why is it hard to attract and keep nurses at a long term facility.

why is it hard to attract and keep nurses at a long term facility.

 

Qualitative Research Critique Grand Canyon University: NRS-433V October 19, 2014 Qualitative Research Critique High rates of staff turnover in nursing homes is not a recent phenomenon. As far back as the mid-1970s studies have documented average turnover rates for registered nurses (RNs), licensed vocational nurses (LVNs) and certified nurses aides (CNAs) ranging between 55% and 75% (Mor,V., Mukamel, D.B., & Spector,W. D. 2009, 1). Long term care facilities (LTC) have staffing issues related to the high turnover of licensed staff. The effect can have a heavy financial burden and also affect the care given to residents. Many ask the question why is it hard to attract and keep nurses at a long term facility. The International Journal of Nursing Studies conducted a qualitative study titled: Making tradeoffs between reasons to leave and reasons to stay employed in long-term care homes: Perspectives of licensed nursing staff (Boscart, V.M. Bowers, B., Brown, M., & McGilton, K. S. 2014, 917). This study focuses on how the nurses feel about where they work and what makes them want to leave or stay at a job. Problem Statement The high turnover of licensed staff in nursing homes, it not only effects the residents quality of care and the morale among staff members, and is also very costly to the facility. The purpose of the study was to understand what influences nursing staff to stay at a LTC facility. There have been studies conducted in the past but they were primarily done with nonlicensed staff or within the acute care setting. The goal of this study was to gain insight on how to retain nurses in LTC facilities. This study is significant as administrators in LTC facilities have a hard time attracting and retaining licensed nursing staff. When there is a high turnover of staff, it can affect the care of residents and morale of staff in a negative way, and is very costly. Purpose and Research Questions The purpose of the study was to understand…; Qualitative Research Critique Grand Canyon University: NRS-433V October 19, 2014 Qualitative Research Critique High rates of staff turnover in nursing homes is not a recent phenomenon. As far back as the mid-1970s studies have documented average turnover rates for registered nurses (RNs), licensed vocational nurses (LVNs) and certified nurses aides (CNAs) ranging between 55% and 75% (Mor,V., Mukamel, D.B., & Spector,W. D. 2009, 1). Long term care facilities (LTC) have staffing issues related to the high turnover of licensed staff. The effect can have a heavy financial burden and also affect the care given to residents. Many ask the question why is it hard to attract and keep nurses at a long term facility. The International Journal of Nursing Studies conducted a qualitative study titled: Making tradeoffs between reasons to leave and reasons to stay employed in long-term care homes: Perspectives of licensed nursing staff (Boscart, V.M. Bowers, B., Brown, M., & McGilton, K. S. 2014, 917). This study focuses on how the nurses feel about where they work and what makes them want to leave or stay at a job. Problem Statement The high turnover of licensed staff in nursing homes, it not only effects the residents quality of care and the morale among staff members, and is also very costly to the facility. The purpose of the study was to understand what influences nursing staff to stay at a LTC facility. There have been studies conducted in the past but they were primarily done with nonlicensed staff or within the acute care setting. The goal of this study was to gain insight on how to retain nurses in LTC facilities. This study is significant as administrators in LTC facilities have a hard time attracting and retaining licensed nursing staff. When there is a high turnover of staff, it can affect the care of residents and morale of staff in a negative way, and is very costly. Purpose and Research Questions The purpose of the study was to understand…

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