Introduction A shortage of nurses is a worldwide recurring enigma that negatively affects the health of patients in both short and semipermanent financial aid. In Australia this is particularly felt in aged care services due to an aging population. According to the Australian motor Party (ALP) our aged care services are at risk due to the lose of capable staff which prevents the enlargement and development of these services (Official ALP website, 2007). Statistics on nursing jobs and produceers indicate numerous qualified nurses are not running(a) in their ambit or intend to stop working as nurses. As many as 24,564 nurses are not looking for work in nursing, annual turnover grade are up to 100% in some areas and job va quite a littlecy rates are up to 20% (ALP 2007, Judith 2002). These statistics highlight a charter to identify factors that would encourage qualified staff to return to or enter the workforce in order to meet emerging health care demands. This essay looks at the factors involved in the recruitment and retention of nurses and the ways the nursing profession can reduce these issues.
Retention of Nurses in Aged Care I. The science and Working Conditions in Aged Care The current perceptions and working conditions of aged care are key factors in wherefore there exists a shortage of nurses.
It is an area of nursing which is oft perceived as having little opportunity to cure patients and to own the satisfaction of seeing them recover. A large proportion of qualified nurses view the aged care sector negatively (Andrews & group A; Dziegielewski, 2005). Aged care lacks the positive outcomes of other care areas and accordingly is a key issue contributing to the shortage of nursing. Kuehn (1990) discussed factors associate to aged care working conditions such as lack of collegiality and a lack of autonomy...
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