A stressed-out nurse who is spread too thinly can't be good for patients/residents in any context, LTC or Hospital or anywhere, really. My own administrator toilets residents and answers call lights as needed, so I'm a bit protective of *my* administrator, but I'm with you in not understanding how some folks sleep at night.
I don't know what can be done.
Can't join unions:
Can't engage in whistle blowing:
It's not even a USA thing:
Are there any differences in for-profit and non-profit hospitals? I think there might be, in LTC.
IMHO there's a myth that administrators (in general) can "trim the fat" from their budgets by "reducing staffing costs". One problem I've seen is managers listening to consultants or colleagues more than to their own employees. If an employee voices an actual concern, he or she risks being branded as "resistant to change" or "not a team player" and bad things can happen.
I cringe at the "us vs. them" language, like "Nurses vs. Administration", but there are real problems ...