Every organization faces dilemmas that often require making a decision. Moreover, dilemmas could involve rising costs, employee turnover, declining sales or any problem specific to the company’s industry. Identifying organizational dilemmas is rarely difficult; however, choosing one dilemma on which to focus on may be difficult. Often times a dilemma may lead to a management question, which in turn leads to a research question and finally a conclusion to the answer. Moreover, this paper will focus on a dilemma faced by hospitals in the rising turnover rates of RNs.
Business Research The baby boomer age and the healthcare industry are constantly growing. The shortage of nurses in health care has increased seamless. Nevertheless, there a critical shortage of register nurses nationwide. According to a 2002 report Joint Commission on Accreditation of Healthcare Organizations stated that inadequate nursing staff has been a factor in 24% of the 1609 cases in involved deaths (Nursing Society, 2012).
However, the shortage of nurses in the health care industry is a crucial indicator the health care system in crisis. According Doctor Kathryn Grams dean of the University Of West Georgia School Of Nursing stated” health care professional expect to see 20% shortage in nursing by 2015” (Bishop, 2012). Nevertheless, researchers has develop firm research questions, generate a research design, to include establish a sample design to use for collecting data.
Organizational Dilemma Research Question Retention problems like those experienced by the hospital that contributed in the HSM study lead to several research questions such as (1) what are the reasons for RN turnovers? (2) How will organizations solve these problems? The organization dilemma is the retention of current nursing staff. However, the shortage of nurses alone will not cure the issues; leadership, dignity, and respect and compensation fairness are amongst the problems in the health care industry as well.
Research Design A non-experimental research design has been chosen for this study. Moreover, the result of non-experimental research tends to produce more positive results than experimental research. Nurses play an integral role in promoting quality medical care. Diers (2004) described the nursing practice and the role that nurses play in restoring health. Nursing is the care of the sick and those who may become sick, and the maintenance of the environment in which care occurs. However, in 2007 the average nurse turnover rate in hospitals increased to 27.1% (AACN, 2008). The high turnover and absentee rates in the nursing profession are not simply problems in America, but other countries as well.
This shortage in nurses, both in the U.S. and abroad, is causing a dilemma in the healthcare system because it is becoming increasingly difficult to attract young individuals to a career of high turnover and stress. It is also affecting the care given to patients, and the ability of nurses to adequately do their job (Aiken, Clarke, & Sloane, 2002). It is important to pinpoint dependent variables and independent variables in this research. The independent variable, or the variable that may be changed or manipulated for this research is the nursing turnovers and the dependent variables, or the variable that is affected by the independent variable, will be the reasons for turnovers.
Incentives for retaining RN’s Hospitals can offer great incentives for graduating RN’s who choose to work for them, definitely for those who have earned a high GPA or graduated with honors. Incentive packages offer motivation to the RN’s and boost their moral therefore making the workplace an admirable and positive place to work. Some incentives that the hospitals could offer are paid time off or paid vacations.
Sign-on cash bonuses are also one of the best incentives for hospitals to offer graduating RN’s. Sign-on bonuses are given to the employee when they agree to work for a company. Other great incentives that the hospitals can offer to graduating RN’s is health, dental, and life insurance benefits for not only the RN’s but their families as well. Many people, especially in today’s unstable economy, look for health, dental, and life insurance benefits for not only themselves but also their family members when considering a new job. Hospitals can also offer to pay any and all travel expenses for the RN’s if relocation is necessary.
Conclusion Incentives such as paid time off or paid vacations, sign-on bonuses, health, dental, and life insurance benefits, and paid travel and relocation expenses are great incentives for any potential employee. Moreover, these aforementioned incentives can be vital in recruiting top notch RN’s and motivating them to stay in the industry. Other incentives such as recognition and bonuses for a job well done are also motivational and boost the morale of the potential employee. Incentives are what a company uses to attract and maintain their employees. Incentives give the employee another goal to work for other than the regular paycheck.
Aiken, L., Clarke, S., & Sloane, D. (2002). Hospital staffing, organizational support, and quality of care: cross-national findings. International Journal for Quality in Health Care, 14(1), 5-13.
American Association of Colleges of Nurses. (2008). Nurses shortage fact sheet. Retrieved on May 6, 2008 from www.aacn.nche.edu.
Bishop, Jeffery (2012). 20 Percent of nursing expected by 2015 Retrieved http://www.times-herald.com/local/20-percent-nursing-shortage-expected-by-2015-35675