Running Head: ESSAY

Nursing Shortage

[Name of the Student]

[Name of the Institute]

[Date]
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Table of Contents

Introduction......................................................................................................................................3

Aging Workforce.............................................................................................................................3

Burnout............................................................................................................................................4

Nurse Turnover................................................................................................................................5

Consequences of Nursing Shortage.................................................................................................5

Interventions and Solutions.............................................................................................................6

Conclusion.......................................................................................................................................7

References........................................................................................................................................8
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Introduction

Across healthcare systems worldwide, a growing concern looms large: the nursing

shortage. At its core, this issue reflects a mismatch between the number of qualified nurses

available and the demands of modern patient care. Although nursing is recognized as one of the

most critical professions in healthcare, many systems are struggling to keep pace with rising

healthcare needs, particularly as populations age and chronic conditions become more prevalent.

Notably, the COVID-19 pandemic exposed and intensified existing weaknesses, pushing already-

stressed systems to a breaking point. Looking back, various events—economic shifts, workforce

attrition, and training bottlenecks—have all fed into this persistent gap. As the consequences

reverberate through health care facilities, the impacts become impossible to overlook. Patients

encounter postponements, personnel experience burnout, and organizations try to figure out a

way to resolve everything at once. This essay analyzes the key factors contributing to this

persistent problem: the retiring nursing workforce, burnout, and elevated attrition rates and

juxtaposes these with the impacts as well as the proactive plans to reinforce the nursing

workforce’s future’s enduring challenges.

Aging Workforce

A significant driver to increase the current nursing shortage is the aging workforce issue.

In certain healthcare systems, a significant share of nurses is approaching retirement age, leading

to a wave of exits that surpasses the available new graduates. Reports state that in some

countries, more than one third of nurses are aged above 50 years (Boniol et al., 2022). There are

two primary drawbacks of this trend: it diminishes the seasoned expertise in the profession and

coincides with increased healthcare needs from older patient populations. These nurses who have
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years of experience will lose their clinical wisdom and mentoring capabilities which newer staff

depend on. Adding to this is the reality that many nursing schools are functioning on limited

resources on account of a shortage of faculty and clinical placements accepting students (Noone

et al., 2025). This situation creates a bottleneck to scaling up training efforts to regain the

workforce. Addressing the issue has led some to recommend structured retirement or part time

positions for more senior nurses while allowing continued contribution in a teaching or

mentoring capacity. Such approaches could help mitigate the impact of retiring professionals on

the incoming nurses and ultimately soften the impact of seismic demographic shifts.

Burnout

Burnout continues to be a profound issue among nurses, acting as both a symptom and a

driver of the broader shortage. Characterized by ongoing emotional strain, mental exhaustion,

and a diminishing sense of purpose, burnout affects nurses across experience levels, though it

can be particularly intense among those working in high-stress environments. The pandemic

magnified these pressures, forcing many nurses to work extended shifts with limited breaks, all

while managing high patient volumes and tragic outcomes (Suran, 2023). Understandably, many

nurses began reconsidering their future in the profession. Research has linked burnout with

increased absenteeism, lower job satisfaction, and a greater intention to leave the field

(Khatatbeh et al., 2022). Newly graduated nurses, who often enter the workforce with limited

coping mechanisms and clinical confidence, are especially vulnerable (Xie et al., 2021).

Similarly, older nurses who’ve weathered decades of change report fatigue and disengagement

(Jiang et al., 2021). Tackling burnout requires systemic changes—improved nurse-to-patient

ratios, psychological support programs, and changes in leadership culture that genuinely
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prioritize well-being. Unless these root causes are addressed, burnout will likely remain a

persistent threat to the stability of the nursing workforce.

Nurse Turnover

Nurse turnover is another key issue intensifying the shortage. When nurses frequently

leave their roles—either to shift to less demanding areas or exit the profession altogether—

healthcare systems face disruptions that affect both care delivery and staff morale. The reasons

behind turnover are multifaceted, including job dissatisfaction, lack of advancement

opportunities, limited recognition, and the emotional toll of patient care (Dabaghi et al., 2024).

Nurses often cite feeling undervalued or unsupported by their employers, which can gradually

wear away at their motivation. In some regions, turnover is especially high among early-career

nurses, many of whom struggle to transition from academic settings to real-world clinical

environments (Aparício & Nicholson, 2020). In addition, large turnover can result in a cascading

impact—each exit increases the workload of the remaining employees which leads to more

burnout and resignations. This cycle makes retention appear much more difficult than it actually

is. Possible strategies are improvement of initial training, offering more structured continuing

education, and providing clear advance opportunities. Retention of seasoned employees not only

avoids recruitment expenses, but also maintains operational continuity and improves the

experience-based quality of patient care over time.

Consequences of Nursing Shortage

The problems caused by the shortage of nurses go well beyond the staffing issues. They

also impact the delivery of healthcare and safety issues with patients. When the nurse-patient
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ratio is disproportionate, patients may regularly experience delays in receiving care, lower

satisfaction and even medical complications. Understaffed wards are a potential source of stress

and errors which place patients and staff at risk (Machitidze et al., 2021). The remaining nurses

usually face overwhelming workloads which leads to fatigue and burnout, and increases the

likelihood of making errors. Financial implications are equally significant. Shifting the burden of

replacement on emerging contracts has immediate financial repercussions, significantly straining

hospital budgets. At the same time, short-term and agency staff threaten the continuity of care.

More broadly, these gaps hinder achieving universal health coverage and equitable access to

healthcare services (Boniol et al., 2022). A smaller nursing workforce translates to less time

allocated to patient education, fewer preventative care initiatives, and ultimately, greater costs for

health systems due to delays or oversights (systemic ripple effects).

Interventions and Solutions

Tackling the shortage of nurses requires action on the level of individual institutions,

national policies, and international coordination. Locally, hospitals have made strides in

encouraging positive practices by improving work conditions like workload equity, mental health

support, and fostering environments where nurses are appreciated. Strong management impacts

these perceptions greatly; when nurses feel their supervisors are adequately helpful and attuned

to their needs, retention usually improves (Pillay et al., 2022). Some creative interventions, like

policy hackathons, have even emerged to engage nurses in developing staffing solutions

themselves (Arter et al., 2025). On a broader scale, increasing the pipeline of trained nurses is

essential. Expanding nursing education programs, funding scholarships, and hiring more faculty

can help address training bottlenecks (Tamata & Mohammadnezhad, 2023). Governments also
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have a role to play in setting policies that make nursing more attractive—such as loan

forgiveness, wage improvements, and professional development incentives. In addition,

embracing technology, like digital charting tools or telehealth, may reduce administrative

burdens and give nurses more time with patients. The most effective strategies will likely be

those that blend practical support with long-term vision.

Conclusion

The nursing shortage is not simply a workforce dilemma—it is a critical public health

issue with widespread implications for healthcare quality, staff well-being, and patient outcomes.

Driven by an aging workforce, widespread burnout, and persistent turnover, the shortage presents

complex challenges that demand coordinated action. As explored in this essay, the consequences

are far-reaching, touching every aspect of healthcare delivery from patient safety to

organizational stability. Yet, while the situation is serious, it is not beyond repair. Solutions exist

—some already being tested in real-world settings—that offer hope for rebuilding and

reinforcing the nursing profession. From policy changes and educational reforms to

improvements in leadership practices at the organizational level, there is always room for

progress. The nursing shortage, as it turns out, is not simply a matter of workforce numbers; it is

an acknowledgment of the essential figure that a nurse embodies in maintaining the health and

resilience of a community. It constitutes a matter of healthcare's future.

References

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the mental health nursing workforce: a systematic review and thematic synthesis.

International Journal of Mental Health Nursing, 30(6), 1476-1497.

https://doi.org/10.1111/inm.12904

Aparício, C., & Nicholson, J. (2020). Do preceptorship and clinical supervision programmes

support the retention of nurses? British Journal of Nursing, 29(20), 1192-1197.

https://doi.org/10.12968/bjon.2020.29.20.1192

Arter, S., Cole, B., Logsdon, S., Ogle, K., Ressler, A., & Zwilling, E. (2025). Development and

Implementation of a Policy Hackathon to Address Nursing Staffing Issues. Policy,

Politics & Nursing Practice, 26(2), 110-116.

https://doi.org/10.1177/15271544251317196

Boniol, M., Kunjumen, T., Nair, T. S., Siyam, A., Campbell, J., & Diallo, K. (2022). The global

health workforce stock and distribution in 2020 and 2030: a threat to equity and

‘universal’ health coverage? BMJ Global Health, 7(6), e009316.

https://doi.org/10.1136/bmjgh-2022-009316

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80-89. https://doi.org/10.1186/s12913-025-12228-4

Cousin, L., Bowen, C., Behar-Horenstein, L., Lyon, D., & Martinez, K. (2025). Pathways to

nurse development and retention: development of an academic/community-engaged

partnership. BMC Nursing, 24(1), 381-388. https://doi.org/10.1186/s12912-025-03011-1

Dabaghi, S., Nabizadeh-Gharghozar, Z., & Amanibani, A. (2024). Intention to Leave the

Profession in Nursing: A Hybrid Concept Analysis. Journal of Caring Sciences, 13(4),

256-266. https://doi.org/10.34172/jcs.33244

Jiang, H., Huang, N., Jiang, X., Yu, J., Zhou, Y., & Pu, H. (2021). Factors related to job burnout

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https://doi.org/10.7717/peerj.12333

Khatatbeh, H., Pakai, A., Al‐Dwaikat, T., Onchonga, D., Amer, F., Prémusz, V., & Oláh, A.

(2022). Nurses’ burnout and quality of life: A systematic review and critical analysis of

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Machitidze, M., Nikoleishvili, E., & Gogashvili, M. (2021). Factors Affecting Nurses’ Shortage–

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