Introduction
Nowadays, nurses are bothered with many problems and have to analyze their actions, responsibilities, and expectations to create a successful working environment. Among a variety of challenges and misunderstandings, the issue of nurse turnover remains to be one of the most crucial. Such urgency can be explained by the necessity to involve many people from different departments and solve the problem from different perspectives. Not only nurses but managers, economists, doctors, and ordinary patients may suffer from nursing turnover. At the beginning of 2015, its rate was 16.5% (Mazurenko, Gupte, & Shan, 2015). It means that almost ¼ of all nurses in the United States are eager to change their places of work or even think about changing the sphere of work.
Description
Many detailed descriptions of nurse turnover can be found online and in print sources. Researchers introduce this issue as the one that can influence healthcare organization through higher recruitment and replacement costs (Mazurenko, Gupte, & Shan, 2015; Vardaman et al., 2014). Many nurses do not want to continue working because of their personal dissatisfaction with working conditions and salary. Today, nurses comprehend how crucial their job can be. People study theories and basics of nursing to realize the required responsibilities and duties. In other words, there are theoretically prepared to become nurses. However, nursing practice is a different thing. Much attention is paid to such issues as motivation, satisfaction, and worth. Nurse turnover takes place as soon as people cannot be properly motivated and satisfied with the work that has to be performed and lose the essence of commitment. Healthcare managers and leaders are lost in a variety of motivational, social, and work context characteristics of the problem (Vardaman et al., 2014).
Significance
The significance of this problem can be explained easily. First, many hospital workers and teachers admit that a little proportion of young people is eager to choose nursing as a profession (Merrifield, 2015). Young people have to decide if they have to do what they like or what can bring money. Even if a person wants to devote his/her life to nursing, the choice of an educational program may differ considerably. Students prefer to choose such spheres as economics, design, business, or management and be sure they can find a good and well-paid job. In their turn, old nurses do not have people to share their experience with. Communication between nurses gets worsen. Second, even if managers and leaders know about the shortage of nurses, they do not hurry up to improve working conditions. They believe that nurses can substitute each other, and doctors can handle with more work. Such attitude to the problem is wrong and has to be discussed deeper.
Conclusion
Despite the fact that nurse turnover is a costly and undesirable trend in the healthcare sphere, it is well-known and globally spread. People evaluate the threats of nurse turnover; however, they can hardly do enough to eliminate this problem forever. That is why nurse turnover will be an urgent in the nursing environment always.
References
Mazurenko, O., Gupte, G., & Shan, G. (2015). Analyzing U.S. nurse turnover: Are nurses leaving their jobs or the profession itself? Journal of Hospital Administration, 4(4), 48-56.
Merrifield, N. (2015). High nurse turnover rates hitting care home sector. Nursing Times. Web.
Vardaman, J. M., Cornell, P.T., Allen, D.G., Gondo, M.B., Muslin, I.S., Mobley, R.N., Brock, M.E., & Sigmon, T.L. (2014). Part of the job: The role of physical work conditions in the nurse turnover process. Health Care Management Review, 39(2), 164-173.