The Shortage of Educationally Prepared Nursing Faculty

The Shortage of Educationally Prepared care for skill The nation is in need of a sufficient Registered breastfeed supply. The enough of this supply is critical in providing grapheme wellness care. An integral social function of Registered nurses (RNs) and Advanced Practice Registered Nurses (APRNs) in primary care delivery helps to drive focus to the nations wellness care systems of long-sufferings and communities. The United States estimated shortfall of nurses will grow to 260,000 by 2025, disturbing the nations health care delivery systems (American Nurses Association, 2011).The widespread of attention toward the emergence need of nurses in the United States presents decreased awareness on the focus of nurse susceptibility shortages (National union of Nursing, 2010). Although active treat numbers are increment, state, and national projections expect treat shortages will amplification as the population ages and requires more(prenominal) care, and practicing nurs es, in large numbers, begin to retire. Without coordinated statewide actions addressing the growing problem of competency shortages, United States citizens will continue to face severe nurse shortages (National unify of Nursing, 2010).Nursing efficacy is intertwined with the current national shortage of nurses (American Nurses Association, 2011). Issues and Influencing Factors Some of the main issues affect breast feeding shortages are the worsening of shortages of expertness in academic environments, detrimental care for professions infrastructure in edcation. Ninety-four percent of academic health centers believe dexterity shortages arrive in at least single medical teach, and 69% agree that these staff shortages are an issue for institutions abroad.The legal age have identified nurse force shortages as the highest in convey followed by allied health, pharmacy, and medicine (National League of Nursing, 2010). The limitation of student capacities is growing across th e country in relation to nurse faculty shortages. Influencing factors add to these shortages involve aging faculty, budget constraints, the workload of full-time nurse educators in non-administrative positions belief in either pre-licensure RN or alumna-level RN political platforms, competing salaries among employers in medical facilities versus universities, and recruitment (American Nurses Association, 2011).Recruitment of qualified rising faculty is limited of pass overs and doctoral programs with a focus on nursing raising alike the underrepresentation of minority groups, inadequate faculty compensation, and workplace issues like employee workload, clinical scheduling, student attitudes, and abilities, and cultural issues (American Nurses Association, 2011).According to the American Nurses Association (2011), United States nursing schools saturnine away 75,587 qualified applicants from baccalaureate and graduate nursing programs in 2011 from short faculty numbers, cli nical sites, classroom space, clinical preceptors, and budget constraints (Scope of the Nursing qualification shortage). One other contributing factor is net differences. According the doc Statewide Commission on the Crisis in nursing (2005), The fairish salary for a practicing nurse with an advanced degree is $80,000, but a nursing faculty member makes about $50,000.The starting salary for a full-time faculty member at a physician school of nursing is approximately equal to that of a pertly graduate from an associate-degree or baccalaureate nursing program beginning as a full-time cater nurse. Given the profital fosterage, masters degree in nursing at minimum, and the experience required for a faculty position, this disparity in salary seems inequitable (p. 2). Shortage Challenges, Strategies, and Consequences A challenge to decrease the growing shortage of nurses is to enhance opportunities for nursing faculty in addition to faculty increases in a well-timed(a) manner.Cou ntering strategies toward nurse faculty shortages need to come upon a focus on various educational methods within institutions like retaining aged(a) faculty, and recruitment of bare-ass faculty in a timely manner in collaboration with anticipated retirements. National prospects suggest the base of a new motivation tool that launches new educational and question training with focuses on doctoral studies early in nursing charges with added fight back (Hinshaw, 2001). The consequence of a non-functioning solution to the problem will continue to fetch to nursing shortages placing the health care arena in jeopardy of pitiable health care delivery.The decrease of nurses has major consequences on preparing for emergencies, tint health care, the safety of patients, access to health care services, and growth of the economy (The oculus for Health and Health Care in Schools, 2006). More nurses will fasten on other avenues of employment, in addition to an increase of workload burno ut. Recommendations Schools of Nursing, nursing schools educational institutions, and nursing professions need to evaluate old strategies and invent new and creative solutions for decreasing the shortage of nursing faculty (Hinshaw, 2001). A strong recommendation is retaining productive senior faculty.Academic administrators and faculty should evaluate new solutions for retaining senior faculty skills as they enter the retirement phase. Strategies suggested and developed should accommodate methods base on the respect held for the expertise of senior faculty members on the needs of the nursing program as new junior faculty are recruited (Hinshaw, 2001). According to Hinshaw (2001), examples of recommendations include senior faculty to develop, and share new experiences, offer phased retirement plans, establish intellectual homes like Centers of Excellence based on research, and provide service comp unrivallednts to retain senior faculty.Timing for replacement of senior faculty inc orporates a specific strategy of preplanning. A widely utilize strategy used is to negotiate a loan from nursing program parent institutions. The loans are paid back as senior faculty retires. The major benefit of this loan program is it permits for the recruitment of new faculty as the experienced senior faculty is in place, providing several days for mentoring relationships between the twain groups.Such a cadre of new and senior faculty can also build a strong climate for principle mastery, research programs, and sponsorship into leadership positions in the profession because time is available for the new individuals to develop in a more comfortable, less stressed environment. At the same time, the expertise of the senior faculty is respected, and acknowledged. Another recommendation is to increase faculty salaries in comparison to clinical salaries. Currently there is more than a 20 thousand dollar difference between the two masters of nursing professions, which also complica tes recruitment of nursing faculty.According to American Nurses Association (2011), The average salary of a nurse practitioner, across settings and specialties, is $ $91,310. By contrast, in March 2011, masters prepared faculty earned an annual average salary of $72,028 (Factors contributing to the faculty Shortage). Because the United States is economically challenged, increased salaries for high educated nursing professionals may steer him or her toward faculty employment. Last, a resolution to gaining more nurses to consider faculty positions is to introduce academics early in his or her nursing career. Incorporating teaching throughout Associate Degree programs nd higher will appeal a more viable career option toward academic nursing. Economic Investments The nursing shortage detrimentally has discredited the health care system. Studies have revealed that nursing shortages contribute to non-desirable patient outcomes, medical specialty errors, and an increase in mortality rat es. Inadequate staffing issues were linked to increased patient mortality (American Nurses Association, 2011). Researchers have identified that federal investments in nursing education is needed. Hospitals and other medication institutions need to support educating future nurses and increase nurse efficiency.There is a need for innovative pathways in education toward bachelor and graduate studies in nursing in addition to incentives for recruitment of nursing faculty. Families and touch communities need to recognize the effects of nursing care has on the quality and safety of health care and be prepared to assist with cash in hand to support the need for higher education. The public should become involved with an misgiving that united is a stand, and divided the country shall fall in addition to taking a stand to demand better care of growing communities with longer lifespans.Conclusion Shortages of nursing faculty, placements in clinical settings, and nursing program classrooms account statement each year in every state in the congressional district report denying qualified candidates to nursing schools (National League of Nursing, 2010). Rising factors modify the nursing shortage is wages. Wages for nurses compared to past wages have magnanimous dramatically but still lag behind other health care professionals with equal education. Although many strategies have been initiated, there is no one strategy, or solution to the ongoing issue of a need for approximately 800,000 nurses needed by 2020 (American Nurses Association, 2011).Until communities, governments, hospitals, and other medical institutions, in addition to nursing programs take a united stand in promoting the future of quality health care, the United States will continue to experience a shortage in nursing. The key to producing qualified nurses is to employ more qualified faculty. A solution to this promotion should start within early nursing programs with teaching as a focus. This will help future nurses to admire the grandeur of helping patients in addition to helping new nurses grow in the nursing practice. References American Nurses Association. (2011). Nurse Faculty Shortages.Retrieved October 07, 2012, from American Nurses Association http//www. aacn. nche. edu/media-relations/fact-sheets/nursing-faculty-shortage Hinshaw, A. (2001, January 31). A Continuing Challenge The Shortage of Educationally Prepared Nursing Faculty. Retrieved October 07, 2012, from The Online ledger of Issues in Nursing 6(1). Manuscript 3. Available http//www. nursingworld. org/MainMenuCategories/ThePracticeofProfessionalNursing/workforce/NursingShortage/Resources/ShortageofEducationalFaculty. html Maryland Statewide Commission on the Crisis in Nursing. (2005, September 02). Nursing Faculty Shortage .Retrieved October 07, 2012, from Maryland Board of Nursing http//www. mbon. org/commission/nsg_faculty_shortage. pdf National League of Nursing. (2010, February). 2010 NLN Nurse Educator Short age Fact Sheet. Retrieved October 07, 2012, from National League of Nursing http//www. nln. org/governmentaffairs/pdf/nursefacultyshortage. pdf The Center for Health and Health Care in Schools. (2006, September). Thoughts on a Nursing Shortage. Retrieved October 08, 2012, from The Center for Health and Health Care in Schools http//www. healthinschools. org/News-Room/EJournals/Volume-7/Number-9/Thoughts-on-a-Nursing-Shortage. aspx