Nursing care delivery models and organizational structure Essay

treat fretfulness delivery models and organizational expression - Essay ExampleHowever, this write up tends to research how factors like organizational structure and care delivery models can influence nurse swage rates. Introduction Health care sector across the world has been experiencing an unusual increase in treat turnover for the past few decades. tally to the NSI (2013) report, the hospital turnover rate increased to 14.7% and registered nurses is 13.1%. Nursing Solutions, Inc projects hospital turnover to be over 15.5% and RNturnover14% by2014. However, it is important to assess to what extent breast feeding care models and organizational structure can cause nurse turnover in modern hospital settings. This detailed analysis ground on the available literature will suggest what advice Jamie Johns (in the given case context) as a timbre Improvement Leader can give to her Chief Nurse Officer on appropriate care delivery models. Impacts of Nurse Turnover Nurse Turnover i s a major risk factor that affects the hospitals functioning and effort for ensuring quality patient care. Nursing turnover causes huge amount of pecuniary loss to the hospital. Losing a single nurse can bring about the loss of twice the nurses annual salary. Therefore, loss of nurses adversely affects patient care thereby causing loss of patients, increased staffing cost, absenteeism, and accident rates. short(p) communication with the management regarding their needs, low remuneration, and lack of career opportunities and career development in the hospital they use can also increase nurse turnover. Solutions for nurse turnover have been researched on a wider basis. According to Hunt (2009), the most important suggestion is to make the mull over attractive and this process involves increasing job incentives, flexible scheduling and job sharing, adding career development activities. A major after effect of high gear turnover rate is that the existing staff is always forced to adjust with the newcomers. A study by Baernholdt and Mark (2009) showed that both rural and urban hospitals can improve nurse job satisfaction and turnover rates by changing unit characteristics, creating better support services and a work milieu that supports autonomous nursing practice. According to the very findings, rural hospitals can also improve the work milieu by providing nurses with more educational opportunities and thus career development. Scarcity of qualified nurses makes turnover so frequent in the health care industry. The increase in job opportunities makes the existing nurses confident enough to chip in their present organization and find a new one. Organizational Structure and Nurse Turnover moreover by implementing key strategies, hospitals can put a curb on the turnover rate of nurses. Nursing is the largest occupation within the health care industry with 2.4 million people working. In recent reports by the International council of Nursing (Trust, 2006), on e of the main reason for shortage of nurses relates to work environment. Studies have proven that a positive organisational climate plays a key role in job satisfaction and in overweight turnover rates. But the strength of organisational climate and job satisfaction is more compared to organisational climate and turnover rate. As Stone, Hughes, and Dailey (2008) point out, low job satisfaction leads to burnout, frequent leaves, higher rate of turnover, or loss of nursing profession. The work environment, especially the organizational structure has much to do with nursing turnover rate. A lovely relationship with the hospital