In an attempt to solve the shortage of nurses, particularly registered nurses, hospitals across the country are becoming more generous as one hospital has even offered the keys of a BMW. Realistically, most hospitals cannot afford such and can only offer bonuses of several thousand dollars for their new nurses. Unfortunately, incentives such as these generally only redistribute the existing supply of nurses and fail to increase the total number of nurses available (1).

Hospitals offer monetary enticements with good intention, but contrary to the belief of many, the nursing shortage involves other issues not pertaining to money. Such issues include the desire for nurses to have flexibility in the workplace, a seat at the policy and planning table, an opportunity for career progression, and, most importantly, the recognition of the skill required for the job.

In fact, a study by William M. Mercer, Inc. states that "dissatisfaction with the job, the supervisor, or career prospects" of the job turned many current nurses away from the job (2). "Workload and staffing" were two other issues cited in the study (2). Thus, it is critical to understand the work environment of a nurse before attempting to resolve the nursing shortage, otherwise any plans to alleviate the shortage would most likely be a temporary solution.

Because of the aging population and the growing need for chronic disease management, the demand for nurses steadily increases every year. However, the majority of available nurses are also aging with the average age for a nurse at 44.3 years old (2). Currently, less than ten percent of the work force is under the age of thirty (2).

To add to the problem, the recruitment of new nurses is more difficult now. This is largely due to the fact that women currently have more career opportunities available to them, allowing them to choose other professions that may offer more respect, power, and/or money.

Hospitals need to retain their experienced nurses as well as recruit new nurses. Possible solutions include the improvement of the conditions at the workplace, an increase in wages and compensation, flexibility in scheduling, and increased time off and sabbaticals. The recruitment of new nurses should begin early with programs and scholarship money made available for individuals considering a career in nursing. Lastly, recruiters and nurses need to work towards a more positive image of nursing by acknowledging both the challenges and rewards of a highly trusted profession.

Survey says...
The following are selected results from the 2001 American Nurses Association Staffing Survey conducted by Cornerstone Communications. 7, 299 registered nurses were surveyed.

Of the nurses surveyed…
* 75% feel that the quality of nursing care at the facility in which they work has declined within the last two years.
* 56% believe that the time they have for patient care has decreased.
* 54% would not recommend their profession to their children or friends.

Putting their patients' needs ahead of their own…
* 5,711 nurses are skipping meals and breaks to care for patients.
* 4,258 nurses feel pressured to work voluntary overtime.
* 3,762 nurses suffer from increased stress-related diseases.

After work...
* 3,617 nurses feel exhausted and discouraged when leaving work.
* 3,222 nurses feel discouraged and saddened by what they could not provide for their patients.

Finally...
* 2,928 nurses feel powerless to change what is necessary for quality patient care.

Complied from http://www.nursingworld.org/pressrel/2001/pr0206.htm.

Tuyet Tran is a second-year student majoring in Biological Sciences. She aspires to enter the field of pediatrics.