...............................................................................................3
1.2 Thesis Statement.............................................................................................................4
2.0 Counter Argument.............................................................................................................5
3.0 Evidence for Argument......................................................................................................6
4.0 Other Counter Claims.......................................................................................................7
5.0 My argument......................................................................................................................8
5.1 Strategy One....................................................................................................................8
5.1.1 Involvement of Nurses in Decision making...........................................................8
5.2 Strategy Two...................................................................................................................9
5.2.1 Improving retention strategies...............................................................................9
5.3 Strategy Three..............................................................................................................10
5.3.1 Management and leadership support..................................................................10
Conclusion...............................................................................................................................11
Action plan..............................................................................................................................11
References...............................................................................................................................13

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1.0 Introduction
The nursing shortage is a critical matter that impacts not only Canada (Canadian Nurses
Association (n.d.) but also the global healthcare systems (World Health Organization, 2018).
It does also have an adverse effect on the quality of healthcare services to patients. Multiple
studies have been done on the possible causal effects of nursing shortage as well as
recommendations. Researchers have recommended the development of communication
programs as a way of curbing the increasing nursing shortage (Fillion, Truchon, &
L'Heureux, 2014). The Canadian Nurses Association (CAN) (n.d.) also proposed offering an
alternative model of nursing education and assessing the competencies of nursing graduates
among others. Despite the current efforts to fix the Canadian nursing shortage, the prevalence
of nursing shortage is still on the rise. The World Health Organization (2018) warned that if
the issue of nurse shortage is not adequately addressed on time, it is likely that by 2035 the
nursing shortage is to hit 12.9 million from the current 7.2 million.
Furthermore, the incidences of diseases in Canada have been reported to be on the increase
thus burdening the few nurses and making them to be ineffective in the delivery of quality
healthcare services (CAN, 2009). There is, therefore, need for an evidence-based proposal to
help curb the Canadian nursing shortage. The objective of this position paper is to
recommend an effective and workable strategy in addressing the nursing shortage. Other
proposals that have already been made in different literature will be examined and critiqued
and the arguments for the recommendations described in details. An action plan for the stated
proposal will also be provided.
1.1 Background Information
The trend of the shortage of nurses in Canada has become a concern of the department of
health. According to the CNA (n.d.) there was a shortage of 11,000 registered nurses in 2007.
However, if the matter is not adequately addressed and in time, it is projected that by 2022

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nursing shortage of full-time registered nurses will hit 60,000. The report attributes the
shortfall to unhealthy working conditions, high international migration, and low enrolment.
Mancino and Feeg (2014) asserted that nurses are tasked with demanding responsibilities to
care for patients with multiple chronic diseases such as obesity, acute myocardial infarction,
and diabetes.
Furthermore, it is expected that the number of people accessing healthcare services in Canada
to increase as a result of the reforms in the federal health insurance, consequently the demand
for nurses will also increase to provide healthcare services to people. The current nursing
shortage has already lead to considerable problems in the provision of safe and quality
healthcare services for patients (CAN, 2009). A workable strategy is promptly required to
address the current nursing shortage and the unprecedented increase in the future.
1.2 Thesis Statement
I believe that improving the nurse work environment is the most appropriate strategy to
address the problem of nursing shortage in Canada. This is because the nursing work
environment can attract or discourage people from pursuing any career in nursing. If nurses
perceive the healthcare field as being insecure, demoralizing and too much demanding they
are likely to leave the profession of nursing for other careers. Such an attitude will also affect
potential nursing students who are likely to develop negative perceptions of the nursing
profession thus shy away from enrolling to nursing schools. This will contribute to the
increasing nursing shortage. Poor nursing work environment also affects nurse job
satisfaction. Job dissatisfaction with the work settings as a result of factors such as
understaffing, increase in overtime, and workloads in hospitals and care homes discourages
potential nurses from venturing into the nursing profession. Furthermore, those currently
employed as nurses opt for early retirement.