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The Aging of the Nursing Workforce

The Aging of the Nursing Workforce. Holly Hinds Ferris State University. Introduction. As healthcare demands increase and the nursing shortage continues, healthcare employers will rely more on an aging nurse workforce (Collins-McNeil, Sharpe, Benbow , 2012, p. 51).

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The Aging of the Nursing Workforce

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  1. The Aging of the Nursing Workforce Holly Hinds Ferris State University

  2. Introduction As healthcare demands increase and the nursing shortage continues, healthcare employers will rely more on an aging nurse workforce (Collins-McNeil, Sharpe, Benbow, 2012, p. 51). The lack of qualified nurses increases the risk of poor patient outcomes that can have a direct effect on increased hospital costs. More important, nursing shortages have been linked to increased mortality, staff violence, accidents/injuries, cross infection, and adverse post-op events (Colling-McNeil, Sharpe, Benbow, 2012, p. 51).

  3. Learning Objectives • Explain the definition the aging nursing workforce. • Recognize the effect on employer staffing created by the aging nursing population. • Acknowledge the need for higher education for new nurses. • Identify the most significant patient care factors influenced by aging nurses.

  4. Nursing Theories Patricia Benner - From Novice to Expert Described 5 levels of nursing experience and developed exemplars and paradigm cases to illustrate each level • Novice • Advanced beginner • Competent • Proficient • Expert Levels reflect: • movement from reliance on past abstract principles to the use of past concrete experience as paradigms • change in perception of situation as a complete whole in which certain parts are relevant

  5. Nursing Theories Cont. • This theory reflects how nurses pass through each “phase” of experience and knowledge. • Older nurses are considered to be “Expert” and should be valued and utilized to mentor new “Novice” nurses • As nurses pass through these levels they become more competent and confident in their skills, making the patient feel that they are receiving good nursing care.

  6. Other Discipline theory Participative Theory Participative leadership theories suggest that the ideal leadership style is one that takes the input of others into account. These leaders encourage participation and contributions from group members and help group members feel more relevant and committed to the decision-making process. In participative theories, however, the leader retains the right to allow the input of others. Participative leaders often also adopt a facilitative leadership style. That is, they empower and encourage others to take make decisions, take action and act with authority, normally within defined boundaries. (Leadership Theories: An overview in everyday language, learn-to-be-a-leader.com,2009)

  7. What do studies show? • As a profession and a discipline, we stand to lose an enormous amount of our collective wealth of knowledge and wisdom in the loss of this generation to retirement (Jackson, Journal of Clinical Nursing, 2008, p. 2949). • Evidence Suggests that hospitals with AACN Magnet hospital recognition, compared to non-Magnet hospitals, provided more support for their aging workforce (Palumbo,McIntosh, Rambur and Naud,Nursing Economy, 2009, p. 2). • Aging nurses are reported to have higher workload demands than other professions (Colling-McNeil, Sharpe and Benbow, Nursing Management, 2012, p. 50)

  8. Health Care Environment • Graham and Duffield(2010) state, “ an ageing population of female workers physical workloads should decrease with advancing age and that regular exercise should be a regular feature of personal routines” (p.45). • Employeers should consider providing classes in body mechanics, training employees in safe lifting techniques, and providing back belts if necessary (Collins-McNeil, Sharpe, & Benbrow, 2012, p. 51). • Nurses over 50 may also experience intergenerational tension that should be addressed by nursing administrators with the clear message that nurses of all ages are needed and valued (Collins-McNeil, Sharpe & Benbrow, 2012, p. 51).

  9. Root Cause Analysis • Problem: Aging nurses are leaving the workforce leaving a shortage of seasoned experienced nurses. • Cause: Retirement and injury or “burnout” are the most common reasons for nurses to leave the workforce. • Solution: Lighter workload, less physical assignments, shorter work days, more mentor roles designated for seasoned nurses.

  10. consequences • New nurses are left with fewer seasoned nurses as mentors • Patients may suffer because of nursing shortages and inexperienced nurses providing care. • Employers are forced to increase workload for remaining nurses, causing a quicker “burnout” and possibly physical injuries due to poor staffing. • Management positions may be filled by under qualified nurses due to lack of experienced older nurses.

  11. Recommendations for Quality and Safety Improvements • Lighter workload for older nurses • Provide more opportunities for older nurses to serve as mentors. • Reduced hours for older nurses. Offer eight hour shifts instead of the normal twelve hour workday. • Continuing education on body mechanics, proper lifting techniques and new equipment offered to help move/lift patients.

  12. ANA Standards •   Education The registered nurse attains knowledge and competence that reflects current nursing practice.  •   Leadership The registered nurse demonstrates leadership in the professional practice setting and the profession. •   Environmental Health    The registered nurse practices in an environmentally safe and healthy manner American Nurses Association (ANA) Scope and Standards of Nursing Practice, 2010

  13. Summary • Older nurses should be valued by their employers and coworkers for the knowledge and experience they have gained. • Seasoned nurses should be offered mentor, management and charge positions to allow them opportunity to share their knowledge. • Lighter patient assignments should be given to older nurses whenever possible • Higher education for nurses is a must due to the loss of experienced nurses in the workforce.

  14. References • American Nurses Association (ANA) Scope and Standards of Nursing Practice, 2010 • Beal, E. (2013, January 16). 5 Realities for Nurses in 2013 | Healthcare News, Information and Career Advice. Healthcare News, Information and Career Advice - Part 1. Retrieved July 9, 2013, from http://career-news.healthcallings.com/2013/01/16/5-realities-for-nurses-in-2013/ • Collins-McNeil, J., Sharpe, D., & Benbow, D. (2012). Aging workforce: Retaining valuable nurses. Nursing Management, 43(3), 50-54. Retrieved July 6, 2013, from http://journals.lww.com/nursingmanagement/Fulltext/2012/03000/Aging_workforce__Retaining_valuable_nurses.12.aspx • Graham, E., & Duffield, C. (2010). An ageing nursing workforce. Australian Health Review , 34, 44-48. • Jackson, D. (2008). Editorial: The ageing nursing workforce: how can we avoid a retirement brain drain/. Journal of Clinical Nursing, 17, 2949-2950

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