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The NHS in England has 24,000 vacancies for nurses, leaving many trusts with more than 200 posts vacant. But the cumulative impact of a number of factors – from an ageing workforce and pay restraint to Brexit – could make staff shortages a great deal worse in the near future.
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Health care professionals, organizations, and policy makers are calling for expansion of the nurse practitioner (NP) workforce in primary care to assure timely access and high-quality care. However, most efforts promoting NP practice have been focused on state level scope of practice regulations, with limited attention to the organizational structures.
NPs were more likely to be satisfied with their jobs and less likely to report intent to leave if their organizations support NP practice, favorable relations with physicians and administration, and clear role visibility. Creating productive practice environments that can retain NPs is a potential strategy for increasing the primary care workforce capacity.
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Attracting top nursing talent is often challenging; for most healthcare organizations, the emphasis is on retaining those who they attract and hire. In the past, talent acquisition and retention weren’t in close proximity — organizations would find a talented employee and then focus on keeping him or her. The truth is, they should be thinking about retaining talent before they even start the search. The toolbox for keeping talented team members includes performing prehire assessments and observing the data/trends. This article gives you tips on finding the sutures: the nurses who weave into the culture of your unit and stay for the long haul.
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Delegates at this year’s RCN congress will discuss the impact of funding cuts on nurses’ education and development.
Education is key to fixing ‘the leaky bucket’, where more nurses are leaving the profession than joining it, says a specialist RCN group.
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The aim of this study was to identify the distinctive foundations of the care culture and how nurse leaders ( NL) can manage and strengthen these in a quest for ethically sustainable caring cultures. Conclusion The basis of good care, patient safety and sustainability is comprised of ethics with a respectful and dignified care that is evidence-based and economically stable. Through their management NLs have a responsibility to nurture and protect the core of caring and create contextual, professional and cultural prerequisites to maintain the core and art of caring as well as care staff’s ethical and professional competence.
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Aims and objectives: To identify and examine existing research exploring how people with dementia and nurses view acute hospital care. Results: of study: Hospitals focus on acute medical care; consequently people with dementia are considered low priority and a disruption to normal routine. Risk management often takes priority over patient dignity. People with dementia are stigmatised. Families have significant roles to play in the care of a person with dementia in hospital but are often excluded. Nurses struggle to complete even basic patient care, and focus on tasks often at the expense of specific patient needs. Support for nurses is lacking. The job satisfaction of nurses caring for people with dementia is poor. Conclusions Nurses require improved education and support to care for patients with dementia. Hospitals must focus on genuine caring concurrently with rapid discharge requirements, risk mitigation and fiscal restraint.
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This research aims to report an analysis of the concept of nursing research culture in the context of clinical nursing practice. Results of the concept analysis identified five defining attributes of nursing research culture in the context of clinical nursing practice: strong monodisciplinary nursing professionalism, academic thinking and socialization, research use as a part of daily nursing practice, acceptance by colleagues and management and facilitation of resources from management and organization. Conclusion Although the method of concept analysis has been criticized and heavily debated, the development of nursing research cultures based on the defining attributes and antecedents of the concept will be important to emphasize evidence-based clinical nursing care.
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The article focuses on the statement by Royal Marsden NHS Foundation Trust chief nurse Eamonn Sullivan on the need for an agile cancer nursing workforce to keep up with rapid advances in treatment and improved survival rates. Topics discussed include a Macmillan Cancer Support report which identified the importance of clinical nurse specialists in patient outcomes and his immediate plans for the Marsden.
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The article discusses several aspects of nursing-related apprenticeships in Great Britain as of 2017, and it mentions the British government’s plan to launch an updated approach to the management and funding of apprenticeships. Great Britain’s National Health Service (NHS) is examined, along with nursing education, the British nursing workforce, and a government levy on all large organisations. Nursing associate and advanced practice standards are assessed.
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The article discusses the three decisions taken by the England government regarding the nursing workforce and the National Health Service (NHS). It discusses how the pay of the nurses is continuously falling forcing them to leave the profession. It also discusses the decision of not employing the nurses from the agencies having permanent NHS jobs.
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