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Essay / Research Paper Abstract
This 5 page paper discusses the problem one hospital is having retaining new grads they hire for the ICU. The paper identifies the problem then discusses typical turnover rates in hospitals and the reasons for the turnover as shown by research. Recommendations are made to correct some of the problems. Lewin's force-field analysis illustrates the forces for and against change. The writer comments on resistance to change. 1 Table included. Bibliography lists 8 sources.
Page Count:
5 pages (~225 words per page)
File: MM12_PGnricu.rtf
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the case with your paper. Even so, the paper is longer than you ordered. You are not being charged for the extra and this note is not included in the
total page count.] Problem: New ICU nurses, recently graduated from training, hired for the ICU leave within one year. This is not unusual. Kleinman (2004) reports the turnover
rate in nursing is 21 percent. Some hospitals report much higher rates of turnover, as much as several hundred nurses per year (Thomas Group, 2004). The effects of such high
turnover can be measured in terms of mandated overtime wages, recruitment costs and training costs (Cline, Reilly and Moore, 2003). Some have estimated it costs $25,000 to recruit each new
nurse (Thomas Group, 2004). Those are the costs that can be measured; the costs that cannot be measured as easily include lower morale leading to lower productivity (Thomas Group, 2004).
Johnston (2004) commented: "Health care is a stressful profession, and takes its toll at physical, emotional, and mental levels." Health care professionals, like nurses, have been consistently asked to do
more with less (Johnston, 2004). The consequences are significant. Finlayson (2002) reported the identification of three major factors that have a direct impact on morale and motivation: whether or not
employees feel valued; the conditions in their working environment; and resources and salary. Cline, Reilly and Moore (2003) conducted a study in Nevada asking nurses why they really left
their jobs. Reasons included: "Lack of support, ineffective measures, and failure to listen or respond to concerns" (Cline, Reilly and Moore, 2003, p. 50). Comments went on to say that
it is disheartening when they arent acknowledged in any way for the hard work they do (Cline, Reilly and Moore, 2003). Other factors in the management category were a lack
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