Nursing Shortage

· Must include all areas included in research-based paper (data that shows current issue, measures used to improve the issue, outcome data related to measures, advantage and disadvantage of the measures)

· Must provide education visuals (ie pamphlet, sample curriculum, youtube video, etc.) to staff/faculty that assists with improving the issue and implementation into the workplace strategies

(4 hours)

· Power Point presentation (10 slides excluding title slide and reference slide, 30 minutes in length)

this is my final paper, I just need to put it in a power point presentation . thank you
Nursing Shortage
Healthcare services have a great significance in our states as everyone seeks medical attention to maintain their well being and develop themselves in various aspects of life. Nursing department in healthcare sector equally carries a high magnitude in the healthcare sector as the service providers have a considerable workload associated with their routine duties (Friedman et al., 2003). The high expectation in the sector leads to a dilemma situation where the demand for the nursing professionals is generally higher than the supply given to the locals, state and globally at large. The standard measures nurse to population-level is lower as the nurses are quite a few compared to the people in need of their services and care. The nursing shortage is a challenge originating from several roots where hospitals experience an insufficient supply of trained nurses.
The nursing shortage challenge demand a perfect intervention for quality improvement strategy that can shed light on how to ease the pressure associated with the nursing duties. Offering altered nursing schedules is a perfect intervention for the nursing shortage challenge. The intervention is a more natural way to direct the nurses to accommodate their professional and individual needs, thus focusing more on their duties and roles as expected (Ball et al., 2014). Achieving a work and personal life balance is challenging to most nurses prompting the nurse leaders to focus on nurse retention and recruitment measures by altering the schedule for nurses. The challenges have its roots in the current days where we sample out Cleveland Clinic where busy mothers demand equal time with their children as their job get “mom shifts” majorly from 9 a.m to 2 p.m. In other cases, summers off are actively offered for mothers to have quality time with their children by making nurses’ position available for the public domain.
The intervention serves a perfect purpose in for the two genders in an area of work where for women shifts are best suited for their young ones as for men they are basically to spend quality time with their families. The age group is equally a determinant as the young nurses cannot an excuse for off duties over family issues but working correctly for the family for family women whose have more profound experience and age wealth (Oulton, 2006). Cultures are an equal contribution to the nursing careers as they give the distinction of where and how the nurses work. Some cultures rule harshly on the followers dictating some standard practices that deny the genuine availability at workplaces, thus demanding for free time at work. The nursing managers adapt the altered schedule policy and schedule to enable every employee to freely attend to their personal needs and attend to professional duties at their convenience.
Improvement Measures
Healthcare managers and nurses can settle at an amicable approach that will ensure that the nurses have a desirable work results through the altered schedules by tabling measures to improve the situation. There can be implemented general or internal policies that govern the nurses’ operations and strictly guide them on what the leaders expect of them and the patients too (Oulton, 2006). Limiting the consecutive shifts numbers and the voluntary overtime can be a focused perspective to ration the nurses’ operations and performance improvement. The shifts can gradually be separated at an acceptable span that favours each employee and the personal duties in need of accomplishment. The shifts can be rotated forward where the bigger plan would be to ensure full occupation of the tasks in the nursing facilities in days to come without inconveniencing the nurses. The nurses should have a well-labelled schedule in their shifts to give them adequate rest between the shifts and also before their shifts, preferably 8 hours average sleep for most of the adult nursing personnel.
When having their shifts on, it is highly advisable to strategically use caffeine by partially drinking the beverages and instead supplement alertness when the shifts begin. The nursing personnel should ensure they attain a healthy and peaceful sleep environment that will control any distraction from the outside to ensure total body relaxation as approved by most researchers.
The outcome of the Measures
The proposed measures on altered nursing schedules have an improved outcome on the health sector, having a reduced pressure on the nursing challenge shortage. The interventions ensure that the nurses acquire personal relaxation whose impact is an excellent focus at their job assignments, thus reducing or ensuring no errors experiences (Friedman et al., 2003). When a nurse does not commit errors when handling a patient, then the patient is completely taken care of and has a reason to appreciate the healthcare services provided. Shifts ensure a total transformation and change on the yielded results where the employees can give a double output by having double working hours. The nurses get a day time assignment as the others receive night shifts, thus having more hours at work and more tasks accomplished as expected by the management. The patients either in the wards or on daily discharge can receive maximum attention by the nurses through the shifts program as the service providers ensure they are fully available for their places of work.
Advantages of the Measures
The altered schedule can be said to fully have an advantageous hand as it allows the nurses to fully adapt to the new environment and the nursing policies newly implemented. New environment and practices are associated with new challenges either by the inexperience of ignorance to cooperate (Berlowitz et al., 2003). The shifts program give enough time for the service providers to meditate are reprogram themselves to adapt to any new strategies implemented at the places of work by the senior managing bodies. Having time to commit yourself for personal responsibilities apart from your profession is as good as an advantage can be where the nurses can balance the complex nature of life demands. They quickly acquire time for the family, friends and even events that create a necessary distraction from the tiresome nature of their careers. Lastly, shifts are considered as a way to refresh the mind and get an individual ready for work schedule once more. The healthcare service providers engage in fun activities or sleep to eliminate the nature of fatigue in them, ensuring they regain focus for their professional routine.
Disadvantages of the Measures
When the managing bodies do not exercise an appropriate shifting timetable, the expected advantages may be cut short and rather experience a series of disappointments related to the general outcome (Ball et al., 2014). Shifts can be consecutively arranged, which is an excellent load for the nurses to hold on as they get work pressure and fatigue; thus, the altered schedules are failing to accomplish the desired objective. The overtime for the employees can be discouraging if not well covered for in terms of wages and generals payments. Human nature is associated with getting tired, and when practising the same thing over a long period thus, the shifts may become monotonous and prompting the nurses to lack motivation over their duties.

References
Ball, J. E., Murrells, T., Rafferty, A. M., Morrow, E., & Griffiths, P. (2014). ‘Care left undone’ during nursing shifts: associations with workload and perceived quality of care. BMJ quality & safety, 23(2), 116-125.
Berlowitz, D. R., Young, G. J., Hickey, E. C., Saliba, D., Mittman, B. S., Czarnowski, E., … & Moskowitz, M. A. (2003). Quality improvement implementation in the nursing home. Health services research, 38(1p1), 65-83.
Friedman, M. M., Bowden, V. R., & Jones, E. (2003). Family nursing: Research, theory & practice (Vol. 16). Upper Saddle River, NJ: Prentice-Hall.
Oulton, J. A. (2006). The global nursing shortage: an overview of issues and actions. Policy, Politics, & Nursing Practice, 7(3_suppl), 34S-39S.