nDiscussionnnAccording 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.nnIf 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?nnYour discussion post should look like:nnParagraph one: How would you retain the nurses you have?nParagraph two: How would you recruit additional nurses?nParagraph three: What do you think the future of the nursing workforce will look like in 50 years?nResources: Where did you find your data?nSOLUTIONnHow would you retain the nurses you have?nnAccording to Finkelman (2020), some of the ways we can retain nurses is to involve them in participation in clinical decision-making, recognize their contributions of knowledge, maintain clinical advancement programs based on education and certification (p. 267-268). Finkelman goes on saying that one of the simple ways to prevent retention problems is to let nurses know they are appreciated. The private hospital that I am currently employed at a full time has a retention problem. The problem is so bad that the CEO of the hospital had to set up meetings with each individual nurse to see what they can do to increase their staff?s retention. According to Nelson-Brantley, Park and Bergquist-Beringer…