Countering Nurse Shortage Case Study Paper

Countering Nurse Shortage Case Study Paper

Countering Nurse Shortage Case Study Paper

The current economical evolution that is going on in the world today has resulted to shortage of employees in the major health institutions as it has resulted to  the  shortage of  nurses and physicians in America and the world over. Countering Nurse Shortage Case Study Paper


It is estimated that the United States of America will experience a shortage of approximately 760,000 nurses. The figures include the physicians and specialists by the year 2020 (Roman, 2008). And the number is expected to increase depending on the economy of the country at that time. This is an alarming aspect that will have negative effects on the health sector. Countering Nurse Shortage Case Study Paper

Factors that results to the shortage

There are several reasons that have resulted to the shortage of nurses in our medical facilities; one of these reasons includes job stress related to the job in question. This job stress includes the use of shifts, deaths of their patients, conflict amongst themselves and the physician, workload, lack of support, in appropriate emotions to deal with the patients and uncertainty concerning treatment (Fitzpatrick, 2005).

The other cause for the shortage is the poor salaries and benefits package of the nurses, the present pay they receive is very in appropriate and isn’t equivalent to what they do in there work place. The low pay demoralize the nurses more and they opt to quit there jobs for other jobs because of the professions low pay. The numbers of the nurses is also dropping because most of the students don’t want to enroll for nursing classes and they opt to take other technical courses that will land them well paying jobs. This makes them leave nursing field as they believe this will not help them in future as its pay is very low (Roman, 2008). Countering Nurse Shortage Case Study Paper

The tutors of the nurses aren’t given the appropriate pay that encourages them to perform there duties efficiently, In that this has resulted to the shortage of the medical teachers that will train the nurses as the colleges these classes are being offered lack the trainers.

The results of the shortage

The shortage of nurses in America will have very many negative results one main issue includes the easy transmission of diseases from one patient to the other. This is as a result of the lack of proper care by the nurses and at the same time there will be poor diagnosis of the diseases. The shortage of the nurses will also result to the sudden death of patients with diseases that can be easily be treated and also subject the patients to more pain while in hospital because of the lack of care from the  nurses (Smith, 2010). It will also result to sidelining of some patients in the medical institutions thus making them left behind as the limited numbers of the nurses will not be sufficient to serve all of them.   Countering Nurse Shortage Case Study Paper

Ways of solving these shortages

The best way of solving this shortage of nurses is through the use of improving the working conditions of the nurses (McKinney, 2007). This is where the government invests more in providing the nurses with the appropriate equipment’s; that will be used in their duties this includes gloves another materials that they really need in order to conduct there duties effectively. Countering Nurse Shortage Case Study Paper

The government should also increase the pay that they receive thus motivating them thus making them become interested in there work and reduce the numbers of the nurses who shift to other professions (Smith, 2010). The government should also increase the numbers of students taking the nursing courses this is by encouraging them and offering them with incentives and guarantees of a better pay and fast employment.   Countering Nurse Shortage Case Study Paper

Why is the public asked to join in the increasing the numbers of nurses

In the article the public has been asked to improvise on some ways in which it can address the issues that are currently affecting the shortage of the nurse in our medical hospitals, the public has been asked to be caring to the patients and should not neglect them and take them to the hospital were they can be taken care by the nurses while they can be nursed by the public without going to the hospitals (Roman, 2008). The public is also asked to prevent themselves from contracting diseases in order to ease congestion’s in the hospitals.

steps hospitals must take to address the nursing shortage

“We are seeing growing shortages in different states and geographic reasons. It’s a real distribution issue that is only getting worse,” Pamela Cipriano, president of the American Nurses Association, told CNBC. “When we talk to nurse executives and staff around the country, we hear they have difficulty recruiting, and nurses are short-staffed.” Countering Nurse Shortage Case Study Paper

And the problem is only going to get worse, according to authors of a Health Affairs blog post, who projected that 1 million registered nurses will retire between now and 2030—taking their years of nursing experience and knowledge with them.

“Healthcare leaders must recognize that the retirement of the RN workforce has only recently begun, that it will intensify over the coming years, and that the loss of RNs with decades of experience creates multiple risks,” wrote Peter Buerhaus, a professor of nursing and director of the Center for Interdisciplinary Health Workforce Studies at Montana State University College of Nursing, along with his colleagues David Auerbach, an external adjunct faculty member, Douglas Staiger, the John French Professor in Economics in the Department of Economics at Dartmouth College, and a research associate at the National Bureau of Economic Research. Countering Nurse Shortage Case Study Paper

The authors added that hospitals must prepare now for the shortage so that patient care doesn’t suffer. They suggested that hospital chief nursing executives, hospital patient care unit managers and human resources officers take the following steps to prevent a staffing crisis:

Do research to get accurate estimates of when nurses plan to retire: Find out how many plan to retire and when, they wrote, and then identify the nursing units and patient populations that will have staffing holes
Work with your RNs to see if they will delay retirement: Consider offering them incentives to stay at your organizations, such as decreasing their hours or offering them new roles in patient navigation or education
Create programs to encourage older RNs to work more closely with younger nurses: This will help them identify and teach them the skills and knowledge that less experienced RNs need, the authors noted
Develop a succession plan: Use this time to make sure your plans replace retiring nurse managers with RNs who are ready to take on the management of clinical and administrative duties on patient care units, they advised Countering Nurse Shortage Case Study Paper


Things You Should Know About the Nursing Shortage

Sanborn shares five observations on the nursing shortage that should be considered in the shortage forecasts.

1. There’s No Standard Shortage

“The shortage will not hit all areas the same. In some states, it is very regional, and some states are projected to have worse shortages than others. Some states are predicted to have a glut of nurses so there will be no shortages there at all. [Based on] the latest data, the big predictions for the shortage in the next 10 years are California, Texas, surprisingly New Jersey, and South Carolina. They are really the top at the moment for predicted shortages. We are still bracing for shortages here in Arizona, but we are now hearing that it may not be as bad as we thought it was originally predicted to be.” Countering Nurse Shortage Case Study Paper

2. It’s Not Just Acute Care

“When we think nursing, we tend to think of a nurse going into a hospital in the morning, reporting for his or her 7 a.m. to 7 p.m. shift at the bedside, and we tend to call that bedside nursing. Nursing is shifting, so the shortage isn’t necessarily happening in that traditional [hospital] market. A lot of new worlds are opening up, and those new worlds are really struggling to attract nurses [to work] away from the bedside, particularly BSN-prepared nurses. Some of the emerging markets that we are seeing in nursing are areas like assisted living and senior housing. Countering Nurse Shortage Case Study Paper

Reimbursement is shifting away from the hospital, and what that means is that everybody benefits from keeping patients out of the hospital. As a result, we have less patients staying in the hospital or [their stays are shorter]. But those patients still have complex care needs.

Assisted living, senior housing, retirement communities—they [all] want BSN nurses who are prepared to manage these patients autonomously, working independently outside an environment where you might have a physician or nurse practitioner sitting right next to you to write an order. Those markets are struggling to attract nurses. Countering Nurse Shortage Case Study Paper

When I talk to new grads or prospective students they say, “I am going to work in a hospital in a pediatric intensive care unit.” But those aren’t where all the jobs are. So, nursing itself is going through a shift, and that is what is shifting our definition of what the nursing shortage looks like.”

3. Schools of Nursing Are Affected

“When we talk about the nursing shortage, we talk about baby boomers. Nursing is an aging workforce that is preparing for retirement. This is particularly hitting nurse faculty hard. [Nursing Schools] by default, have an older workforce than the traditional bedside nursing workforce, so we are being hit much more strongly with a retirement boom. Countering Nurse Shortage Case Study Paper

The pipeline for getting a new faculty member into a faculty position [takes longer]. They need to have clinical experience. They need to have a master’s degree, at a minimum, if not a doctoral degree. So by default, we attract older nurses to be nursing faculty.

With retirements, we do not have enough nurses coming up through the career pipeline to fill the [faculty] shortages that are going to happen. Without nursing faculty, we are going to struggle to get new nurses to the bedside who can fill that pipeline.”

4. Specialty Makes a Difference

“The nursing shortage encompasses nurse practitioners as well. One interesting example is behavioral health providers. They are all lumped into one group, so nurse practitioners or nurses who are certified in behavioral health are not [counted as] a separate group. When you separate out nurses and nurse practitioners from that [group] we realize we do not have enough [behavioral health] providers.

And, of course, there is an increased focus at the national level [with] the opioid crisis and medication- assisted therapy, [and] nurse providers and nurse practitioners treating patients with mental health issues and substance abuse issues. We do not enough providers to do that right now.

When you break the nursing shortage down by discipline or by bedside practice or advanced practice, it looks very different when you examine those populations of nurses separately from a larger group. So, the nursing shortage numbers that we see don’t always adequately explain where the shortages are.” Countering Nurse Shortage Case Study Paper

5. It Could Further Diversity

“Nursing schools and nursing employers are looking at increasing diversity in our workforce. Our patient population is extremely diverse, but our nursing care providers are not. We struggle to attract men. We struggle to attract racially and culturally diverse providers. In the faculty realm, we struggle with that as well. Nursing researchers are overwhelmingly white and female.

We have got to do something, and we are trying hard to change that mix. With the shortage we have a great opportunity to get creative about who are we attracting. How can we increase those markets of potential nurses and engage them in the profession?”

Healthcare recruiters know the healthcare industry is one of the nation’s largest and fastest growing job sectors, and nurses in particular are in high demand. Countering Nurse Shortage Case Study Paper

Based on a 2014 U.S. Bureau of Labor Statistics report, healthcare occupations were expected to see the fastest growth and add the most jobs of any industry in the decade between 2014 and 2024. Registered nursing was predicted to be the top occupation in terms of job growth. The RN workforce is expected to grow to nearly 3.2 million by 2024, a 16% increase over that same 10-year period, according to a January 2016 article in Becker’s Hospital Review.

Patricia Pittman, PhD, coordinator of the GW Health Workforce Institute at Georgetown University, said in a 2016 article in Health Leaders Media that “by 2022, nearly one in eight U.S. jobs is projected to be in the healthcare sector,” noting the primary drivers of this trend are demographics and technology.

The years ahead look bright for employment in healthcare and for nursing in particular. That means those who are involved in healthcare recruitment or retention will have their work cut out for them. Countering Nurse Shortage Case Study Paper

The nursing recruitment and retention cycle

Whether you are a nurse recruiter, hiring manager or human resource professional in charge of talent acquisition, your goal is attract the highest quality staff and create a welcoming workplace environment that provides opportunities for employee advancement and growth.

Making the right hiring decisions is important to your success, but you also need good retention strategies to hold onto high performing employees. When recruitment is going well, you are able to identify the best applicants and make the right hires. When employees do well and stay, they contribute to improved patient quality and reduced staff turnover — both of which add to the organization’s reputation. Both, in turn, help with future recruitment because job seekers want to join great organizations. And the cycle continues. Countering Nurse Shortage Case Study Paper

The recruiter’s special role

I’ve always admired recruitment specialists for being the employee’s entrée into the organization. It’s an amazing responsibility, and in many ways a great privilege.

In addition to the marketing, advertising, resume reviews and initial assessments you handle, you conduct comprehensive interviews to determine with management which applicants’ educational backgrounds and work experience will fit best. You give information to management, complete needed paperwork and provide applicants with the facts they need to decide on the position. And that’s just the beginning; your role continues long after the first handshakes and job offers.

You work with managers, supervisors and education team members to ensure every employee has the right introduction to the organization, department and unit, including a quality orientation, appropriate skills assessments, mandatory training sessions, and more. You assist them in becoming satisfied, permanent members of the organization, and feel good knowing you helped them get started. Whatever great career advancements they make after that, you can be proud it all began with you. Countering Nurse Shortage Case Study Paper

Unquestionably, your role in the recruitment-retention cycle is a vital one.

Best practices for recruiting, retaining staff

As healthcare recruiters, you always want to ensure you are doing everything you can to bring in the highest quality talent and that your organization has the right environment and policies in place to keep them.

Here are some general concepts to consider to ensure you have the best employment practices in place: Countering Nurse Shortage Case Study Paper

• Establish hiring and screening policies and procedures to attract and recruit the best possible pool of job seekers. Identify the best recruitment initiatives used by your organization and other successful industry recruitment best practices.
• Offer an attractive salary and benefits package. Nurses want to work for organizations that invest in their employees.
• Bring in the best applicants for interviews following the initial job application and screening process. Test applicants to measure their strongest talents and skills.
• Provide strong on boarding and denaturation programs to ensure new employees feel welcome and are properly trained to do their jobs.
• Nurture your best new hires and share their success stories with staff. Promote your best performers into more challenging roles to stretch their limits.
• Invite veteran nurses to be preceptors and mentors for younger workers. Leverage the skills of your best employees to help others.
• Create a professional and welcoming environment for all employees. Ensure managers are properly trained in company policies and procedures and on the appropriate treatment of subordinates.
• Offer staff upward mobility opportunities within the organization. Seek and find the best career opportunities for employees. Facilitate employee access to continuing education and new certifications. Countering Nurse Shortage Case Study Paper
• Follow national HR trends and best practices for employee retention, and institute the best of those to help reduce unnecessary turnover.
• Keep current on research findings and best practices. Establish statistical and other measures to quantify how your employees are doing.

Healthcare organizations cannot provide quality patient care without quality staff. Your recruitment specialist position is a multi-faceted one, but at its core your role is to find the best employees and then work with management to keep them. That may sound simple to some, but it’s not — and you know that better than anyone.

The challenges you face as a recruitment professional are many, and based on the demands of the current healthcare system they will only increase. So, as you continue to work within your professional recruitment circles to share best practices, increase your knowledge and hone your skills, remember that every hire counts and each great career begins with you.

Solutions for the Nursing Shortage

As everyone is aware, the aging population is increasing in the U.S. and more and more people have started to gain access to their healthcare coverage. These situations in the country have increased the demand for nurses and according to the U.S. Bureau of Labor Statistics, there will be more than one million nurse shortage by the year 2022. Countering Nurse Shortage Case Study Paper

Nurses are critically important healthcare professionals, who are required to provide care whenever the patients are in vulnerable situations. At the same time, nursing can be an emotionally draining career and the hours of duty are often longer and irregular.

Today, the demand for nurses is at its greatest and finding solutions for the problem is becoming highly important. Here are some possible solutions that every hospital can employ, and hopefully, that every nurse can put into practice in the coming years.

Possible Short-Term Solutions:

The debate on nursing shortage has been a hot topic for some years now. It’s to be accepted that everyone is experiencing the struggle at some level and there is no indication that the problem will be resolved soon. While this is the case, it’s important for healthcare facilities to find out some short-term solutions to swim the ocean. When an experienced staff member retires or leaves due to stress and burnout, it is important for that healthcare facility to retain the high-quality patient care, when at the same time being able to meet the high demand of the aging population. Thus, healthcare facilities can fill the short-term gaps by considering the following solutions: Countering Nurse Shortage Case Study Paper

Reviewing and Revising Internal Policies:

As all are aware, the country is already facing a huge nursing shortage. Very soon, the country will need a lot more nurses. While this is the case, burnout is found to be common among nurses as many appear to feel over stressed and underappreciated. These factors are resulting in despondency in the nursing positions, which can be expensive at the sides of healthcare facilities. On an average, replacing a nurse costs around $65,000 on top of the salary of the previous nurse. And, for every 1% increase in annual nursing turnover, a healthcare facility would tend to lose as much as $300,000.

Thus, the nursing shortage is not only affecting the quality of patient care, but it is also putting a weight on the healthcare facilities. To help prevent this, the healthcare facilities are recommended to review and revise their internal policies for productivity and advised to better utilize the leading-edge technology in this regard. Although this solution will not work for all the organizations, some hospitals are using robots to carry out some duties of the nurses to ease out their workload. Countering Nurse Shortage Case Study Paper

Improving Diversity in Nursing Workforce:

The population in the U.S. is growing more and more diverse every year. One can notice the growing diversity in terms of age, culture, and several other factors. So, it’s high time for the healthcare organizations to understand the importance of improving diversity in the nursing workforce as well. By improving diversity in the nursing workforce, the patient satisfaction can be maintained. One way to do this is to complement the existing talent force with clinically, as well as culturally trained international nurses. This way, the organizations will have access to seasoned nurses with ample experience.

How are top organizations dealing with the challenges?

Financial Incentives:

As a short-term solution, the hospitals are asking nurses to work more hours with monetary benefits. In this line, those nurses who pick up additional shifts would be paid financial incentives by the organization. However, as mentioned earlier, when nurses are over stressed, they will face burnout, which might affect the quality of healthcare being provided. Therefore, this solution will only be a very short-term one. Countering Nurse Shortage Case Study Paper

Travel Nurses:

Some healthcare organizations are found to be relying on travel nurses, who are temporary workers. They would work for almost thirteen weeks at a time. However, it’s to be remembered that these nurses will be tagged at high prices. Again, this can also be applied as a short-term solution.

Nursing Workforce Development Programs:

There are several nursing workforce development programs under the Public Health Service Act. These programs are known to offer grants for nursing courses, academic sites, and students with a view of attracting, educating, and supporting the nursing students. These programs would also include the loan forgiveness schemes. By boosting the funding for these programs, the nursing workforce needs could be partially met. Countering Nurse Shortage Case Study Paper

Long-Term Solutions are critical:

To obtain sustainability in meeting the nursing shortage, the short-term solutions are not enough. The healthcare organizations should consider the long-term solutions by working with the local, as well as regional educational institutions, to make sure that sufficient training is given to future nurses. As such, steps should be taken to encourage the millennial generation to enter into nursing and to practice it. In this line, the following ideas can be implemented:

Paid training
Student loan reimbursement
Comprehensive compensation packages
Opportunities for growth

Finally, more experienced nurses are needed to nurture the younger generation. They should come forward to mentor and teach the millennial generation on being a caregiver. Countering Nurse Shortage Case Study Paper

Nurses are vitally important professionals who care for us when we’re at our most vulnerable. Whether we meet them in doctor’s surgeries, emergency rooms or even disaster areas and war zones, we rely on nurses to help us and our loved ones get better.

But while nursing can be a deeply rewarding career it can also be emotionally taxing, and the hours are often long and irregular—with the result that healthcare employers often struggle to fill roles. Let’s take a look at the state of the nursing labor market, and ways employers can attract more candidates. Because, let’s face it—we can’t live without nurses. Countering Nurse Shortage Case Study Paper

Employer demand for nurses is high—and climbing

Today demand for nurses is greater than ever. People around the world are living longer, and of course older people tend to use more healthcare services. In fact, according to the UN, the number of people in the world aged 60 or older is expected to more than double by 2050, exceeding two billion. In the US another factor is leading to increased demand for healthcare: The Department of Health and Human Services reports that 20 million individuals have gained insurance through the Affordable Care Act. Countering Nurse Shortage Case Study Paper

Little wonder, then, that of the more than 800 different occupations listed by the US Bureau of Labor Statistics (BLS), registered nurses are projected to have the second-highest job growth over the next ten years. When you look solely at occupations that require a bachelor’s degree, registered nurses take the number 1 spot. Today there are nearly 3 million nurses employed in the US and 439,300 more positions are expected by 2024, a 16% increase from 2014.

This strong demand is reflected in Indeed data: Jobs for registered nurses make up 8.4% of all postings on Indeed in the US; more than 3% in the UK; and more than 1% each in Australia, Canada and Germany. The staffing industry plays a significant role in meeting this demand for nursing talent: healthcare jobs account for 36% of staffing firm postings on Indeed. Countering Nurse Shortage Case Study Paper

The nursing shortage

Without decisive action, nurses will practice under increased stress. As the health care system is strained by an aging population and broadened access to public health care, it will be nurses that feel the weight of patient responsibility on their shoulders.

By 2022, there will be far more registered nurse jobs available than any other profession, at more than 100,000 per year. With more than 500,000 seasoned RNs anticipated to retire by 2022, the U.S. Bureau of Labor Statistics projects the need for 1.1 million new RNs for expansion and replacement of retirees, and to avoid a nursing shortage.

Over the past decade, the average age of employed RNs has increased by nearly two years, from 42.7 years in 2000 to 44.6 years in 2010. These factors, combined with an anticipated strengthening of the economy, will create a renewed critical shortage for nurses. Countering Nurse Shortage Case Study Paper


Opportunities for nurses

To address the changing patient demographics and its demands on the health care system, it will be essential to expand certain practice areas. This offers nurses the prospect of increased employment, and the opportunity to lead positive change for patients in vital specialties. Countering Nurse Shortage Case Study Paper

Driving opportunities for RNs include:

The Affordable Care Act is increasing access to health care services for more individuals;
Reform initiatives are increasing emphasis on primary care, prevention, wellness, and chronic disease management;
Baby Boomers are swelling the Medicare rolls;
Community-based care is growing; and
Specialties, such as geriatrics, informatics, and care coordinators, are blossoming.

The fastest growth for RNs’ employment is projected in the West and Mountain states and the slowest growth is anticipated in the Northeast and Midwest. But in every state, growth is projected at 11% or more annually through 2022. Countering Nurse Shortage Case Study Paper

To find the right job for you, visit the ANA Careers Center, for connections with the best nursing employers and thousands of opportunities to explore:

Nursing is at the heart of health care. Sufficient numbers of nurses at all levels and the ability to forecast and plan for shortages is integral to safe and quality patient care. For this reason, NCSBN has acted to ensure that researchers have the data required to monitor future workforce needs. In 2017, NCSBN collaborated with the National Forum of State Nursing Workforce Centers to conduct a national workforce study to assess and describe the current RN and LPN workforce (in press). The findings data will be published in the July 2018 issue of the Journal of Nursing Regulation. Countering Nurse Shortage Case Study Paper

Individual boards of nursing (BONs) are also collecting workforce data with licensure renewals, which are being deposited into NCSBN’s National Nursing Workforce Repository. When all boards can provide these data, nursing will have a profound and accurate database, including population data, with which to analyze the workforce and make predictions.

It is expected that 2018 will be a historic and landmark year for nursing regulation and the nursing workforce. The enhanced Nurse Licensure Compact (eNLC), nursing regulation’s newest licensure model, was officially implemented on January 19, 2018. Currently adopted by 29 states, the eNLC enables nurses to receive a multistate license in their state of residence with the privilege to practice in all other states that joined the compact. Countering Nurse Shortage Case Study Paper The eNLC increases public protection as it: (a) mandates specific nursing licensure requirements for participating states; (b) provides improved access to care through greater workforce mobility, allowing nurses to migrate to locations with the greatest need and job availability; (c) enhances telehealth nursing, which can expand the workforce into shortage areas; and, (d) perhaps most importantly, mobilizes nursing care quickly, efficiently, and safely during a disaster. For military spouses who are nurses and who may have to frequently move and change jobs, the eNLC offers an opportunity for many to move without being relicensed. In addition, nurses with compact/multistate licenses have the flexibility to care for patients across state borders without the time and expense of obtaining additional licenses. Countering Nurse Shortage Case Study Paper

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