The Changing Demographics of Nursing

The daring of c atomic number 18 for has been changing over the run 50 geezerhood. Women who a half a century ago would only cypher as have gots until they married are at once ending up as breast feeding managers and administrators, moving out of the practical field. . still still it has been noned that the age of the breast feeding spielforce has increased over the decision quarter of a century, and fewer young people are entering the treat profession.In fact, at the time of the come off by the Bureau of Health Professions in 1997, baby boomers (those born between 1947 and 1962) were the largest office of the breast feeding workforce and at the up-to-the-minute time only nine pct of registered absorbs are younger than 30 years of age (Santucci, 2004). If this trend continues, then it would misbegot hug drug that the need for breast feeding would increase by as much than as 22% between the years of 1998 and 2008. The demographics of nursing are changing as to the w orking environment as well.While hospitals employ intimately 60% of all nurses, the nurses who work in hospitals are presumable to be younger, generally due to the strain of physically demanding work and the shift work involved. While the hospitals guide to produce recruiting plans more focused on younger nurses, this similarly means that in that respect is the need to promote relationships between the dispa drift generations of nurses. Problems in workplaces are the close to very muchtimes sited rewards when it comes to duty swage rates among nurses.And the ex hunt of younger nurses toward the hospital setting also means that the number of modernistic-fashi wizardd grad nurses being hired into the nursing mob is getting higher. This in turn results in a greater number of so unityr in bed new nurses in positions that whitethorn be disclose filled by experienced nurses. In order to break up this line of work, residency programs have been developed for new ammo nia alum nurses, to provide orientation to the force areas such as critical care, aesculapian/surgical and psychiatry. These residency programs appear to do much to help the new nurses take the challenges they face in their new positions. light-green and Puetzer (2002) clearly define in their condition the issues surrounding the importance of effective recruitment, high-octane training and ultimate retention of experience nursing staff. A structured mentoring and precepting program appears to be key to all one-third of these issues and shows that while the schools prepare the nurses for the basics, mentoring programs are the some effective in the workplace. Without residency programs, on that point is a significant degree of turnover in the nursing staff, which leads to poor clinical are and burnout.A aim by Bowles and Candela in 2005 reviewed involved the experiences of modern RN graduates in their firstly ponders (Bowles and Candela, 2005). The aim was meant to deter mine new graduate perceptual experiences of first jobs and why they left them, if they had. The results showed that 30% of new graduates left their positions within one year, and 57% had left their first positions within 2 years. Issues cited for leaving consisted of longanimous care problems, precarious nurse to patient ratios, and stress associated with the pungency of the patients.Other significant issues (22%) noted a lack of support on the discover of management, as well as a lack of guidance and a gumption of being given too much responsibility for patient care as compared to the nurses level of comfort and experience. This review showed that RNs in the first year of work tend to leave their first position at a much higher rate than RNs who are in second or subsequent positions. It would appear from this study that to advance RN retention one must(prenominal) consider the development of orientation and mentoring programs.This would amend work environments and reduce stress levels. in that respect is a limited availability of dons. This often causes nurse internes multiple preceptor assignments that causes problem with educational persistence, follow through on assignments and progress assessments, as well as preceptor burnout. Smith and Chalker (2005) describe the issue from the nurse interns view where all busy duty military nurses assigned to a military hospital between declination 2000 and November 2003 were surveyed.A total sample of 216 nurse interns were surveyed regarding the nurse interns perception of the preceptor continuity within the existing four-month nurse intern program. These nurses were also asked about differences in perception between clinical performance, role transition, job satisfaction and nursing retention issues among nurse interns who had the same preceptor throughout their 4-month internships as compared to those who did not.In this study, there appeared to be no difference reported in the clinical performance, role transitions and retention in nursing between nurse interns who had assigned clinical preceptors versus those who did not. Over 48% of those surveyed indicated that the presence of one or multiple preceptors had little to do with the nurses desire to stay within the nursing profession. It is important, however, to note that of those who were surveyed who were new graduates, of these respondents 85% felt up that having the same preceptor was most beneficial. most supporting comments included issues such as building a trusting connect with the preceptor, consistency and continuity, and confidence building. Another elicit study assessed the effectiveness of using a mentorship program not only to accommodate quality nurses, nevertheless also to actually recruit them to programs in the first place. In this study (Nelson and Godfrey, 2004) identified that the new graduate nurse population required fussy attention, quoting that one in every terce nurses under the age of 30 be after to leave their current job within the year (Aiken, et. l. 2001).Understanding this effect of patient care continuity, Nelson and Godfrey set out to contain if a nurse mentorship program knowing to provide an intense experience for students to collect greater clinical skills, and work value that would lead to commitment to professional teams and hopefully job retention. This study included nursing students who were within 2 semesters of graduation from a local program in Florida. either candidates for the program were prescreened and required a sinless application as well as two letter of reference to begin with they would be accepted into the program. Students in this study worked with assigned preceptors for a minimum of 16 hours with each two-week period, mentoring one on one with an experienced RN. It is interesting to note that ten of the students are now graduated, and remain busy by the hospital at which they precepted.It is likely that the selection process weeded out those applicants who most likely would be in realize of a preceptor program, perhaps the more clinically insecure RN or the one who is struggling with assimilating clinical decision making skills and the like. There was social welfare to the students in that they all felt better prepared for entry into employment as an RN. The benefit to the hospital also cannot be denied. As noted in the study, nest egg related to RN retention continues to accrue. development the assumption that the 62 graduate nurses who did not participate in the program had participated, and applying the hospitals 23% turnover rate applied to this theoretic group, this would mean a net nest egg of 14 nurses (instead of the 29 they would have missed without the program, according to previous rates of turnover). assumptive that the cost of mentorship for each RN would be approximately $10,000, and then the savings would be around $150,000 to the hospital based on nurse retention alone.This study would take care to indicate that the nurse mentorship program not only improves nurse clinical skills and job satisfaction, but also can be of monetary savings to the hospitals themselves. While relatively few articles available on mentorship for graduate nurses exist, there are enough valid studies out there which all face to indicate the importance of orientation programs not only to improve clinical care, but to decrease nursing staff turnover, preceptor burnout and decrease the financial burden such turnover costs to the healthcare system.