Don’t come up short.


Don’t come up short T hank you for publishing “Save Our Ship: Steering Clear of a Manager Shortage” by Janne Dunham-Taylor, PhD, RN, in the June issue. This article gives a perspective as to why there’s a nurse manager scarcity. It’s predicted that an estimated 75% of current nurse leaders are planning to retire between 2010 and 2020. As an administrative supervisor of a large metropolitan hospital, I see how nurse managers throughout my organization have to cope with the stressors of their role without proper training or education. I believe direct care nurses don’t see the role of nurse manager as an attractive job, and the current nursing shortage will also contribute to this situation. Beneficial advice to offer institutions is to grow their own nurse managers and provide a nurse manager internship for future nurse leaders. When you provide a culture of engaging leadership, you produce confident and effective leaders. It’s important for senior leaders to assume the role of providing managers with the proper training and support to aid in their success and increase the attraction to the manager role. Sometimes an organization needs to spend money to make money. Again, thank you for publishing this article.

DOI: 10.1097/01.NUMA.0000434463.88298.f0

Cite this paper

@article{King2013DontCU, title={Don’t come up short.}, author={Sharon E Ed King and Paula R. Cox}, journal={Nursing management}, year={2013}, volume={44 10}, pages={8} }