Nursing shortage and nurse turnover

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The nursing profession is experiencing what is considered as a shortage of nurses. The organizations tend to be having difficulty in retaining the current nurses and recruiting new ones. The high patient to nurse ration has resulted in frustration and job burnout that links to high turnover. Inadequately staffed nursing force tends to have a negative impact on the patient outcomes. Nurse shortage and nurse turnover is not just bad news for the healthcare facilities, but it is also bad news for the patients. In this paper, it will discuss the approaches that leaders and managers should approach the issues, identify the approach that best fits my professional and personal philosophy of nursing and explain why the approach suits my personal leadership style.

Compare and contrast

Managing and leading are different in the fact that managing encompasses caretaking and maintaining status quo, which is transactional, while leading tend to be dynamic and visionary. In an institution, the executive manager has the responsibility of ensuring that the current activities of the organization are effective enough so as to keep the institution running in an effective manner (Kleinman, 2004). An effective leader is one with characteristics such as motivation, persuasion, teamwork, building relationships, vision, coaching, and listening. Managers tend to focus on work and tasks such as resources, money, time, and those things that involve the accomplishment of the work. The manager and the leader may develop visionary objectives that can help in reducing the nurse turnover and the nursing shortage.

There are many causes of nursing shortage and nurse turnover. Most nurses tend to leave the nursing profession because of unsafe working conditions, inadequate pay, lack of autonomy, and reduced nurse-to-patient ration (Kleinman, 2004). The level of the nurse satisfaction with the leadership style of the manager is critical to their work environment. The nurse relationship with their immediate manager tends to determine their productivity level and also the length of stay in the organization. In nursing, staff normally prefers members who provide them with support and the information, opportunities, and resources necessary to enhance their status in the organization.

In leadership and management, when helping with the issue of the nursing shortage, it is essential that leaders should look into the future and determine how to get solutions so as to resolve the issue. Leaders need to encourage the nurses to consider opportunities available to them so as to pursue further education. The leaders should also increase the nursing educators and also continue recruiting more people going into this profession (Kelly, 2011). When dealing with the issue of the nurse turnover, it is necessary that these leaders should collect information from the nurses so as to determine what issues that nurses are facing in their workplace that is contributing to the increase in nurse turnover. It is the role of the leaders to demonstrate support and also encourage their staff. A leader should invest in each nurse; provide inspiration, motivation, and mentoring so as to have high performing staff. The management normally sees each nurse as being an expense, and they focus on the short-term problem. In this case, when an employee leaves the institution, the management will consider hiring another staff rather than determining the factors that are leading to nurses leaving the organization.

It is necessary that managers and leaders should determine the effective and viable means of approaching the nursing shortage and nurse turnover. Leaders and managers need to find the causes of issues through determining why nurses choose to work for a certain organization and ensure that the employee’s value proposition is met. As a leader, it is necessary to determine the factors that influence the decision of a nurse such as a career development opportunities, allowances, and also the distance they commute. So as to be successful in solving the issue, leaders and managers need to work together in finding out the measures that can help avoid overworking employees that tend to lead to burnout; thus, resulting in increased turnover.

Personal and professional philosophy

As a nurse, you must be a leader and also a manager. A nurse normally takes care of the patient through collaborating, directing, and coordination with others. In my understanding, I believe that a great leader involves more of behavior, which is a behavioral theory, and also has innate qualities that tend to make an individual natural leader. It is not all people who have the qualities necessary to be a leader. The successful operations of a nurse, managing challenges, and difficulties greatly depend on the nurse’s leadership skills (Kleinman, 2004). My personal preference is to be more of a leader than a manager. I do understand that not every person has the preference towards leadership and to understand your preference tend to ensure that you maximize your well-being, performance, and personal satisfaction.

My personal philosophy is that a leader should be visionary, have strategies, plan, and also then desire of directing your team and services to the future goal. I am always equipped to use problem-solving process and maintain group effectiveness. In nursing, this philosophy suits my leadership style in that I must use these characteristics so as to win the trust and respect of other staff members and also help in the development of the clinical practice (Kelly, 2011). Through demonstrating effective leadership style, I am in a powerful position of influencing a successful development of other staff and also enabling the growth of competent practitioners. I understand that those leaders described as being a driving force in the organization are admired by other members and they are a source of inspiration and also a role model for future nurses.


To ensure effective leadership and management, it is the responsibility of the leaders and manager to make sure that they do understand the different needs of employees. Leaders and managers should ensure that they make the nursing jobs to be more attractive to the nurses, improve methods of managing nurses, screen out candidates based on the job fit, and also increase the number of nurses. It is important that managers should ensure that they improve the working environment and also provide supportive healthcare facilities that will help ensure efficient and effective nursing activities. A good working environment for nurses that can help resolve the issue is by creating a culture based on continual learning through the support and best-practice methods that will empower and also motivate the staff. A dynamic clinical leader and a supportive nursing environment are significant in the achievement of the best nursing practices.


Kleinman, C. (2004). Leadership: A key strategy in the staff nurse retention. Journal of Continuing Education in Nursing, 35(3), 128-132.

Kelly, P (2011). Nursing Leadership & Management.Cengage Learning



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