Canada’s Nursing Shortage
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Canada’s Nursing Shortage
According to a 2013 report by Statistics Canada, the population of Canada is acutely growing. A rapidly expanding population requires a large enough nurse workforce to provide high-quality medical care to everyone in need. According to the Caldwell (2019), Canada will face a nurse shortage of 100,000 by 2025. In Canada, there is a shortage of internationally educated nurses who are unemployed, and many of these nurses are moving to the United States. Internationally Educated Nurses make up about 11 percent of Ontario’s registered nursing workforce. According to Caldwell (2019), 11 percent of Ontario’s registered nursing staff are international educated nurses. After migrating to Canada, most IENs cannot find work because of the country’s inconsistent nursing education and the difficulty of passing the country’s stringent language requirements and license examinations.
Healthcare relies heavily on nurses, who make up most of the profession. One of the biggest obstacles to assuring the effectiveness of the healthcare system is a worldwide lack of nurses (Donnell, Livingstone & Bartam, 2012). Nursing personnel and patient outcomes are becoming the focus of global concern. As a result of the COVID-19 epidemic, the world has entered a dangerous period. One of the challenges to establishing an efficient healthcare system is the scarcity of medical personnel with the necessary training, particularly nurses. The need for nurses has skyrocketed in Canada, yet the country is already suffering from a shortage, which will only worsen.
Background
Nurses have been working less since the early 1990s. Between 1992 and 1998, the number of RNs fell by 28%. The proportion of LPNs laid off fell three-fold. Even though most provinces have experienced both over-and under-supply RNs, some are still short of LPNs. The nursing job market is in a state of flux. What’s new is the steep fall of freshly graduated and working Canadian nurses. Since 2000, fewer people have been applying for training programs, which is expected to continue (Gelinas, 2017). Due to massive layoffs and a poor working climate, many RNs are believed to have relocated or abandoned nursing. In 1999, over 10% of RNs who graduated in 1995 worked as nurses. Loss of governmental and financial funding for nursing schools may affect future RN supply.
The nurse shortage is caused by a lack of planning, money, and competent new personnel. However, developing effective and efficient recruitment and retention strategies is crucial. Nurses in their twenties and thirties are leaving the profession in droves. Recruiting new nurses is also hampered by the aging baby boomer population. Shorter hospital stays and increased patients requiring highly specialized care have increased the demand for nurses. Nurses are in great need, yet supply is short (Gelinas, 2017). Understaffing affects patient fatalities, duration of hospital stay, and significant health issues, including pneumonia and gastrointestinal bleeding, which are aggravated or difficult to cure. Unwanted effects on patients result in higher expenditures for both the organization and the patients.
Meaning and Purpose
Two ways to describe the nurse shortage. Insufficient nurses harm nursing standards. Administrators are baffled about how many nurses are required to offer optimal care. To put it another way, there aren’t enough nurses in the workforce, and there’s not enough money to create new ones. As a consequence, defining the nurse shortage is problematic. Instead of focusing on the number of nurses, Glance et al. (2012), proposes that the nursing shortage be explained by the health system’s ability to support nurses’ performance. The global nurse shortage is impeding health system efficiency. There is a direct correlation between nurse shortages and healthcare quality. A nursing crisis that cannot be handled at the provincial, national, or global level would harm healthcare coverage.
Advantages and Obstacles to Overcome
The Advantages of Nursing Shortage
Whenever there is a shortage of nurses, the value of nurses is highlighted (Gelinas, 2017). As healthcare administrators recognize and reward frontline nurses and managers’ efforts, their popularity, and acceptance among the healthcare workforce grow. The lack of nurses highlights the issue of ineffective staff (Gelinas, 2017). Employees who fail to meet targets or standards of care have recently come under scrutiny. Both the benefits and risks of workplace safety are well-known. Poor colleague performance leads to resentment and turnover, increasing tasks for other team members. Poor workplace role