ABSTRACT
As the US population ages, the increasing prevalence of chronic disease and complex medical conditions will have profound implications for the future health care system. We projected future prevalence of selected diseases and health risk factors to model future demand for health care services for each person in a representative sample of the current and projected future population. Based on changing demographic characteristics and expanded medical coverage under the Affordable Care Act, we project that the demand for adult primary care services will grow by approximately 14 percent between 2013 and 2025. Vascular surgery has the highest projected demand growth (31 percent), followed by cardiology (20 percent) and neurological surgery, radiology, and general surgery (each 18 percent). Market indicators such as long wait times to obtain appointments suggest that the current supply of many specialists throughout the United States is inadequate to meet the current demand. Failure to train sufficient numbers and the correct mix of specialists could exacerbate already long wait times for appointments, reduce access to care for some of the nation's most vulnerable patients, and reduce patients' quality of life.
Subject(s)
Health Services Needs and Demand/trends , Health Services for the Aged , Public Policy/trends , Adult , Aged , Chronic Disease/epidemiology , Female , Forecasting , Humans , Male , Middle Aged , Patient Protection and Affordable Care Act , Prevalence , Risk Factors , United States/epidemiology , WorkforceABSTRACT
Pursuit of high-quality care depends, in part, on hospital leaders' ability to retain an experienced RN workforce. Yet, 55% of nurses plan to retire between 2011 and 2020, heightening the need to identify proven retention strategies. Findings from 7 case studies conducted at hospitals and nonhealthcare organizations publicly recognized for success retaining experienced employees are summarized. The authors conclude that although the mix of retention strategies varies, all top-performing organizations share common success factors.
Subject(s)
Nursing Staff, Hospital/supply & distribution , Personnel Selection , Personnel Staffing and Scheduling , Personnel Turnover , Education, Nursing, Continuing , Health Services Needs and Demand , Humans , Job Satisfaction , Nursing Staff, Hospital/organization & administration , Organizational Case Studies , Organizational Culture , Population Dynamics , United StatesABSTRACT
Nurses need to acquire new leadership skills to meet the demands of their positions. Until recently, the healthcare industry has focused on continuing education to meet licensure requirements and to achieve advanced clinical certifications. Given increasingly complex leadership challenges, we are seeing the emergence of leadership development programs designed to enhance leadership effectiveness in the service of broader strategic objectives. By learning more about these opportunities, nurse executives can make better decisions for themselves and other nursing colleagues.
