Research Paper: Reducing Turnover in New Graduate

Pages: 7 (2457 words)  ·  Bibliography Sources: 1+  ·  Level: Master's  ·  Topic: Healthcare  ·  Buy This Paper

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[. . .] Research stage

Immediate

If exit interview are already being done, compile and cross-tabulate the results. If they are not being done, institute an immediate policy.

Analysis state

Moderate

Use qualitative analysis from group members and hospital surveys; more quantitative studies based on tabulations of exit interviews. The question: What are the major reasons employee's leave

Recommendation

Moderate

Based on the qualitative and quantitative measurements, make recommendations on higher employee retention

Partnerships

Moderate

The research will most likely cooborate national findings about job satisfaction: It is likely that a more robust residency program will provide the needed structure for retention.

Implementation

Ongoing

The residency program should include mentoriship, monthly resident workshops and/or discussion groups; easily available stress and psychological counseling opportunities; rethinking resident's schedules and burnout; providing more opportunities to succeed; establishing fund to pay x% of student loans after 18 months on the job, the longer the service to the organization, the more the loans are paid; establish fiscal and emotional reward for tenure and retention. Provide more servant and participatory management services for new hires, and increase trust and collaboration with co-workers through leadership opportunities.

(Nurses' job satisfaction well below average, 2012)

Conclusions -- Incorporating QSEN into Turnover Reduction

Advocacy, care, and safety are the cornerstones of nursing practice. In order to reduce turnover and increase advocacy, care and safety, we can adopt a model that helps bridge theory to practice called QSEN. The Quality and Safety Education for Nurses initiative began in 2005, with the overall goal to address the challenge of preparing nurses in areas that require high levels of experience, competence, skill, and communication. These competencies evolve into teaching strategies in major nursing programs, implementation strategies in the healthcare environment, and certification in six items that make up quality care: patient centered care, teamwork and collaboration, EBP (evidence-based practice), QI (data collection), safety, and informatics (QSEN Intitute, 2013). For our purposes, we can relate the QSEN model to improving employee retention at CHC thus:

Competency

Definition

Application to Scenario

Patient-Centered Care

PCC is central to modern medical ethics; it allows the focus to be on advocacy for the patient and allowing them to participate in all aspects of their care. This should be based on the individual's cultural, ethnic, and community values and needs.

Increased retention of nurse graduates would provide more experienced staff and ratio of patient care. Experience within the healthcare environment is often one of the tangible ways to understand individual differences, and thus the more experienced staff can make better decisions.

Teamwork and Collaboration

Shared collaboration with team members, support staff, and the entire healthcare team, clinical as well as supportive.

Turnover decreases teamwork; new individuals must be trained and require time to become part of the team; new employees are not as experienced and trusted in collaborating with others; experience and time develop healthcare relationships; more consistent nursing staff would improve this aspect.

EBP

Evidence-based practice focuses on using current research and knowledge to make more informed decisions.

Research abounds and proves that high turnover has negative effects on all aspects of stakeholders' expectations and quality care.

QI

QI relates to the data collection, evaluation and improvement of patient outcomes based on interaction.

Decreased turnover and increased experience will allow for better evaluation and improvement of patient outcomes through clinical knowledge, advocacy, and carative philosophy.

Safety

Prevention of harm to patients and staff.

More experience translates into greater familiarity and comfort with safety issues, ability to anticipate events, and experience to mitigate negative outcomes.

Informatics

Use of technology to promote safety, quality, and comfort for all stakeholders

Increased experience provides a greater opportunity to integrate technology into daily practice, to use it appropriately and safely, and to provide the client with necessary information about the use of the technology.

(Hunt D., 2012; (Agency for Healthcare Research and Quality, 2013)

Works Cited

Nurses' job satisfaction well below average. (2012, March 5). Retrieved from Medical Express: http://medicalxpress.com/news/2012-03-nurses-job-satisfaction-average.html

The Real Costs of High Turnover. (2012, October). HRNNewsdaily. Retrieved from:

http://hrnewsdaily.com/the-real-costs-of-high-turnover/

Agency for Healthcare Research and Quality. (2013, January). Researcha dn Data. Retrieved from U.S. Department of Health and Human Services: http://www.ahrq.gov/

American Association of Colleges of Nursing. (2012, January). Nursing Shortage. Retrieved from AACN.NCHE.EDU: http://www.aacn.nche.edu/media-relations/fact-sheets/nursing-shortage/

Bass, B., & Riggio, R. (2011). Tranformational Leadership (2nd ed.). Mahwah, NJ: Lawrene Erlbaum.

Battistoni, S., et al. (2011). Partners in Nursing: A Mentoring Initiative to Enhance Nurse Retention. Nursing Education Perspectives, 32(4), 250-69.

Bittner, N, et al. (2012). Identifying Barriers to Nurse Faculty Satisfaction. Nursing Education Perspectives, 33(4), 3-23.

Chen, G., et al. (2011). The power of momentum: A new model of dynamic relationship between job satisfaction chance and turnover intentions. Academy of Management Journal, 54(1), 159-81.

Cottingham, S., et al. (2011). Partners in Nursing: A Mentoring Initiative to Enhance Nurse Retention. Nursing Education Perspectives, 32(4), 356-82.

Glazer, G., & Alexandre, C. (2009, 14 1). The Nursing Shortage: A Public Health Issue for All. Retrieved from Online Journal of Issues in Nursing: www.nursingworld.org/MainMenuCategories/ANAMarketplace/ANAPeriodicals/OJIN/Columns/Legislative/NursingShortage.aspx

Hunt, D. (2012, September/October 1-3). QSEN Competencies: A bridge to practice. Retrieved from Nursing Made Incredibly Easy: http://journals.lww.com/nursingmadeincrediblyeasy/Fulltext/2012/09000/QSEN_competencies__A_bridge_to_practice.1.aspx

Hunt, S. (2009, October). Nursing Turnover: Costs, Causes & Solutions. Retrieved from successfactors.com: http://www.uexcel.com/resources / articles/NursingTurnover.pdf

NSI Nursing Solutions Inc. (2012, April 4). 2012 National Healthcare and RN Retention Report. Retrieved from NSINursingsolutions: http://www.nsinursingsolutions.com/Files/assets/library/retention-institute/NationalHealthcareRNRetentionReport2012.pdf

QSEN Intitute. (2013, January). About QSEN. Retrieved from qsen.org: http://qsen.org/

Rothwell, W. (2012). The Manager's Guide to Maximizing Employee Potential. New York: American Management Association.

United States Deparment of Labor. (2012, February 1). Economic News Rlease Table 6 - Top 30 occupations. Retrieved from www.bls.gov: http://www.bls.gov/news.release/ecopro.t06.htm [END OF PREVIEW]

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"Reducing Turnover in New Graduate."  Essaytown.com.  March 24, 2013.  Accessed May 20, 2019.
https://www.essaytown.com/subjects/paper/reducing-turnover-new-graduate/9453155.