Management

Running Head: MANAGEMENT

Management

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Introduction
In recent times, different approaches are used by the nursing leaders and managers to
solve the issues of hospital practices in an effective and proper manner. Moreover, for this paper
the nurse turnover issue is selected that is faced by a hospital. At the same time, this research
paper describes that how this issue impacts on the success or performance of the hospital. In
addition, this paper also compares and contrasts different theories, principles and skills would
use by expect nursing leaders and managers to approach the nurse turnover issue. It also
identifies the best fits personal and professional philosophy of nursing and best fit approach to
solve this issue that is also suited to nursing leader and managers personal leadership style.
Nurse Turn-Over Issue
Relationships, staffing and personal reasons are the main three causes of the high nurse
turnover in the healthcare organization. Relationships among the nurses and between nurses and
physicians or managers are contributing to the increase or decrease of nurse turnover in a
hospital. Moreover, staffing issues such as some nurses believed that they are receiving
inequitable assignments and some believed in the organization have not proper staffing levels, so
that these issues can lead to nurse turnover in healthcare organization (Punke, 2013).
Furthermore, due to some personal reason nurses leave hospital. These reasons are the
main cause of the nurse turnover in a hospital. Nurse turnover is related to recurring issues that
majorly impacts on the profitability and performance of the health care organizations. Moreover,
nurse turnover impacts directly on the performance and profit of the health care institutes, so the
nursing leaders and managers would be focused on stopping nurse turnover and retain nurses in
the organization (Steel, 2002). In addition, nurses played major role in delivering patient care at

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any hospital, so the leaders and managers focuses on retain or maintain talented and experienced
nurses to provide higher quality care services of the patients.
Compare and Contrast Different Theories, Principles, Skills Would Use By Nursing
Leaders/Managers to Approach Nurse Turn-Over Issue
Nursing leaders or managers would use the different theories, principles and skills or
approach to reduce nurse turnover. Nursing leaders or managers would use their communication
skills and two way communication theories in order to maintain a relationship with nurses to
approach nurse turnover. Proper way of communication and utilization of communication skills
would help nursing leaders or managers to understand and identify issues of nurses, so they can
able to solve them and improve relationship with nurses to reduce turnover of nurses (Wright,
Bretthauer & Ct, 2006).
In addition, another way is nursing leaders or managers can improve relationships and fix
nurse turnover problems through survey. Nursing leaders or managers would conduct employee
satisfaction surveys on a regular basis that can help them to identify that nits are satisfied or not.
Moreover, in the case of low satisfaction, survey data or information would help the nursing
leaders or managers to identify pinpoint of the problem, so they can able to take steps to fix the
nurse turnover issue (Punke, 2013). A nurse satisfactory survey would be appropriate practices of
the nursing leaders or managers to identify the issues between the nurses and solve these issues
to improve relationship with the nurses and retain the nurses in the healthcare organization.
At the same time, nursing leaders or managers would use software-based staffing system
to solve the staffing issues and prevent the staff turnover. The software controlled staffing and
scheduling of the hospital staff that reduce the probability of inequitable assignments and
discriminations between the stuff that can lead to reduce turnover of nurses in hospital.

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Moreover, through the use of software in staffing the nursing, leaders or managers would reduce
nursing staffing mistakes that can reduce turnover of nurses (Pham & Klinkert, 2008). Software
based staffing system would help nursing leaders or managers to reduce probability of staffing
that prevent nurse turnover in health care organization.
Moreover, due to some personal regions nurses leave a hospital such as when they get
high burden of work and take care of many high risk patients. Nursing leaders or managers
would try to prevent fatigue duty through making sure that nurses could not be worked with high
risk patients on every shift or every day, the burden is low, shifts and changes their shift in
different wards to maintain the interest of nurses in their job and reduce the turnover of nurses.
Nursing leaders or managers would try to reduce risk and work burden of nurses to prevent the
nurse turnover (Strachota, et al., 2003). This technique will help nursing leaders or managers to
keep nurses long-term, save money and maintain the quality of health care services with high
patient satisfaction.
Best Fits Approach
On the basis of the above described approaches, selects the best approach that best fits on
leader or manager personal and professional philosophy of nursing and their personal leadership
style. On the basis of above discussed approached, the nursing leader / manager would be used of
its communication skills and proper two way communication theories to maintain relationship
and reduce turnover of nurses in a hospital. Nursing leader or manager would be used their
communication skills to understand view of nurses related practices and process to identify the
problems faced by the nurses during doing its jobs and in the hospital (Boyle & Kochinda, 2004).

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After identifying the issues or problems of nurses through communicate them, the
nursing leader or manager would take actions to solve these issues and provide motivation and
job satisfaction of the nurses that can lead to reduce nurse turnover in health care organizations.
In addition, proper two-way communication technique would be the most appropriate
approach of personal and professional philosophy of nursing and personal leadership style of
nursing manager or leader to improve the relationship and coordination between the nurses to
deliver quality health care services of the patients. Moreover, proper two-way communication is
essential aspects to reduce conflicts between the top and lower level that can lead to reduce
turnover and maintain a working culture in health care organization (Apker, Propp & Zabava
Ford, 2009). So, proper two way communication theories and communication skill would be a
best fit approach in nursing leader or manager's personal leadership style to approach turnover
issues in a hospital.

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References
Apker, J., Propp, K. M., & Zabava Ford, W. S. (2009). Investigating the effect of nurseteam
communication on nurse turnover: Relationships among communication processes,
identification, and intent to leave. Health Communication, 24(2), 106-114.
Boyle, D. K., & Kochinda, C. (2004). Enhancing collaborative communication of nurse and
physician leadership in two intensive care units. Journal of Nursing Administration,
34(2), 60-70.
Pham, D. N., & Klinkert, A. (2008). Surgical case scheduling as a generalized job shop
scheduling problem. European Journal of Operational Research, 185(3), 1011-1025.
Punke, H. (2013). 3 Biggest Causes of Nurse Turnover. Retrieved from:
www.beckershospitalreview.com/workforce-labor-management/3-biggest-causes-ofnurse-turnover.html
Steel, R. P. (2002). Turnover theory at the empirical interface: Problems of fit and function.
Academy of Management Review, 27(3), 346-360.
Strachota, E., Normandin, P., OBrien, N., Clary, M., & Krukow, B. (2003). Reasons registered
nurses leave or change employment status. Journal of Nursing Administration, 33(2),
111-117.
Wright, P. D., Bretthauer, K. M., & Ct, M. J. (2006). Reexamining the nurse scheduling
problem: Staffing ratios and nursing shortages. Decision Sciences, 37(1), 39-70.