Factors Influencing Decline in Faculty Retention of the Clinical Nurses

Document Type:Thesis

Subject Area:Nursing

Document 1

Though this faculty is a promising career where many aspire to specialize in, it is faced with many challenges, compelling some to leave the faculty and look for other alternatives or offer poor services due to lack of motivation. It is therefore under this basis that the study will critically examine the hurdles associated with competitive faculty. Moreover, nursing career is very expensive to undertake compared to some careers, yet those who pursue it have a lot of expectation in the job market, contrary, they are poorly remunerated, the face poor working environment, they are scheduled a lot of duties and finally they lack flexibility and academic freedom in the career. The study will help nursing institutions in identifying factors that lead to a decline in factory retention so that they can work on them to ensure increased faulty retention.

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Factors influencing decline in faculty retention of the clinical nurses. Due to inadequate number of nurses to administer health care services, there is a likelihood of lack of specialization of job hence burden of many duties and responsibilities hence leaving no time for recreational time and home affairs. This may lead to workload dissatisfaction hence compelling the faculty members to leave this career path to seek other careers with green pastures elsewhere. Others quite the industry completely while others migrate to developed countries where the nurses work in their area of specialization and are fairly remunerated. (Bittner & O’Connor, 2012) Faculty members need to be acknowledged like any other civil servants. Appreciating their work of providing healthcare services to the public is very pivotal as not only motivates them but also encourages them to execute their mandates with more diligence and tenacity than before.

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The main reason behind this thought is that they receive a hostile welcome from the other faculty members where they are placed to work. Despite receiving cold welcome by the peer industry, they are also intimidated in other ways such as given temporary accommodation, isolation and other impediments which prevent them from delivering the services in a comfortable zone. These aspects are mainly triggered by ethnicity, tribalism among other factors. Therefore, the way the new nurses are welcomed in this industry matters a lot in retaining them since they are afresh from colleges and universities and their orientation plays a big role (Larsen, 2007) Similarly, providing an enabling environment to them will also increase the rate of retaining not only the new career beginners but also existing members.

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This will enhance mutual relationship to all the stakeholders of healthcare provision. In a nursing faculty, many nurses are poorly remunerated, forcing them to look for alternative jobs. This leads to decrease in faculty retention. Many organization wishes to retain their employees so as the nursing faculty yet salary paid to the employees, the incentives and benefits will determine whether the employees will remain working in an organization or they will leave to look for better payment (Carlson, 2015). Therefore, the lack of good pay to the nurses has caused a dramatic decrease in the faculty retention. Additionally, the faculty nursing teaching staffs has decreased at a very high rate due to low payment to the nursing teaching staffs. Therefore, overloading the nurses causes decrease in faculty retention since the nurses are looking for working environment where they can be autonomous (Omansky, 2010).

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Full-time nurses in the faculty are over-loaded with work compared to the workload given to part-time faculty teaching staffs. This makes the full-time employees to leave the faculty and seek for employment where they are not overworked (Omansky, 2010). Lack of flexibility in working environment also contributes to decrease in faculty retention in nursing institutions. Some nurses are flexible enough in that, they work for more institution either in part-time or full-time workers. In the nursing institution, faculty retention is very critical since it ensures that there is enough teaching staff that is equipped with knowledge, skills and experience to assist the nursing students to accomplish their goal of becoming professionals in nursing career. Therefore, an institution that does not focus on retaining their nursing staffs affects the nation as a whole since there will be a reduced number of nurses yet they are critical in every nation for ensuring health sector is effective.

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Additionally, the management of the nursing institutions should try their level best to ensure that they retain employees in the nursing faculty. Institutions should make use of the findings of this study in order to identify the factors that make their nursing employees to quit the job and start looking for other similar job in other institutions. Therefore, for every institution to ensure faculty retention, it must ensure that the remuneration to employees is directly proportional to the work they do, their working conditions is improves, there is job satisfaction and that there is flexibility of employees at workplace. C. Social presence, satisfaction, and perceived learning of RN-to-BSN students in web-based nursing courses.  Nursing Education Perspectives, 32(2), 115. Emerson, S. (2015, January). Embodiment of discrimination and overseas nurses’ career progression.

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