High turnover of workers in nursing homes
Nursing homes are experiencing high turnover percentages throughout the United States resulting in the decline of quality healthcare provided for residents of these facilities however , administration can improve this decline in quality through developing solid leadership skills in the area of communication , establish employee incentives and equally distribute attention to resident and employee needs Approximately 1 .4 million elderly are served in long-term care nursing facilities in the United States and studies show that turnover rates in these institutions can be as high as 200 percent within a year (Duke , 2004 ) In
Approximately 1 .4 million elderly are served in long-term care nursing facilities in the United States and studies show that turnover rates in these institutions can be as high as 200 percent within a year (Duke , 2004 ) In
2002 the turnover rates within nursing care facilities were shown to be 50-100 Nurse 's Aides , 20-55 Registered Nurses and 50 LPNs (Katz Kapp , 2003 ,
. 136 ) Nursing care professionals have identified the cause of this turnover as directly associated with the working environment within these institutions (Duke , 2004 ) Care facilities reporting the lowest percentage in turnover had two commonalities within their working environment - good management /employee communication and an established merit-based working environment (Duke , 2004 ) As a result , turnover rates were much lower within these institutions
Historically , the working environment within nursing home facilities is emotionally and physically challenging , pay rates are low due to the constraints of Medicaid and Medicare reimbursements , and administration is constantly recruiting or training new personnel due to the turnover cycle . Unfortunately this nationwide problem leads to diminishing the quality of care residents of long-term care facilities receive as resources once used to improve patient care are now being diverted towards recruitment and training . It is becoming difficult for nursing home administrators to continually balance the needs of the residents with the needs of the staff (Evashwick , 2001 ,
In a study of 164 nursing homes completed by Duke University School of Nursing in Texas in 2004 administrators , directors of nursing registered nurses , LPN 's and Certified Nursing Assistants were interviewed and the results reflected the following : RN and LPN turnover decreased between 11 - 16 in institutions where the Director of Nursing had been on staff for a lengthy amount of time . According to the study , The more time the director of nursing was on staff , the more stable the nurses perceived their work environment (Duke , 2004 This study also showed the stability of the working environment was just as critical for the Certified Nursing Assistants , as these professionals felt their time was limited with the residents . According to Duke 's Registered Nurse Ruth Anderson Ph .D . If they don 't have the time to spend that extra minute with the residents , they feel they might be cheating the resident ' Anderson also went on to say that as a result , They 're always rushing in and out of the room . That contributes to the high turnover (Duke , 2004
Yet another factor promoting stability within the long-term care working environment was the number of professionals on staff , as well as the lack of communication with administration . In 2000 20 of all LPNs versus 6 of Registered Nurses and 50 of all nurses...
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