Labor Statistics

Discussions are designed to promote dialogue between faculty and students, and students and their peers. In discussions students:
Demonstrate understanding of concepts for the week
Integrate scholarly resources
Engage in meaningful dialogue with classmates
Express opinions clearly and logically, in a professional manner
Use the rubric on this page as you compose your answers.


According to the US Bureau of Labor Statistics (as cited in American Association of Colleges of Nursing, 2019), over 200,000 new RNs will be needed each year through 2026 to replace nurses who retire and to fill new positions. National Council of State Boards of Nursing and The Forum of State Nursing Workforce Centers (as cited in American Association of Colleges of Nursing, 2019) reported that about 51% of today’s RNs are 50 years old or older. These are dramatic numbers and represent a challenge for future nurse leaders and managers.

If you were a nurse leader or manager, how would you retain the nurses you have? How would you recruit additional nurses? In your opinion, what do you think the future of the nursing workforce will look like in 50 years?

Your discussion post should look like:

Paragraph one: How would you retain the nurses you have?
Paragraph two: How would you recruit additional nurses?
Paragraph three: What do you think the future of the nursing workforce will look like in 50 years?
Resources: Where did you find your data?





American Association of Colleges of Nursing. (2019). Fact sheet: Nursing shortage.

This is a discussion which can be short and simple, besides discussion i need a reply to this following student:

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Ryan Morneault
Ryan Morneault
Dec 16 at 9:24am
Manage Discussion Entry

Rachael and Professor Moxley

I feel that money is just one way we can reward staff for their commitment and certification. some of the other ways we can accomplish this are, providing them with more autonomy, and rewarding them with recognition for their credentials and certifications. I know when I became VA-BC certified and started placing invasive lines one of the proudest moments is when the organization placed my picture in the provider pamphlet that we hand out to patients along side the physicians, and other providers thus indicating that I was a provider of specialized care. This went a long way to increasing my job satisfaction. I am constantly looked to as a resource by providers and other nursing staff for information on line selection and maintenance. This respect and value that is placed upon my knowledge is another huge job satisfier. Administration involves me and my team in decisions about anything vascular access related when developing policy, this makes us influencers of care in our organization and shows that our opinion and expertise are greatly valued. All ofthese things are great influencers of satisfaction which leads to retention, and none cost a cent. I have seen that nurses that are happy with their jobs will actually forgo more pay at a less satisfying job. I have done it myself.


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