Leadership and management
In the line of duty in the nursing job, we as nurses must work in the most conducive environment where we feel most comfortable, in any undertaking when the workers are comfortable with the conditions of work, they deliver to the best of their ability. Maximization of the output is the main aim in organizations and this same aspect applies in the nursing job, the people that work in this sector provide very vital services to people in the society and therefore need the best working environment (Labrague, et al 2020). When the nurses work in unfavorable conditions they may not deliver and at some point, may lead to high chances of nurses turn over. Nurses’ turnover is the frequency or the measurement of the number of times the nurses leave their jobs over a specific period. This may be yearly or even monthly. The cases of nurses’ turnover are those that do not happen voluntarily but are rather caused and driven by a certain issue. It may also refer to the number of times a given category of people or nurses leave a specific area in the nursing department and opt to venture into a different one.
Nurses’ turnover has got significant effects on the patients as well as the organizations. When there is a rampant level in the rate of nurses turnover then the service delivery will be as expected in the hospitals. The nurses in most cases act as the nearest families to the patients especially those that are admitted in the hospitals, they give them company and motivation to keep having a high spirit even in the worst conditions. When the patients get such kind of people beside them, it helps them get the hope of living to see another day when the nurses are not available due to nurses turnover rate, the patients do not get the proper attention, and this may lead to the stigma which may be very detrimental to the patients. An increase in the turnover rate also affects the stuffing of the organizations and when this happens it may take some time before the organization gets the best replacement for the gone nurse and this may also affect the patients as the relationship between a patient and a nurse is very important for the wellbeing of the patients. Finally, nurses’ turnover may interfere with the patients’ recovery process, this may happen when a patient has become comfortable with a specific nurse then the nurse leaves the hospital. This happens mostly in rehabilitation centers and may lead to serious relapses of the patient.
Professional standards are the set guidelines that are to be followed by a specific group of people or people in the same employment sector or profession that guide and state how they should undertake their duties. In nursing the main guideline is full commitment, in this case, the health provider is dedicated to deliver their services and the best care to the patients and to make the hospitals better places for both the professionals and the patients (Bonnice, 2019). When these standards are upheld and the nurses deliver the best of their abilities, then the rate of nurses’ turnover will be reduced to the minimum level. Also, the nurses need to be motivated by the employees as this will positively impact their service delivery and hence reduce the rate of turnover. It is also so that the patients and nurses have a good relationship as at some point the nurse can leave a job due to boredom in the line of duty, it is, therefore, necessary that the employers take into consideration the feeling of the nurses as it will help reduce turnover rate.
The leaders in the nursing department have got a vital role to play in this section to rectify the situation. The managers are rather known as the employees have the mandate to ensure that their employees are comfortable, and this can be done through; employment of many new nurses who will work hand in hand with the existing team. When there is a high number of nurses it will help reduce the amount of work that is done by an individual and this may act as an encouragement to the nurses and thereby reduce the rate of turnover. Also, the management team may decide to hold seminars for the nurses where they will be enlightened on how to carry out their duties and hence focus on their service areas. Finally, they may also consider awarding and recognizing the nurses that perform exceptionally well, this will make the nurses have the urge to do better thereby reducing the turnover rate as they aspire to be the best in their field of duty. The leaders in the various sectors also have the mandate to work hand in hand with the rest of the team as this will allow them to identify issues with the nurses before they become worse and push them to leave their jobs. The leaders should learn how to lead and not rule over the teams they have authority over.
In addition, the leaders may employ certain strategies to ensure that the turnover rate is reduced to the minimum. Some of the strategies include, working with the managers by acting as intermediaries between the nurses and the managers hence airing out the views of the nurses and the managers and this will create a good relationship between the two parties. The leaders can also be available always for the rest of the team such that they may find a person or people to report to in case of emergence issue, when the issues that affect the employees are handled and solved very fast it gives them the necessary confidence in the management team and this is a motivating factor that will help reduce nurses turnover rate.
The most applicable leadership strategy is the use of democratic leadership (Yarrow et al 2019). In this case, the leadership and the management team work together with the whole team without favor on any side, when this happens the whole team will feel comfortable as no one is neglected in the team. When this happens, the nurses will be able to work comfortably and cooperate hence this will reduce the nurses’ turnover rate, hence this is the most appropriate method.
Yarow, A. A., Jirma, S., & Siringi, E. (2019). Management of Devolved Health Services, Democratic Leadership Style, and Healthcare Service Delivery in Arid and Semi Arid Lands in Kenya.International Journal of Business and Management,14(11).
Bonnice, B. (2019). A Nursing Leadership Challenge: making the integration of professional practice standards into nursing operations a reality.Nurse Leader,17(3), 207-214.
Labrague, L. J., De Los Santos, J. A. A., Falguera, C. C., Nwafor, C. E., Galabay, J. R., Rosales, R. A., & Firmo, C. N. (2020). Predictors of nurses turnover intention at one and five years time.International Nursing Review,67(2), 191-198.
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