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Effective Approaches to Leadership EssayThere is talk that the nurse shortage is over, but the facts show that there is a substantial nursing shortage which is projected to step forward over the next several(prenominal) years. This fact alone forget increase the demand on the be nurses leading to nurse burn out and increased deviateover rates. Nurses are the largest group of health fear professionals in America, but the majority of the nurses are close to retirement age (Institute of Medicine IOM, 2010).This paper will address the issue of nursing shortage, nurse turnover and how nurse leaders and managers are approaching these issues, along with the personal and professional philosophy of nursing of the author of this paper. There are many reasons why a nursing shortage exists, and why it is only going to get worse over the next several years. The median age of the nursing work force is 46 years of age and almost 50 pct of all nurses are close to retirement, which will su bstantially impact the nursing shortage (American Nurses Association, 2013).The Affordable financial aid Act of 2010 ensures that every American have access to affordable health care (U. S. Department of health Human Services, 2013). This places an additional demand for nurses, and further increases the shortage. The results of the advances in medicine has increased the average life span, increase the number of people living with chronic illness, and also increasing patient acuity levels which in turn increases the demand for advanced educated practioners.Nursing colleges and universities across the county are struggling to expand their enrollment levels in order to meet the rising demand for nursing care (American Association of Colleges of Nursing, 2012). Reductions in nursing budgets unitedly with the growing nursing shortage has resulted in nurses working more, taking care of sicker patients and at risk for make mistakes. This further complicates the nursing shortage as thi s type of environment only drives the current nursing force away from the bedside.The current Registered Nurse turnover rate is 14% (American Association of Colleges of Nursing, 2012). One incentive that trouble and leadership nurses should be aspiring to is Magnet Status. The American Nurses Association in 1990 developed the Magnet emplacement in an effort to reward hospitals that attract and retain nurses who demonstrate excellence in nursing coiffe (American Nurses Credentialing Center, 2013).