| Papers [1-15] of 100 :: [Page 1 of 7] | | Go to page : 1 2 3 4 5 6 7 —> | Search results on "NURSING SHORTAGE ONTARIO": |
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Nursing Shortage in Ontario, 2008.
This paper discusses the nursing shortage in Ontario and how it creates challenges related to the baby boomer generation.
2,924 words (approx. 11.7 pages), 8 sources, APA, $ 86.95
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Abstract
In this article, the writer discusses how Ontario will be capable of supporting the needs of the increasing elderly population through the health care system with the existence of the nursing shortage. To address this issue, the writer recommends that a profile of the baby boomer generation be developed that will identify the health care needs of this population. Furthermore, the writer notes that funding, staffing and training must be allotted that will meet these health care needs. The writer maintains that in accomplishing these two steps the nursing issues that are currently impacting the Ontario health care system will be reduced and the health care community can begin to experience a rebirth in the quality of care that is essential to the citizens of Ontario.
Outline:
Key Issue
Decision Sought (Recommendation)
Background
The Recommended Option or Proposed Direction
Impact Statements
Consultation
Legislation Required
Communications Plan
From the Paper
"It should be noted that an effective resolution to this issue must be capable of meeting the needs of the baby boomer generation in an immediate sense. This population is already beginning to retire and to place a significant burden on the health care system. This burden impacts the professional nurse because the nurse is the primary caregiver in most health care environments. It should further be considered that when a nurse is tasked with providing extensive care to multiple individuals within the baby boomer population, that nurse is unable to provide care to other patients that are not being treated for age related illnesses or disease. As this takes place the nurse becomes overburdened in his or her tasks and ultimately the quality of care declines for two specific reasons. First, the nurse is tasked with providing care to the elderly that he or she is not specifically trained to give. Although the nurse may have experience treating elderly patients, it is evident that the needs of the baby boomer generation are different from previous aging populations, and that information is not universally known to all nursing professionals."
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The College of Nurses of Ontario, 2002.
An overview of the college of nurses of Ontario created when the Nurses Act introduced self-regulation in January 1963.
1,900 words (approx. 7.6 pages), 9 sources, $ 71.95
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Abstract
This paper is an analysis of the college of nurses of Ontario. The College of Nurses of Ontario was created when the Nurses Act introducing self-regulation was proclaimed in January 1963. "The development of nursing organizations in Ontario from 1922 to 1961 is closely linked to other developments in health care and the feminist movement" (Ford, 1988, p. 5).
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College of Nurses of Ontario, 2007.
An examination of the organizational structure of the College of Nurses of Ontario.
731 words (approx. 2.9 pages), 1 source, APA, $ 26.95
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Abstract
This paper provides a detailed examination of the College of Nurses of Ontario. It examines the organizational goals and objectives of the college, as well as its organizational structure. The paper then identifies how the organization assists nurses in practice and promotes nursing as a profession. Finally, the paper presents a case study of a student and how she can benefit from the College of Nurses of Ontario.
Table of Contents:
Abstract
College of Nurses of Ontario: An organizational study
Goals/Objectives
Organization Structure
How The CNO Assists Career Nurses
Student Scenario
CNO And Nursing Promotion
From the Paper
"There are four divisions within the CNO that report to the Executive Director, Anne Coghlan. The office of Practice and Policies is run by Director Heather Campbell with three sub-offices for Policy, Practice and Entry to practice. This division is responsible for compliance of nursing policies and practices within the province and in association with the rest of the nation. The office of Investigations and Hearings is administrated by Director Gail Siskind and composed of two sub-offices, Investigations and Prosecutions who are responsible for adjudicating claims and charges related to nursing, nursing care, patient grievances or hospital allegations. The office of Corporate Services is managed by Director Paul Reinhart with four managers reporting to him on administrative areas ranging from human resources to customer service and registrations. This is primarily an organizational administrative division for handling affairs of its own. The fourth division is managed by Director Cathy Sanford and is Knowledge Services. Knowledge services is administrated by three managers who handle information technology, communication services and information service offerings to members and within the organizational structure."
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Nursing Shortage, 2004.
A look at the worldwide nursing shortage and some of the reasons for the shortage.
2,695 words (approx. 10.8 pages), 10 sources, APA, $ 80.95
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Abstract
This paper focuses on the reasons why the number of nursing candidates is dropping and what can be done to improve the attractiveness of the nursing profession to a wider number of candidates. More specifically, this study focuses on how a defined mentoring relationship, as a method in improving the nursing profession?s appeal to draw more students and candidates, can positively affect the qualitative aspects of the nursing profession.
From the Paper
"The foundation of health care system is comprised of the different medical and health-care professions, each considered of playing important and significant role in maintaining satisfactory health care service to people. To be able to maintain an excellent health care service, the system must meet and satisfy the law of supply and demand in our health care professionals -- one aspect in which the nursing area has been experiencing a shortage in supply for some years now."
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The Teacher Shortage, 2006.
A look at the problems caused by the national shortage of teachers in America with suggested solutions for reducing the shortage.
2,450 words (approx. 9.8 pages), 16 sources, MLA, $ 74.95
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Abstract
Teacher shortage is a serious problem currently faced by many states in the country. Many vacant positions are not being filled which is a huge cause of concern for schools authorities. This paper examines how attrition is a serious problem that needs to be addressed effectively to bring about a positive change in the situation and how, along with the suggestion of various measures to attract new people to the field, it discusses how important it is to design strategies and programs to retain the current teaching staff.
Outline
Introduction
Teacher Shortage, Certification and Turnover Rate
Solution to Teacher Shortage
Conclusion
From the Paper
"Certification also acts as an obstacle. According to Ms. Charlotte Willis (personal communication June 2, 2005), she felt that luck was not in her favor in terms of securing a teaching job because she lacks the necessary teacher certification. She applied for a teaching position at Wake County public school system but was turned down because of lack of certification. One of the most controversial issue school districts generally may encounter is recruiting foreign teachers. Teachers and Parent Teachers Associations (PTA) frequently not only fight proposals that calls for recruitment of foreign teachers but may engage in activities that may spark community opposition. "
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Stress and the Nursing Shortage, 2007.
An analysis of the contribution of stress to the nursing shortage in the United States and strategies to reduce the shortage.
922 words (approx. 3.7 pages), 6 sources, APA, $ 32.95
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Abstract
This paper discusses workplace stress and its contribution to the nursing shortage in the United States. It describes the serious nature of this nursing shortage and the importance of finding effective means of addressing it. The paper then analyzes whether increasing nurses' salaries will affect positive change in nurses' job satisfaction and thus help reduce the nursing shortage.
Table of Contents:
Abstract
Purpose of the Research Effort
Rationale and Relevance of the Problem
Literature Review
Proposed Study Design
Instruments/Data Collection
Demonstration of Critical Thinking
From the Paper
"This proposed study design demonstrates critical thinking through applying analysis of retention rates to the status of the nursing population. It is hypothesized that if the wage increase is effective, it is sufficient to compensate for the stresses associated with nursing and there will be a permanent overall retention of the nursing work force. If it is not sufficient, it is hypothesized that the nurses will not remain at that one hospital. This provides a foundation for engaging hospital administrators in a debate over the severity of stress for nurses and whether financial incentives are sufficient to compensate for stress in the long term setting."
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Quality Nursing, 2006.
This paper discusses the nursing policy of restraints and its merits.
900 words (approx. 3.6 pages), 8 sources, $ 35.95
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Abstract
The paper examines how both the College of Nurses of Ontario (CNO) and the Registered Nurses Association of Ontario (RNAO) have committed themselves to developing tools that will assist nurses in providing the highest quality care possible. One of these tools consists of a guide concerning restraints. The paper explains that the value of the policy on restraints is not merely of a practical nature but is observed also in forcing forces to think deeply about issues such as accountability and the implications of all practice.
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Nursing Shortage, 2007.
This paper discusses the nursing shortage and offers possible long term solutions.
1,358 words (approx. 5.4 pages), 13 sources, MLA, $ 45.95
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Abstract
In this article, the writer focuses on the effect of the present and sustained shortage of nursing personnel within the medical community. The study also includes a discussion as to the present shortage of multidisciplinary nursing personnel; i.e., nurses trained in more than one specialty, gender disparity and retention and recruitment. Following a discussion of the identified nursing shortage and possible solutions, a Fishbone Chart is presented. This chart systematically lists the major different causes of the nursing shortage which contribute to the problem. Further, the chart relates to the shortage cause and effect situation and provides an informational data sheet presentation. The writer concludes that without a concentrated effort on the part of the medical community, educational institutions, and federal government the scarcity of nurses will continue to rise.
Outline:
Abstract
Introduction
Data Chart on Nursing Shortage
References
From the Paper
"As nurses can no longer solely rely on the traditional nursing practices to deliver patient care, a resolution to the shortage issue is first found in the development of a health care marketing plan that targets individuals who have a basic interest in nursing. Such a plan must include all the components necessary to attract well- qualified people, namely image, diversity, employment stability, benefits, working conditions, and educational assistance. No longer is it a simple case, for example, that an institution may have 20 nursing positions to fill, but rather that they have specialized nursing positions to fill such as; 5 surgical nurse positions, 10 pediatric nurse positions and 4 oncology nurse positions. The fact is, many nursing positions are highly specialized, and simply adding additional functions to a nurses' ever-increasing list of responsibilities is not an adequate solution to the nursing shortage. In addition, failing to recognize the need for nurse specialties compounds the nursing shortage issue."
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Nursing Shortage, 2007.
An application of change theory to the current nursing shortage.
2,254 words (approx. 9.0 pages), 4 sources, APA, $ 69.95
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Abstract
This paper discusses how the current nursing shortage is more severe and complex than any previous shortage and how the causes of the shortage must be properly identified so that the appropriate innovations can be introduced. In particular, the paper looks at how E. Roger's (1983) theory of diffusion is perfect for the change process since it emphasizes the necessity of full knowledge of the problem and the innovation.
Outline
Introduction
The Challenge of the Nursing Shortage
Rogers' (1983) Theory of Diffusion
The Use of Multiple Frames
Conclusion
From the Paper
"The current nursing shortage is interrelated with other challenges, and none have easy or swift solutions. The shortage is coupled with an aging workforce as well as increasing health care costs (Copeland, 2005). The shortage is causing high workloads and stress for nurses as well as injuries to overburdened nurses and inadequate patient care. In addition, the nursing shortage is exacerbating in another way since another one-third reduction in nurse educators is about to occur due to retirements and resignations."
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The Nursing Shortage and Patient Care, 2004.
Study of the impact that the nursing shortage is having on the quality of patient care.
2,276 words (approx. 9.1 pages), 4 sources, APA, $ 70.95
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Abstract
This paper talks about the deterioration in the quality of care patients receive as a result of the nursing shortage. It talks about the causes of the nursing shortage, the implications of this shortage for the future of patient care, and what can be done to alleviate the problem.
From the Paper
"A lack of nurses, or even a lack of highly trained and qualified nurses, can have a serious impact on patient recovery. Most patients deal with nurses much more than they deal with doctors and because of this nurses are very important to patients and how well most of them recover. Unfortunately, the nursing shortage that began several years ago is getting worse and therefore patients are suffering in many ways. It is important not only to understand how significant nurses are in the lives of their patients, but also to understand why there is such a shortage in nurses at the present time. There are several reasons why this is the case but the largest one has a great deal to do with how much nurses get paid. Most of them are concerned about the wages that they receive and feel that it is not sufficient for much of the work that they perform on a daily basis. In other words, they often work much harder than their pay actually reflects."
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Nursing Shortage, 2007.
This paper discusses the issue of nursing shortage from a social and cultural point of view.
2,842 words (approx. 11.4 pages), 9 sources, MLA, $ 84.95
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Abstract
In this article, the writer performs an in-depth literature review and analysis of the current nursing shortage through social and cultural perspective. The writer explores how factors contributing to the shortage are understood by others and then attempts to analyze the following topics: the prevailing attitudes in society regarding the social and cultural factors of the nursing shortage, how the dominant culture influences the values and priorities regarding the social and cultural aspects of the nursing shortage and whether this influence provides the dominant culture with privileges over other members of society. In addition, the writer discusses personal beliefs and assumptions about the issue and identifies barriers to the solution and the strategies for possible resolution.
Outline:
Background of Social and Cultural Factors
History
Today's Reality
Looking Ahead
Prevailing Attitudes in society
Society's View of Nursing
Influences of the Dominant Culture
Nursing Culture
Barriers to Resolution
Resolution to Social and Cultural Issue
Personal Beliefs and Assumptions
Conclusion
From the Paper
"There are many social and cultural strategies that can be utilized to help resolve the current nursing shortage in Canada. This nursing shortage is unique because of the unprecedented low supply of nurses and the high demand for their services. The usual solutions such as hiring bonuses and education reimbursement may help in the short run, but they won't solve the underlying issues. Addressing the core retention issues will be the most effective methodology. Currently, the nursing culture is such that new graduates can have a traumatic experience when they leave school to begin their nursing careers."
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The Nursing Shortage, 2007.
This paper explores the shortage of nurses, particularly in emergency and critical care units.
1,274 words (approx. 5.1 pages), 4 sources, MLA, $ 43.95
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Abstract
The paper discusses the shortage of experienced nurses in hospitals throughout the United States. The paper describes the consequences of this shortage, which include emergency department overcrowding and surgery cancellation. The paper explains the factors driving this shortage, which include the aging of the current nurse workforce and an ongoing drop in the enrollment in baccalaureate and master's degree nursing programs. The paper discusses how the inability of younger RNs to replace the aging baby-boom RNs suggest that the demographic forces underpinning the RN labor market will not ease for many years to come. Therefore, resolving these shortages will not be easy and are likely to require long-term and highly innovative initiatives.
From the Paper
"The United States is facing a critical shortage of registered nurses, and by the year 2020, the average RN vacancy rate in the U.S. will be 20 percent (Mikhail 2005). The shortage of registered nurses has contributed to emergency department overcrowding, increased hospital diversions, bed and patient care unite closures and surgery cancellation, and poses a clear threat to trauma center viability (Mikhail 2005). According to the April 01, 2005 issue of Journal of Trauma Nursing, the problem can be framed as the classic supply and demand dilemma (Mikhail 2005)."
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The Nursing Shortage, 2006.
A discussion regarding the shortage of nurses in the medical field and the possible reasons for this.
900 words (approx. 3.6 pages), 4 sources, $ 35.95
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Abstract
This essay discusses the arguments amongst the experts as to the nature of the nursing shortage. Some hold that there is a shortage, others argue that this is not the case. This paper also reviews the study by Munchus, Rivers, and Tsai who give multiple reasons as to why there is currently a lack of nursing staff. This paper then goes on to provide solutions to the proposed problems in nursing.
From the Paper
"As the large Baby Boomer generation ages and prepares for retirement, an alarming thing has happened in the world of nursing. The large majority of nurses are getting ready to leave the field, and at the same time they will reach the age where they themselves need nursing care. This has created a nursing shortage across the nation and caused concern among many nursing and healthcare experts. "
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Risk Management and the Nursing Shortage, 2008.
A discussion of the worldwide nursing shortage and its negative effect on patients.
1,380 words (approx. 5.5 pages), 3 sources, APA, $ 46.95
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Abstract
This paper addresses the problem that health care risk management has not been utilized effectively in relation to nurses, who were once valued as the pivotal health care providers in the medical field. The paper claims that, as hospital systems began to feel the competition associated with globalization, administrators sought to obtain funding that would allow them to become conglomerates and have a dominant strength in the health care system nationwide. In order to obtain this funding hospitals and health care centers believed that the most effective method was to reduce staffing and equipment costs. Nurses were primarily affected and, over time, the situation was further impacted by nurses that left the field out of frustration, retirement, or migration to other countries. This nursing shortage, consequently, has had a negative effect on patients and the risk of increased patient injuries. The research maintains that this nursing shortage is one of the most significant issues that exists in health care today. Risk analysis indicates that there are no positive factors associated with the nursing shortage, but that there are solutions to the issue that all health care facilities can consider in changing their environments. The paper concludes that the most important method of addressing the issue is clearly altering the hospital system to demonstrate greater appreciation for professional nurses and to focus on personnel rather than on funding.
From the Paper
"Although it has been a trend over the last few decades for health care systems to ignore the needs of their nurses, according to McCormick (2006) this philosophy is changing (sec. 1). This is because it is becoming evident that while nurses may feel a connection to nursing or have worked in the profession for a long time, they also realize that they have other career choices that are less stressful and that will meet their economic needs. Yet, McCormick (2006) suggests that this belief will cease among nurses when the health care systems of the country do all that is within their power to protect the qualified nurses that exist today."
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The Principal Shortage, 2002.
A paper examining the shortage of principals in the education field.
2,460 words (approx. 9.8 pages), 5 sources, MLA, $ 74.95
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Abstract
Almost half of American school districts surveyed revealed that there exists a shortage of principals in their high schools. This paper examines this shortage. It discusses the various areas of job choice theories, examines the reasons for this shortage, explores what can be done concerning the problem and how schools can make a difference in this area.
From the Paper
"An important part is considering the problems now, and trying to find solutions for the future. In the state of Pennsylvania, the candidates for principalship must have a minimum of five years of classroom teaching. More women have dominating professional roles. Approximately 67% of teachers were females, 88% of all secondary principals are male, and 71% of elementary principals are men (Bredeson 91). The survey showed that 82.5 % recalled a memorable principal from their days at school. Most candidates for principalship love students and want to make a difference in the school system. They are dedicated professionals who take the role of principalship seriously. Re-thinking and re-structuring will be necessary parts of the future in selecting and finding the candidates for this position."
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