With insufficient numbers entering nursing, new innovative models of recruitment and retention are needed.
Insanity, according to Albert Einstein, is doing the same thing over and over again and expecting different results. And it could soon be a definition that is applied to the nursing profession and government, says nurses. Despite a number of groups best efforts, supply and demand in nursing has been out of synch and there doesn't seem to be a reprieve in sight, said Kate Birrell, group director of nursing for the St John of God Health Care. "Maybe it is time to listen to Einstein's point. Nurses have become a scarce commodity in Australia, and across the world, and as figures show, what we...
Sue
Tuesday, 6 July 2010
My guess is that senior nursing staff everywhere may be using management strategies not based on evidence. We expect nurse clinicians to be implementing evidence-based practice. I suggest that we look towards using some evidence-based administrative strategies! We can no longer afford to waste a generation of bright young things who continue to vote with their feet.
Karin Cuff
Wednesday, 7 July 2010
A workforce strategy also needs to investigate why we do not retain graduate nurses for extended periods of time.
Barbara Newman
Wednesday, 7 July 2010
Hi, I think we have the nurses it is a fact that many do not fit the very strange and antiquated criteria. For example a friend of mine was asked at interview how quickly she get could administer medications to 20 patients? She said- shouldn't the criteria be about safety and patient education?
So therefore she did not get the job!
zoe
Tuesday, 13 July 2010
I think nursing recruitment and retention could be improved with major changes in shift-working conditions and/or childcare provision. The great majority of nurses are female parents but shiftwork is not compatible with normal childcare hours. If you are a single parent with no family support (i.e. free childcare) many nursing positions are completely untenable.
Sheila
Tuesday, 13 July 2010
I agree with Zoe but I also think we are all individuals who have their own idea's on what hours they want to work and what suits them, not just the firm they work for. Would it be too difficult to allow nurses to choose their holidays and give them the choice of working shifts or days!If nurses have worked shifts for years then surely they deserve a break and should be given a choice? Lifestyle changes with age but is this really taken into account? Would it hurt to have a survey that includes the nurses real choice? To be a nurse with responsibilty and accountability and then be treated like a robot is the reason most will leave. Lack of fairness. Choice is given but is not a reality. It is not the Departments that stops the choices but the management who did not get a choice when younger so why should it happen today. How often do we hear these comments?
Marian
Tuesday, 13 July 2010
We need to consider innovations in the workplace and try them out. Some areas of executive management think one size fits all and this is just not true. We need to review mission statements of health departments and make them fit the community needs and not have just a gaggle of words. That way we can value add to the work of nurses; let them feel and see that their efforts are valued and not feel more frustrated with each day.
Debbie Cooper
Monday, 19 July 2010
The financial renumeration of nursing does not equate to the level of responsibility and accountability held by nurses. my friends daughter worked about the same hours as me in a local milkbar for the past 12 months and her income exceeded mine. How can we ever expect to attract and retain nurses when this is the case?
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Sue
Tuesday, 6 July 2010
My guess is that senior nursing staff everywhere may be using management strategies not based on evidence. We expect nurse clinicians to be implementing evidence-based practice. I suggest that we look towards using some evidence-based administrative strategies! We can no longer afford to waste a generation of bright young things who continue to vote with their feet.
Karin Cuff
Wednesday, 7 July 2010
A workforce strategy also needs to investigate why we do not retain graduate nurses for extended periods of time.
Barbara Newman
Wednesday, 7 July 2010
Hi, I think we have the nurses it is a fact that many do not fit the very strange and antiquated criteria. For example a friend of mine was asked at interview how quickly she get could administer medications to 20 patients? She said- shouldn't the criteria be about safety and patient education? So therefore she did not get the job!
zoe
Tuesday, 13 July 2010
I think nursing recruitment and retention could be improved with major changes in shift-working conditions and/or childcare provision. The great majority of nurses are female parents but shiftwork is not compatible with normal childcare hours. If you are a single parent with no family support (i.e. free childcare) many nursing positions are completely untenable.
Sheila
Tuesday, 13 July 2010
I agree with Zoe but I also think we are all individuals who have their own idea's on what hours they want to work and what suits them, not just the firm they work for. Would it be too difficult to allow nurses to choose their holidays and give them the choice of working shifts or days!If nurses have worked shifts for years then surely they deserve a break and should be given a choice? Lifestyle changes with age but is this really taken into account? Would it hurt to have a survey that includes the nurses real choice? To be a nurse with responsibilty and accountability and then be treated like a robot is the reason most will leave. Lack of fairness. Choice is given but is not a reality. It is not the Departments that stops the choices but the management who did not get a choice when younger so why should it happen today. How often do we hear these comments?
Marian
Tuesday, 13 July 2010
We need to consider innovations in the workplace and try them out. Some areas of executive management think one size fits all and this is just not true. We need to review mission statements of health departments and make them fit the community needs and not have just a gaggle of words. That way we can value add to the work of nurses; let them feel and see that their efforts are valued and not feel more frustrated with each day.
Debbie Cooper
Monday, 19 July 2010
The financial renumeration of nursing does not equate to the level of responsibility and accountability held by nurses. my friends daughter worked about the same hours as me in a local milkbar for the past 12 months and her income exceeded mine. How can we ever expect to attract and retain nurses when this is the case?