While a fall in the number of nursing leaders may be attributed to the current nursing shortage, studies have noted that there is also a significant deficiency in the number of nursing leaders. Even at major research and teaching hospitals, chief financial officers are worried about the scarcity of nursing staff (Singhapattanapong, 2002). According to another study of 980 nurse leaders in the United States and Canada, in about 2-3 years, approximately 20% of nurse leaders and 35% of nursing employees will have retired. By the year 2020 it is predicted that the situation would be worst. By then, 75% of current nurse leaders say they plan to retire, with more than 50% of their nursing employees also retiring. Further, the study also suggested that it will be necessary to bolster recruitment and hiring efforts and retention of nurse leaders and nursing employees (Rigoli, 2006). Though this is a study in United States and Canada, similar situation can be expected all around the world.Today, with the increasing pressure on the nursing staff, it is estimated that first-year retention rates for new graduate nurses is only between 40% and 65%. In terms of numbers as many as 6 out of 10 new nursing grads leave nursing practice within one year of graduation (Rosebrough, 2005). One of the main reasons for them to leave the profession is the workplace violence they experience particularly in the initial years of their practice and this can be easily linked to the lack of good leadership. There are several studies that show that leadership is positively correlated with nurses job satisfaction and commitment towards institutional goals. However the challenge in the health care sector particularly for leaders is to be able to build and sustain a long-term vision, to build teams and increase commitment to effect organizational change. The main job of the leader will have therefore to focus on motivating, inspiring and empowering their workers (Zurn et al.There is a need for nursing leadership to exert that influence and by nurturing both leadership as well as clinical skills. The nursing profession trains new nurses on operating the latest technology and complex medical equipment. However, once at the bedside they rarely get the opportunity to apply even basic leadership principles. Nursing as a profession does a disservice to new nurses by not developing
Antrobus, S. and Kitson, A., (1999). Nursing Leadership: Influencing and shaping health policy and nursing practice. Journal of Advanced Nursing 29, 746-753.
Canadian Nurses Association, (2002) Nursing Leadership. Position Statement. Retrieved on 7 December 2007 from http://www.cna-nurses.ca/CNA/documents/pdf/publications/PS59_Nursing_Leadership_June_2002_e.pdf
Cohen, S. S., Mason, D. J., Kovner, C., Levitt, J. K., Pulcini, J., and Sochalski, J. (1996). Stages of nursing’s political development: Where we’ve been and where we ought to go. Nursing Outlook, 44(6), 259-266.
Donley, S.R. (2005) Challenges for Nursing in the 21st Century. Nurs Econ. 2005;23(6):312-318.
Ferguson, S.L. and Drenkard, K.N. (2003) Developing Nurse Leaders in Health Policy: An Education and Practice Partnership. Policy, Politics, & Nursing Practice Vol. 4 No. 3, August 2003, 180-184.
Heather, M. (2005) Nursing Leadership. Nurses Association of British Columbia. Retrieved on 7 December 2007from http://findarticles.com/p/articles/mi_qa3916/is_200502/ai_n11826276
Kitson, A. (2001) Nursing leadership: bringing caring back to the future. Quality in Health Care 10: ii 79-84.
Kerfoot, K. (2001). The Leader as Synergist. MEDSURG Nursing, 10(2), 101-103.
Leadership Initiative for Nursing Education: Case Studies, (2002). Retrieved on 7 December 2007 from http://www.futurehealth.ucsf.edu/pdf_files/2001_LINE_Case_Study.pdf
Manley, K. (1997) A conceptual framework for advanced practice: an action research project operationalizing and advanced practitioner/consultant nurse role. Journal of Clinical Nursing. 6, 179-190.
Rigoli, E. (2006) Few Health Facilities Prepared for Shortage of Nurse Leaders, ERE Media, Inc. Retrieved on 11 December 2007 from http://www.ere.net/inside-recruiting/news/few-health-facilities-prepared-for-shortage-179782.asp
Rosebrough, C. (2005) Healthcare Management: Challenges and Issues, Retrieved on 11 December 2007 from http://crosebrough.typepad.com/
Singhapattanapong, S. (2002). Nurse shortage hurts UCLA Medical Center. UCLA Daily Bruin, 2002, March 11 p.1.
Valentine, S.O. (2002) Nursing Leadership and the New Nurse. Journal of Undergraduate Nursing Scholarship Vol. 4, No. 1, Fall 2002.
Wilson, D. (2002). Testing a theory of political development by comparing the political action of nurses and non-nurses. Nursing Outlook, 59, 30-34.
Zurn, P., Dolea, C. and Stilwell, B. (2005) Issue paper 4: Nurse retention and recruitment: developing a motivated workforce. International Council of Nurses, Geneva ISBN: 92-95040-24-4.
Please type your essay title, choose your document type, enter your email and we send you essay samples