Nursing shortage complications attributed to the lack of funding for educational
programs impacts the availability of laboratories, clinical facilities, as well as nurse educators and, as
previously stated, potential number of students pursuing a career in the medical field. In addition to this trend,
the nursing shortage is compounded by the fact that registered nurses will be reaching the retirement age within
the next decade. In other words, the scarcity of students being prepared for nursing posts falls short as the
projected retirement pattern of the older workforce is increasing, creating hospital nursing vacancies. In fact,
due to the retirement trend, it is estimated that the nursing workforce shall fall by 20% below the demanded level
in 2020.
The nursing shortage does not pose discomfort solely for the patients, but it creates
discomfort for nurses themselves as well. The unfilled nursing posts in hospitals create unfavorable working
conditions due to factors such as short-staffing, shift-work, an excess of patients per nurse, and therefore nurse
retention issues, which contribute to the long-term shortage. As an alternative, registered nurses are looking
toward employment opportunities beyond the scope of hospital stations, a trend that has developed significantly in
the past several years. Specifically, Mary E Kelleher explains that alternatives to “bedside” positions may be
sought after in health clinics, home health care agencies, attorney offices, et cetera, steadily redirecting nurses
to new positions. “The expansion of employment sites has increased the number of positions that attract the
professional RN, and decreases the applicant pool for the hospitals.”[3]
There is a solution to direct the nurses back to hospital “bedside” positions and
ensure improved educational outcomes, it is just a matter of “thinking outside the box,” as Kelleher suggests, “and
look at how to train students in the clinical setting, combining the best features of the former “diploma” programs
with the current academic programs.” Indeed there is a solution Keefe points out, “increasing the capacity of the
educational institutions to accommodate the interested students into their programs is critical. Improving the
salaries of clinical educators would be an important step.”[4] In fact, many statewide actions are underway to
address the nursing shortage both in the hospital and educational setting. Millions of dollars in funding are
raised for scholarship programs that enable registered nurses to earn graduate degrees required for educators.
Additionally, hospitals are now slowly putting effort into subsidizing nurse faculty strategies, reimbursing nurses
for advancing their educations, as well as seeking private support to strengthen the nursing workforce both on the
hospital and educational front.
[1] Kelleher, Mary E. (2007, Nov. 4th). Telephone interview.
[2] Kelleher, Mary E. (2007, Nov. 4th). Telephone interview.
[3] Kelleher, Mary E. (2007, Nov. 4th). Telephone interview.
[4] Keefe, James M. (2007, Nov. 28th). Vice President of Inpatient Services at Cooley
Dickinson Hospital, Massachusetts. Interview.
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