According to the journal by the Institute for women’s policy Research, the problem of nurse shortage can be addressed and resolved through increasing the pay of the nurses, The Institute argues that increasing wages and salaries is the best and direct way of attracting aspiring nurses and retaining the qualified nurses in the profession. This would lead to more nurses seeking employment and the shortage issues will be addressed. The institute also argues that the nurses should be allowed to form unions which would be used as a channel to voice their pay demands.
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The institute also observes that hospitals should not collude to set wages to the disadvantage of the nurses. Laws and guidelines should be put in place, enforced and strengthened so that wage setting would be fair. Transparent data collection on nurses’ turnover, nurses on contract and wages should be put in place so as to be able to address the shortage issues. Whistle blowers should be protected to enable nurses to raise their concerns on wages without fear of victimization (Rother & Lavizzo, 2009).
The institute recommends that more public education and research are necessary to help stake holders in the profession understand how wages affects the nurses and patients. Also, higher wages for nurses will encourage the expansion of nurse education and this will ensure constant supply of nurses and the issues of nurse shortage will be past.
Recruitment and impact of foreign nurses
According to a health affairs Article titled Trends in International nurse migration, the shortage of nurses in the developed world has increased the recruitment of nurses from other countries the existence of countries who are also willing to export nurses also accelerated the migration and recruitment of nurses abroad. This has led to the emergence of recruitment firms which are involved in the recruitment of nurses and making a lucrative business out of it.
The article figures out that the increase in the recruitment of foreign nurses has helped in a little way to alleviate the shortage of nurses especially in United States of America. This is because the demand for nurses is far too high compared to the number of nurses recruited. This means that the recruitment does not alleviate the shortage problem. In-fact, it makes it worse as the nurses go back at some point (Wellington & Wainwright, 2006). The articles note that this recruitment also creates shortage of nurses in the exporting country and thus nurse shortage becomes a global isse. The article by the institute of women research policy ‘Solving the nursing shortage through higher wages’’.
The purpose of this report is to examine the impact of nurses’ wages and working conditions on the ability of hospitals to meet their staffing requirements. It also aims to find the effects of understaffing on the quality of medical services to the patients. The report analyses the recent trends in the nurses’ workforce and tries to evaluate the policy options that can be used to solve the shortage problem (Gostin, 2008).
This report gives key finding about the nurse shortage, first it observed that the nurses’ pay did not increase in 1990s and 2000 and when they finally rose in 2003, there was a prompt response from the nurses. This report also found out that hospitals tend to overwork nurses by mandatory overtimes, understaffing and contingent workers. . Consequently, the report gives a list of recommendations which would help solve this problem, they include, increasing pay for nurses, starting unions for nurses to provide a collective voice, setting fair wage setting policies, expansion of nurse education and research and public education to all stake holders to understand the impact of nurses pay on patients and nurses.
This article gives an illustration of how pay affects the recruitment and retention of nurses, it reports that between 2000 and 2003 when the pay for nurses were increased, hospitals recorded an increase of around 186,000 nurses. This is a clear illustration that the hospitals can attract and retain workers by being them well. This will also improve the quality of patients’ care in hospitals. This will also reduce the movement of nurses to other medical departments e.g. the pharmaceutical departments (Aiken & Buchan, 2004).
The article concludes that increasing the wages of nurses and providing fair negotiations of pay are key solutions to the nurse shortage. Forming strong unions will help in the negotiations for pay as the nurses will have a strong bargaining power. There should also be legal protections to the unions to ensure democracy in the organization of the elections for such unions. The article by the health affairs “the trends in international Nurse Migration.”
The author of this article aims to find out the causes of nurse shortage, the recruitment of foreign trained nurses and their impact on both the exporting and importing country. The author looks at the process through which the foreign trained nurses are recruited. He also aims to findd out whether the employment of these foreign nurses is a solution to the nurse shortage in the receiving country. He also aims to find the implications of exporting nurses both economically and to the health systems in the sending country.
In their findings, the authors realize that the recruitment has not provided a solution to the nurse shortage. This is because the population in the USA is likely to double by 2020 while the elderly are likely to triple by then; this means even a greater need for more nurses in the health institutions. The authors also find out that the export is creating a crisis in the exporting countries, this is because, and most of these countries are developing countries who barely have enough nurses in their hospitals. This creates shortage in the same countries that are exporting and thus nurse shortage becomes a global issue.
In their research on the recruitment of the nurses, the authors have discovered that recruitment firms have emerged which is helping health institutions to recruit nurses from other countries. These firms are making huge profits due to the high numbers of nurses migrating to other countries. This research finds out that New Zealand is the leading importer of foreign nurses but the USA only imports 4% which has been increasing recently.
The authors of this paper conclude that the best way of handling the shortage of nurses is by each country having a sustainable supply of health professional which should be adequate to cater for its needs. The developed nations should focus on developing adequate supply and retention of domestic nurses so that demand to import nurses will reduce. On the other hand, the international community should focus on helping the developing countries to attend to their heath issues because they barely have enough nurses to attend to their health problems. This way, migration of workers will reduce and nurse shortages will eventually end. Ethical recruitment policies should also be put in place to promote responsible nurse recruitment (Lynn & Redman, 2006).
The authors of this article give an example of how nurse migration can affect the exporting country, for instance, The Philippines might reach its limit to export nurses to the escalating demand of their nurses. It is estimated that over 85% of the nurses are working outside their country while there are over 30,000 vacant positions in the same country; this means even as some countries are importing nurses to reduce the shortage, this is creating a shortage of the same number of nurses in the exporting country.