Analysis of a Pertinent Healthcare Issue

Analysis of a Pertinent Healthcare Issue

The Quadruple Aim provides broad categories of goals to pursue to maintain and improve healthcare. Within each goal are many issues that, if addressed successfully, may have a positive impact on outcomes. For example, healthcare leaders are being tasked to shift from an emphasis on disease management often provided in an acute care setting to health promotion and disease prevention delivered in primary care settings. Efforts in this area can have significant positive impacts by reducing the need for primary healthcare and by reducing the stress on the healthcare system.

Changes in the industry only serve to stress what has always been true; namely, that the healthcare field has always faced significant challenges, and that goals to improve healthcare will always involve multiple stakeholders. This should not seem surprising given the circumstances. Indeed, when a growing population needs care, there are factors involved such as the demands of providing that care and the rising costs associated with healthcare. Generally, it is not surprising that the field of healthcare is an industry facing multifaceted issues that evolve over time.

In this module’s Discussion, you reviewed some healthcare issues/stressors and selected one for further review. For this Assignment, you will consider in more detail the healthcare issue/stressor you selected. You will also review research that addresses the issue/stressor and write a white paper to your organization’s leadership that addresses the issue/stressor you selected.

To Prepare:

• Review the national healthcare issues/stressors presented in the Resources and reflect on the national healthcare issue/stressor you selected for study.
• Reflect on the feedback you received from your colleagues on your Discussion post for the national healthcare issue/stressor you selected.
• Identify and review two additional scholarly resources (not included in the Resources for this module) that focus on change strategies implemented by healthcare organizations to address your selected national healthcare issue/stressor.

The Assignment (2-3 Pages):

Analysis of a Pertinent Healthcare Issue

Develop a 2 to 3 page paper, written to your organization’s leadership team, addressing your selected national healthcare issue/stressor and how it is impacting your work setting. Be sure to address the following:

• Describe the national healthcare issue/stressor you selected and its impact on your organization. Use organizational data to quantify the impact (if necessary, seek assistance from leadership or appropriate stakeholders in your organization).
• Provide a brief summary of the two articles you reviewed from outside resources on the national healthcare issue/stressor. Explain how the healthcare issue/stressor is being addressed in other organizations.
• Summarize the strategies used to address the organizational impact of national healthcare issues/stressors presented in the scholarly resources you selected. Explain how they may impact your organization both positively and negatively. Be specific and provide examples.

Expert Answer and Explanation

Analysis of the Nursing Shortage and Its Impact on Healthcare Organizations

The national healthcare issue of the nursing shortage has turned out to be a hard nut to crack in the healthcare fraternity. This shortage has ripple effects on health organizations through the following consequences: increased staff workloads, compromised patients, and financial burdens. The demand for nurses has remained high, and this is expected to increase in the coming years because of issues such as aging populations and high turnover rates. This paper aims to discuss the nursing shortage, the effects it has on organizations, and measures that other organizations are taking to mitigate the problem. The results will also be applied to make recommendations on reducing the impact of this shortage in our organization.

The Nursing Shortage and Its Impact on the Organization

The selected healthcare issue/stressor is nursing shortage. The shortage of nurses is a major concern in the nation’s healthcare system since it impacts most of the hospitals and healthcare centers in the United States of America. The American Nurses Association (ANA), in its 2023 report, reveals a shortage of RNs, with the Bureau of Labor Statistics estimating that over 200,000 new nurses will be required annually to fill the positions. In particular, this shortage has resulted in several problems in our organization. For instance, nursing positions have been open, causing increased pressure on those employed.

Thus, they suffer from fatigue and are likely to make mistakes. Patient satisfaction scores have decreased because people are waiting longer to see the doctor and not receiving the attention they deserve. In the financial aspect, the organization has had to hire employees from temporary staffing agencies, which has proved very costly to the firm’s budget. Based on the organizational data, we have found that the turnover rate of the nursing staff is higher than the national average of 16%. This high rate of turnover has aggravated recruitment and retention problems.

Summary of Articles on the Nursing Shortage and How to Adrress It

The nursing shortage is now a world concern and has been felt in almost all healthcare fields, including oncology. Tamata et al. (2023) synthesized current literature to determine factors contributing to the shortage, including policy and planning failures, inadequate capacity in nursing education, high turnover rate, and burnout. It is important to note that solving these problems requires more effort and multi-faceted interventions, including increasing the number of nursing schools, offering incentives, and enacting policies to address workload and stress. These solutions are intended to address the nursing shortage issue while providing the best care to patients.

In the same manner, Challinor et al. (2020) focused on the workforce in oncology nursing. They point out that the increasing incidence of cancer also enhances the need for oncology nurses while the stock of specialized nurses is declining. The authors provide strategies like increasing global cooperation for developing oncology nursing curricula, increasing access to continuing education in oncology nursing, and sharing tasks with other healthcare professionals. These steps are taken to enhance the workforce and help the patient.

Each article emphasizes that an effective approach to addressing the nursing shortage requires interventions at organizational and policy levels. While Tamata et al. investigate more general systemic concerns, Challinor et al. zoom into oncology nursing, calling for international cooperation and creativity in addressing workforce challenges.

Potential Impact on Our Organization

The measures to tackle the nursing shortage could have the following implications for our organization: Such strategies as nurse residency programs could result in lower turnover rates and increased levels of confidence among the workforce. However, initial investment in training and mentoring is required, which can be burdensome to the company’s cash flow. Likewise, using technology to streamline the workflow will increase effectiveness and decrease staff stress, but the use may take time to be accepted by staff due to the change in workflow; hence, the change of new technologies may initially have low acceptance rates among the staff.

On the positive side, promoting a supportive organizational culture and increased satisfaction at work could enhance nurse retention, reduce absenteeism, and ultimately produce improved patient care. That said, if not well executed, these strategies could lead to burnout of the leadership and management teams who are expected to spearhead these changes and handle the day-to-day challenges occasioned by the shortage of nurses.

Conclusion

The scarcity of nurses is another major problem in healthcare facilities nationwide, including our health facilities. The shortage results in increased workloads, high turnover rates, and, therefore, compromised quality of care. Nonetheless, this shortage has been managed using strategies like the nurse residency program, technology, and promoting a healthy working environment. Even though these strategies may involve a lot of capital and time to implement, the benefits likely to be accrued in terms of increasing nurse retention, reducing burnouts, and improving patient care outcomes are potential benefits that make these strategies worthwhile to achieve nursing shortage in our organization.

To this effect, it is crucial that our leadership team act and employ these strategies to guarantee that our organization delivers high-quality care despite the existing nursing shortage.

References

American Nurses Association. (2023). Nursing shortage statistics. https://www.nursingworld.org

Challinor, J. M., Alqudimat, M. R., Teixeira, T. O., & Oldenmenger, W. H. (2020). Oncology nursing workforce: Challenges, solutions, and future strategies. The Lancet Oncology, 21(12), e564-e574. https://doi.org/10.1016/S1470-2045(20)30505-8

Tamata, A. T., & Mohammadnezhad, M. (2023). A systematic review study on the factors affecting shortage of nursing workforce in the hospitals. Nursing Open, 10(3), 1247–1257. https://doi.org/10.1002/nop2.1434

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Analysis of a Pertinent Healthcare Issue: The Nursing Shortage Crisis

The nursing shortage represents one of the most critical healthcare challenges facing the United States today. This pertinent healthcare issue has far-reaching implications for patient care quality, healthcare system sustainability, and the overall wellbeing of the nursing workforce. Understanding the scope, causes, and evidence-based solutions to this crisis is essential for healthcare leaders, policymakers, and nursing professionals working to address this pressing concern.

Current State of the Nursing Shortage

National Projections and Statistics

The magnitude of the nursing shortage in the United States is both significant and concerning. According to the Health Resources and Services Administration (HRSA), there is a forecasted deficit of 78,000 full-time registered nurses (RNs) by 2025 and 63,000 by 2030 (MASC Medical, 2024). More alarming projections suggest that the gap between nursing supply and demand is expected to be equivalent to 200,000 to 450,000 vacant nursing positions by 2025 (Research.com, 2025).

The U.S. Bureau of Labor Statistics reinforces these concerns, projecting that more than 275,000 additional nurses are needed from 2020 to 2030 (National Center for Biotechnology Information, n.d.). This shortage is not merely a temporary phenomenon but represents a sustained challenge that has been building since the late 1990s and is projected to reach critical levels by 2025 (Ohio University, 2025).

State-Level Variations

The nursing shortage is not uniformly distributed across the United States. California faces the largest projected shortfall, with an estimated deficit of 65,000 nurses by 2037 (University of St. Augustine for Health Sciences, 2024). Other states expected to face particularly severe shortages include Washington and Georgia, while states like North Dakota, South Dakota, and Utah have a surplus of nursing staff compared to demand (MASC Medical, 2024; North American Community Hub, 2025).

Hospital Impact and Vacancy Rates

The nursing shortage has directly impacted hospital operations across the country. While there has been some improvement, as of 2024, 47.8% of hospitals reported a vacancy rate higher than 10%, which represents a significant improvement from 81.3% in 2022 (People Element, 2024). This improvement, while encouraging, still indicates that nearly half of all hospitals continue to struggle with significant nursing staff shortages.

Contributing Factors to the Nursing Shortage

Demographic and Workforce Challenges

Several interconnected factors contribute to the current nursing shortage crisis. The shortage is primarily driven by high demand and low supply, resulting from an aging population needing more care for chronic conditions, workforce cutbacks, and the rate of retiring nurses outpacing new ones entering the field (Rockhurst University, n.d.).

The aging Baby Boomer generation presents a dual challenge: not only are more healthcare services needed as this population ages, but many experienced nurses from this generation are also retiring, creating both increased demand and decreased supply simultaneously (Ohio University, 2025).

Educational and Training Barriers

Nursing schools across the country are struggling to expand capacity to meet the rising demand for care (American Association of Colleges of Nursing, n.d.). This educational bottleneck prevents the healthcare system from adequately preparing new nurses to enter the workforce, perpetuating the shortage cycle.

Workplace Stress and Burnout

The COVID-19 pandemic pushed many nurses to their limits and beyond (MASC Medical, 2024), accelerating burnout and early retirement among nursing professionals. Workplace stress, inadequate staffing ratios, and challenging working conditions have contributed to high turnover rates and difficulty retaining experienced nurses.

Evidence-Based Practice Solutions

Educational Incentives and Career Development

Research supports several evidence-based approaches to addressing the nursing shortage. Creating programs that incentivize students to enroll in nursing school, complete their studies, and continue their education to upgrade their skills and careers represents one effective strategy for increasing enrollments and combating the nursing shortage (University of St. Augustine for Health Sciences, 2024).

Workplace Innovation and Support Systems

Evidence-based strategies such as developing nursing leadership, supporting nurses in the workplace, and increasing productivity through workplace innovation can be implemented to address the nursing shortage and improve patient outcomes (NursingBird, 2024). These approaches focus on creating sustainable work environments that retain existing nurses while attracting new talent to the profession.

Comprehensive Recruitment and Retention Strategies

Solutions to nursing shortages must focus on the motivation of nurses and incentives to recruit and retain them, encouraging them back into nursing, as well as on the broader supply/demand planning framework (PMC, n.d.). This comprehensive approach addresses both immediate staffing needs and long-term workforce sustainability.

Implications for Healthcare Delivery

The nursing shortage has cascading effects throughout the healthcare system. Insufficient nursing staff leads to increased workloads for remaining nurses, potentially compromising patient care quality and safety. Higher nurse-to-patient ratios have been associated with increased patient mortality rates, longer hospital stays, and higher rates of healthcare-associated infections.

Furthermore, the shortage places additional strain on healthcare budgets as organizations resort to expensive temporary staffing solutions and overtime compensation to maintain adequate coverage. This financial pressure can limit resources available for other critical healthcare initiatives and improvements.

Future Outlook and Recommendations

While recent data suggests some improvement in nursing vacancy rates, the fundamental challenges driving the shortage persist. Current projections show nursing shortages easing, though the gap between supply and demand remains significant (Vivian Community Hub, 2025).

To effectively address this pertinent healthcare issue, a multi-faceted approach is required:

1. Policy-Level Interventions: Support legislation that increases funding for nursing education and creates incentives for nursing career advancement.
2. Educational Capacity Expansion: Invest in nursing school infrastructure and faculty development to increase the number of qualified nursing graduates.
3. Workplace Environment Improvements: Implement evidence-based practice changes that improve nurse job satisfaction, reduce burnout, and promote career longevity.
4. Technology Integration: Leverage healthcare technology to improve nursing efficiency and reduce administrative burden.
5. Comprehensive Workforce Planning: Develop long-term strategies that align nursing supply with projected healthcare demand.

Conclusion

The nursing shortage represents a critical healthcare challenge that requires immediate attention and sustained action. With projections indicating significant shortfalls in the coming years, healthcare organizations, educational institutions, and policymakers must collaborate to implement evidence-based solutions. The health and wellbeing of patients, as well as the sustainability of the healthcare system, depend on our collective ability to address this pertinent healthcare issue effectively.

Success in addressing the nursing shortage will require commitment to evidence-based practice approaches, investment in nursing education and workplace improvements, and recognition of the vital role nurses play in healthcare delivery. Only through comprehensive, coordinated efforts can we hope to resolve this crisis and ensure adequate nursing care for future generations.

References

American Association of Colleges of Nursing. (n.d.). Nursing shortage fact sheet. https://www.aacnnursing.org/news-data/fact-sheets/nursing-shortage

MASC Medical. (2024, August 9). 2024 U.S. nursing shortage: Current trends, impacts, and effective solutions. https://mascmedical.com/2024-u-s-nursing-shortage-current-trends-impacts-and-effective-solutions/

National Center for Biotechnology Information. (n.d.). Nursing shortage – StatPearls. https://www.ncbi.nlm.nih.gov/books/NBK493175/

North American Community Hub. (2025, January 14). Top 5 states with the highest demand for registered nurses in 2025. https://nchstats.com/states-highest-demand-registered-nurses/

NursingBird. (2024, February 1). Nursing shortage and change project. https://nursingbird.com/nursing-shortage-and-change-project/

Ohio University. (2025, January 7). Nursing shortages: A threat to patient care. https://www.ohio.edu/news/2024/11/nursing-shortages-threat-patient-care

People Element. (2024, July 19). Nursing shortage 2024 statistics. https://peopleelement.com/blog/nursing-shortage-2024-statistics/

PMC. (n.d.). Solving nursing shortages: A common priority. https://www.ncbi.nlm.nih.gov/pmc/articles/PMC2858425/

Research.com. (2025). The U.S. nursing shortage: A state-by-state breakdown for 2025. https://research.com/careers/us-nursing-shortage

Rockhurst University. (n.d.). The top 3 consequences of the nursing shortage in 2024. https://onlinedegrees.rockhurst.edu/blog/consequences-nursing-shortage-solutions

University of St. Augustine for Health Sciences. (2024, December 30). Nursing shortage: A 2024 data study reveals key insights. https://www.usa.edu/blog/nursing-shortage/

Vivian Community Hub. (2025, February 18). A crisis by the numbers: Nursing shortages in 2025 by state. https://www.vivian.com/community/industry-trends/nursing-shortage-by-state/