Response to Discussions

Response to Macy

Macy is absolutely right that lack of professional development and sufficient on-site educational opportunities for nurses is an issue to be considered by various stakeholders. The topic should be addressed because technological innovations resonating around the clock of the medical field are on a constant change towards the deliverance of better services. This means that nursing staff also require continuous training at all levels to keep pace with those changes in order to qualify them to work with those technological improvements (Ricketts & Fraher, 2013). Failure to offer such training makes the nurses feel outdated and of less importance to their duties, leading to nursing burnout, and some eventually exit from the field completely just as Macy discussed.

Organizations can address can this issue by encouraging nurse leaders to help other nurses to learn how to manage the complexities of information overload, as Macy suggests. This is likely to create an avenue for the accessibility of educational opportunities being within the workplace (Ricketts & Fraher, 2013). Such an approach allows nurses to keep patients a priority as they learn about new practices and concepts based on the latest technology present, thus quality healthcare. Organizations can also let their nurses participate in national conferences and a clinical ladder, which motivates nurses who prefer to complete different levels of the ladder.

It would also be appropriate to include the following achievements that organizations can attain by addressing the issue on top of what Macy discussed. Improved healthcare quality characterized by translational research and the provision of medical care based on viable evidence will be achieved. This is due to the high level of knowledge that nurses will gain from continuous training. Nurses will also have the motivation to perform in the total capacity of their license both in ancient and complex nursing performance roles (Ricketts & Fraher, 2013).

Response to Andreas Andreopoulos

I agree that nursing staff turnover is a healthcare stressor that impacts the nursing field and other health care organizations nationwide.  By Andreas’s views, nursing turnover has impacts on healthcare organizations in terms of the costs associated with recruiting, training, and integrating new employees into the workforce. Research has shown that hiring an appropriate nurse, training, and integrating him or her into an organization workforce is an overwhelming and expensive job. That is why Park, Gold, Bazemore & Liaw (2018) also recognize the essence for hospital leaders to focus on retaining happy, engaged, and motivated health care workers to achieve the delivery of efficient, high-quality healthcare, but I suggest that first, they should be able to identify the primary cause of the turnovers.

Most nurse turnover has been associated with reduced morale and motivation to move forward. Andreas points out that reduced morale can result from burnout connected with increased workload perpetuating the turnover cycle, and lack of continuity and the loss of institutional knowledge can impact patient outcomes. It can also emerge from strained relationships between nurses and their leaders or among nurses in a unit. Besides, improper competency training as technology changes can make nurses feel obsolete in their work, making them quit their jobs (Ricketts & Fraher, 2013).

The issue of nursing turnover can be addressed by employing several approaches such as providing career ladders, specialized training, and certification opportunities to certified nurses assistants and nurses, as highlighted by Andreas. Research reveals such approaches spotlight on employee monetary, function, and leadership well-being creating a positive impact on employee morale and engagement; thus, job maintenance (Palumbo, Rambur & Hart, 2017). I also feel that the issue can be reduced by addressing relationships in a nursing setting properly. Healthy relationships create a peaceful working environment, and nurses are likely to turn into full cohorts with all health care experts such as physicians. This will enhance the elimination of practice barriers, thus improved health care (Poghosyan, Norful & Laugesen, 2018).