The goal of this study was to undertake a comprehensive examination in order to provide potential remedies to the global nursing professor shortage. To address or mitigate the shortage of nursing faculty, a meta-analysis was utilized to examine and critically evaluate the solutions given by key nursing organizations for alleviating or ameliorating the shortage of nursing faculty (Drennan and Ross, 2019). According to the authors, a scarcity of nursing professors at nursing schools throughout the world is causing a shortage of nurses in the United States and around the world.
In order to develop a plausible point of view on the issue, the authors performed a thorough review of several published resources. They searched for white papers and position statements in multiple databases using CINAHL, PubMed, and Google Scholar, among other resources. There were 62 articles that yielded 181 ideas. The responses provided in these publications were split into eight major categories (Drennan and Ross, 2019). These included more significant funding for nursing faculty positions in nursing schools, worldwide collaboration in nursing research activities, data consolidation, and increased funding for nursing research endeavors.
They observed that a convergence of factors, including global nurse migrations, a chronic devaluation of faculty by academic programs, a lack of incentives, and a drop in full-time equivalent faculty employment, among other things, is the cause of nursing faculty shortage. The outcomes of the research, according to the authors, show that a change in approach and direction is necessary to solve the lack of nurse educators (Drennan and Ross, 2019). The healthcare department might do this via the creation of new types of nursing education as well as the creation of a mutually beneficial service contract.
Article 2: Transition to nursing faculty: Exploring the barriers
This article will examine the progress achieved on previously planned efforts, such as extending nursing certificate and graduate programs and nurse educators, enhancing graduate student recruitment into faculty posts, and deferring the retirement of present nurses and professors (Bagley et al., 2018). This academic paper is a review of the literature that dives into the subject at hand. Additionally, the authors propose novel solutions to the problem, including expediting the transition from bachelor of science in nursing to doctor of philosophy curricula; ensuring that Advanced Practice Nurses are recruited into faculty roles while the faculty arranges for clinical practice time; and elevating the nursing career image to make it a prestigious profession (Bagley et al., 2018). Additionally, the authors advocated for developing a national certification program for nurse educators and the Department of Health and Human Services to collaborate with other healthcare authorities to resolve the problem (Bagley et al., 2018). The authors observed that linking the general nursing shortage to an absence of nurse educators improves the case for funding and public policy initiatives. The author concluded that some of the existing methods are successful (Bagley et al., 2018). Deferring faculty retirement, for example, has resulted in an estimated considerable increase in the United States’ nursing services shortage. Other practical approaches include expanding certificate and graduate nursing programs and aggressively recruiting graduate students for teaching positions.
Strategies used to address the organizational impact of Nurse Shortage.
As a first step, Advanced Practice Registered Nurses (APRNs) might be recruited to serve as adjunct faculty while faculty members negotiate clinical practice time with the administration. This will ensure that nursing schools always have sufficient nurse educators on their staff (Fraher and Brandt, 2019). Raising the public’s perception of nursing will increase nursing school enrollment, resulting in an increase in the number of people interested in pursuing a career in nursing. In turn, improved remuneration leads to increased demand for the profession, which in turn leads to more funding. In addition, extending the retirement age for nurses and faculty members would ensure that nurses who are currently working in the health care industry stay in the field for a more extended period of time, thereby decreasing the overall rate at which nurses are leaving the area (Drennan & Ross, 2019). Nurse turnover will reduce as the working environment improves, which will result in a reduction in the nursing shortage consequently (Fraher and Brandt, 2019). If the organization follows these procedures, our healthcare organization’s nurse shortage problem will be resolved.
References
Bagley, K., Hoppe, L., Brenner, G. H., & Weir, M. (2018). Tran
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