In explication, the nursing workforce in my organization is characterized by a ageing nursing workforce as only 15 percent are under the age of 30. This irrelative difference in age-group will cause a huge gap in future after the retirement of the older generation of the workforce. Data from few available nursing schools within the locality also shows a high attrition rate. High number of dropouts in nursing schools translates to lower number of nurses joining the nursing profession particularly within the locality.
The mission of my organization is to become an epitome of quality through the provision of affordable and well coordinated care. The vision is to turn out to be a hospital renowned for its irrefutable and verified positive outcomes achieved through a patient-focused approach. The values of my organization are to cultivate relationships with all stakeholders on the basis of trust, achieve change through originality, improve value for our clients, and spotlight care to individuals and the community in general.
According to projections cited in The Campaign for Nursings Future (2013), the highest proportion of nurses in a national perspective is expected to be between 50 and 60 years of age. In the year 2000, the average age of the nursing workforce nationally was at 45.2 and this figure increased to 46 years of age in 2008 (Campaign for Nursings Future, 2013). A national Sample Survey of Registered Nurses conducted in 2008, as further postulated by the Campaign for Nursings Future (2013), showed that approximately 55 percent of the nursing workforce would retire between 2011 and 2020 thus illustrating a further projected shortage. A nursing projection report of 2002 showed a 6 percent shortage of nurses and a projection of a shortage of 20 percent by the year 2020 (Shi, 2010).