Below, I have  two discussion posts from 2 of my classmates and I need one response for each post. Response must be at least 7 sentences and should contain 2 citations in APA style, thank you. Student 1 Nursing shortages are not a new concept. As the Baby boomers age and more nurses retire, nurses' needs will intensify (American Association of Colleges of Nursing [AACN], 2021). The nursing industry is expected to increase 7% by 2029, with an estimated 175,900 RN openings each year through 2029 (AACN, 2021). Nursing shortages are multifactual. Nursing shortage factors include: nursing school enrolment is not growing with the demand, a significant portion of nurses are nearing retirement age, and insufficient staffing driving nurses to leave the profession (AACN, 2021). One area, in particular, that is sensitive to nursing shortages, and retention is correctional nursing. "Retention of nursing staff is more complex in a correctional facility" (Chafin & Biddle, 2013). One study noted only 20% of the nurses remained employed after three-years at this particular facility (Chafin & Biddle, 2013). In a correctional facility, the primary focus is given to security, with healthcare being second. Providing care within a correctional setting is very different than a hospital setting. Facility security is always the focus and drive. How a nurse interacts with patients (inmates) within a facility is vastly different from a non-correctional environment. Being overly friendly or nice can wreak havoc and be deemed "over familiarizing" with inmates or been seen as a weakness by inmates creating a safety concern (Walsh, 2009). The correctional setting comes with its inherent dangers and stressors, leading to nurses' high turnover. The prison I was formerly employed with has significantly reduced nurses due to terminations and resignments. As an employee with the Michigan Department of Corrections, a nurse can be pulled from any facility to fill the needs of another facility at any given time of which has recently happened. Marquette Branch Prison is to have nine registered nurses in total, and right now, they only have four RNs employed there. The facility has tried to offer signing bonuses to retain RNs. They have changed some procedures to make it safer for the nursing staff, such as correctional escorts when going to the cells, and have reached out to contract agencies to secure nurses. However, none of these measures have led to success. As the shortage increases, the remaining nurses are forced to work more overtime in an already demanding and stressful environment leading to an even faster turnover and increased safety concerns. Living in a rural area already stresses the number of nurses available, and trying to recruit and retain nurses within the correctional system proves to be an even harder strain. Correctional nursing is a unique field of nursing with many added stressors. As long as there is a need for healthcare, the nursing shortage topi.

1. Below, I have two discussion posts from 2 of my classmates
and I need one response for each post. Response must be at least
7 sentences and should contain 2 citations in APA style, thank
you.
Student 1
Nursing shortages are not a new concept. As the Baby boomers
age and more nurses retire, nurses' needs will intensify
(American Association of Colleges of Nursing [AACN], 2021).
The nursing industry is expected to increase 7% by 2029, with
an estimated 175,900 RN openings each year through 2029
(AACN, 2021). Nursing shortages are multifactual. Nursing
shortage factors include: nursing school enrolment is not
growing with the demand, a significant portion of nurses are
nearing retirement age, and insufficient staffing driving nurses
to leave the profession (AACN, 2021). One area, in particular,
that is sensitive to nursing shortages, and retention is
correctional nursing. "Retention of nursing staff is more
complex in a correctional facility" (Chafin & Biddle, 2013).
One study noted only 20% of the nurses remained employed
after three-years at this particular facility (Chafin & Biddle,
2013).
In a correctional facility, the primary focus is given to security,
with healthcare being second. Providing care within a
correctional setting is very different than a hospital setting.
Facility security is always the focus and drive. How a nurse
interacts with patients (inmates) within a facility is vastly
different from a non-correctional environment. Being overly
friendly or nice can wreak havoc and be deemed "over
familiarizing" with inmates or been seen as a weakness by
inmates creating a safety concern (Walsh, 2009). The

2. correctional setting comes with its inherent dangers and
stressors, leading to nurses' high turnover.
The prison I was formerly employed with has significantly
reduced nurses due to terminations and resignments. As an
employee with the Michigan Department of Corrections, a nurse
can be pulled from any facility to fill the needs of another
facility at any given time of which has recently happened.
Marquette Branch Prison is to have nine registered nurses in
total, and right now, they only have four RNs employed there.
The facility has tried to offer signing bonuses to retain RNs.
They have changed some procedures to make it safer for the
nursing staff, such as correctional escorts when going to the
cells, and have reached out to contract agencies to secure
nurses. However, none of these measures have led to success.
As the shortage increases, the remaining nurses are forced to
work more overtime in an already demanding and stressful
environment leading to an even faster turnover and increased
safety concerns.
Living in a rural area already stresses the number of nurses
available, and trying to recruit and retain nurses within the
correctional system proves to be an even harder strain.
Correctional nursing is a unique field of nursing with many
added stressors. As long as there is a need for healthcare, the
nursing shortage topic will always remain a constant debate.
References
American Association of Colleges of Nursing [AACN] (2021).
Nursing shortages. Retrieved from
https://www.aacnnursing.org/news-information/fact-
sheets/nursing-shortage
Chafin, W. S., & Biddle, W. L. (2013). Nurse retention in a
correctional facility: a study of the relationship between the

3. nurses’ perceived barriers and benefits. Journal of Correctional
Health Care : The Official Journal of the National Commission
on Correctional Health Care, 19(2), 124–134. https://doi-
org.ezp.waldenulibrary.org/10.1177/1078345812474643
Walsh, E. (2009). The emotional labor of nurses working in her
Majesty's (HM) prison service. Journal of Forensic Nursing,
5(3), 143–152. doi: 10.1111/j.1939-3938.2009.01047.x.
Student 2
With the ongoing complexity of health care settings, health care
workers must be able to identify stressors and barriers within
the work environment to adapt to the changes and avoid
burnout. Mental stress is linked with a deterioration of the
quality of life at the place of work, leading to burnout (Ahmed
et al., 2020)
. The Covid-19 pandemic has enhanced the existent work-
related stressors in all health care settings, particularly the
Emergency Department (ED) and Intensive Care Units (ICU);
nurses are the targets for burnout. These front lines are engaged
in an extreme amount of emotional, and physical stressors
during pandemics while trying to calm themselves to achieve
and maintain a balance between professional and personal life.
Well, document studies indicate that exposure to various
stressors such as during pandemics is the link and catalyst for
depressive disorders (Ahmed et al., 2020). A quantitative study
by the authors Garcia & Calvo states: “ Pandemics can have a
significant psychological impact on nurses, who are essential to
the health care response. Previous studies have shown that
pandemics exacerbate the stress felt by nurses, as they cope
with intense emotional, physical, and cognitive demands”
(2020, p. 832). Many nurses have experienced an intense level

4. of stress in ICU settings during the pandemic.
During the first phase of the pandemic, I was assigned to
provide support for the ICU nurses in the first Covid-19 unit in
the facility that I was working for. After a month, I could no
longer function. I was emotionally and physically drained and
burnout. I realized that I had to take care of my emotional
health first to take care of patients. I decided to take time off to
care for my well-being. It was the best decision that I made for
myself. It helped me to restore emotional balance and regain
control over my wellbeing.
To avoid burnout in the workplace is primarily essential to self-
assess(Laureate Education (Producer)., 2015)
a stress level and well-being. Health care workers give so much
of themselves to others and often neglect their own emotional
and physical health. Learn how to manage stress skillfully and
find a work-life balance schedule. Taking time to maintain an
excellent physical and emotional health status is essential to
adapt and survive many health care settings. After taking some
time off and recharging my emotional capacity to deal with the
pandemic stressors, I decided to change my career. Finding
meaningfulness(Laureate Education (Producer)., 2015)
in work is also essential to adapt to the changes in health care
settings.
Personal resources are a useful tool for stress management,
promoting well-being in the workplace. Furthermore, the cited
article highlights that “The work and personal resources
available condition nursing professionals’ wellbeing. Work
resources refer to the physical, psychological, organizational, or
social aspects of the work that must be performed to provide
quality care” ( Garcia & Calvo, p. 833). Personal resources refer
to a person’s characteristics related to a sense of control and

5. resilience in maintaining control within their work environment
( Garcia & Calvo,2020). Ask yourself: What are my capacity to
cope with stress? What are the resources available at my work-
place to cope with and manage work-related stress? (Laureate
Education ( Producer)., 2015).
Transformational leaders plays important role in buffering the
stressors of health care workers that are prevalent in health care
settings, especially during pandemics(Ahmed et al., 2020)
. Additionally, an inclusive leadership style, an external
resource can provide the support that boosts the psychological
safety of health care workers. Having the option to vocalize
their concerns through an open conversation with an inclusive
leader that is early accessible paves the way to health well-
being. It creates a positive work environment that is
psychologically safe, resulting in mutual respect, and reduced
psychological strain(Ahmed et al., 2020)
.
I decided to live in the facility that I worked during the first
wave of the pandemic. Upon returning to work, the lack of
support from leadership and co-workers was the ignition for
changes that helped me to find meaningfulness in my future role
as a psychiatric mental health care provider.
Now I am working for an organization that offers meaningful
support to the nurses and health care workers that are being
affected by the stressors of the pandemics. There are several
employee resources available. Employers encourage their
employees to care for their well-being.
There are gym membership discounts, healthy choices of
nutrition in the cafeteria, and other useful resources.

6. Health care settings will continue to grow in complexity,
perhaps more pandemics will surge in the future, regardless of
the arising challenges, in order to adapt is essential to stay
tuned and informed about the industry trends and most of all,
finds meaningfulness in the career we choose, and most
important take care of our well being, finding a balance between
work and personal life.
References
Ahmed, F., Faraz, N. A., & Qin, Y. J. (2020). How inclusive
leadership paves way for psychological well‐being of employees
during trauma and crisis: A three‐wave longitudinal mediation
study. Journal of Advanced Nursing. Retrieved March 3, 2021,
from
https://doi.org/10.1111/jan.14637
García, G. M., & Calvo, J. A. (2020). The threat of COVID‐19
and its influence on nursing staff burnout. Journal of Advanced
Nursing,, 77(22), 832–844. Retrieved March 3, 2021, from
https://doi.org/10.1037/t21442-000
Laureate Education (Producer). (2015). Leading in Healthcare
Organizations of the Future [Video file]. Baltimore, MD:
Author. Retrieved March 3, 2021, from
https://class.content.laureate.net/bff323eadbbca206b96404db9a
b32968.html#section_container_15