| Papers [1-15] of 100 :: [Page 1 of 7] | | Go to page : 1 2 3 4 5 6 7 —> | Search results on "NURSING SHORTAGES INCENTIVES": |
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Nursing Shortages and Incentives, 2002.
Proposes a research study to address problems in the professional nursing industry.
1,150 words (approx. 4.6 pages), 2 sources, $ 44.95
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Abstract
This paper provides the parameters for a hypothetical research study designed to address three key factors in the shortage of professional nurses in the medical profession. It should be noted that this study is inherently flawed from the outset, as most studies are designed to only prove the presence of one key factor in any set relationship. Because of this flaw, this study shall therefore be designed using the survey method, where professional nurses are required to fill out a survey regarding their professional lives and the problems that they find therein.
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The Multi-generational Nursing Work Force, 2006.
A review of the nursing professional sector and the lack of well trained professionals.
900 words (approx. 3.6 pages), 4 sources, $ 35.95
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Abstract
This paper discusses how the nursing work force begins a demographic shift with the retirement of the baby boomer generation, the shrinking pool of nurses continues to be a problem in spite of incentives to enlarge it and relax the system to accommodate new recruits. The paper recognises that one perspective that needs to be addressed is the multi-generational composition of the work force, each with its own strengths and weaknesses. Once intergenerational differences and needs are recognized, acknowledged, appreciated and addressed at the managerial level, increased job satisfaction and increase in ranks may reverse the current trend.
From the Paper
"Nursing as a profession in the western world continues to struggle against the steady decline in its ranks. Arguments regarding the root cause often center around a "supply and...demand problem" versus a "systemic problem" (Stuenkel, Cohen & de al Cuesta, 2005, p. 1). However, this is slowly falling out of favor, primarily because of persisting high attrition rates due to work dissatisfaction, a phenomenon that was almost unheard of in older nursing staff, in spite of the use of incentives. With the fast-approaching retirement of the Baby Boomer generation, one cannot help but look upon a commonly discussed but otherwise dismissed aspect of nursing workforce dynamics: the generation gap. Statement of the Issue The issue of a conflicting and shrinking multi-generational nurse work force is gradually becoming apparent."
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Financial Incentives and Physician Behavior, 2002.
A discussion on the correlation between the financial incentives that are offered to physicians by Managed Care Organizations, physician behavior and ethics.
8,662 words (approx. 34.6 pages), 15 sources, MLA, $ 182.95
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Abstract
This paper looks at the relationship between the financial incentives that are offered to physicians and their behavior and their ethics. It evaluates, through a literature review and data support, the belief that physicians are spending less time with their patients under pressure from Managed Care Organizations. It shows how because less time is being spent with the patients, the quality of care offered by the physician has gone down and how this is one of the problems with managed care.
Outline
Introduction
Background
Conflicts and Capitation
Purpose of this Research
Goals of this Research
Literature Review
Quality of Care Components
Payment Methods
Physician Behavior
Kaiser Family Study Theoretical Implications
Financial Incentives
Theoretical Implications
Ethics
Methodology
Results and Findings
Discussion
From the Paper
"There was a problem with the MCO system, however. It created a conflict of interest for many physicians. The main concern was that the quality of care was being compromised because physicians had to be careful how many tests they ordered and how many referrals they made. Because of the quota, there may have been people who needed more advanced care and didn't get it. Not all physicians minded the system, of course, because there are some people in every profession who are only out for the paycheck. The physicians that were dedicated to helping their patients, however, soon took issue with the MCO system."
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Nursing Shortages, 2005.
An overall look at the problem of nurse shortages and suggestions on how the problem can be overcome.
1,986 words (approx. 7.9 pages), 3 sources, APA, $ 63.95
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Abstract
This paper focuses on the nursing shortage in the health care sector, although it also goes into issues of how technology changes in the nursing environment can mean a better future for more nurses. The report focuses on the nursing shortage in the light of the fact that there is additional work piling up for those nurses who are still practicing, as more and more nurses leave the field, and fewer enter into it. This report also looks at increasing technology from a management perspective as a possible solution to the nursing shortage problem. Spending more on technology often means less for nurses, howeve,r and this must also be addressed from a management perspective. Therefore, simply hiring more nurses is not a long-term solution to the problem.
From the Paper
"Nurses should have more educational benefits, thus attracting new talent to the nursing profession and ensuring that nurses would be able to get degrees. "In recent years, attendance at the New York State Nursing Association's multiday conferences has suffered because understaffed hospitals are reluctant to give nurses time off or the nurses are too busy to attend, said Mark Genovese, spokesperson for the NYSNA in Latham, N.Y. Money also is an issue. Nurses increasingly must rely on their own finances to attend meetings" (Myint, 2003). It would also be easier to cope with these issues if the nurse-patient ratio was decreased so that nurses do not have such a heavy workload.
Agency nurses should be cut back to allow more time for full-time nurses. Various nursing organizations across the country have implemented changes that address this very serious problem."
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Financial Incentives in Education, 2005.
Argues against the introduction of financial incentives for teachers.
920 words (approx. 3.7 pages), 4 sources, MLA, $ 32.95
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Abstract
Texas, Maryland, South Carolina, Kentucky and North Carolina are among those states experimenting with the idea of rewarding teachers and principals for student achievement. This paper argues that few teachers are in their profession for the money and even fewer teachers would prefer that their profession operate like a private industry- a climb up a corporate ladder determined by performance and evaluation. The paper argues that to turn teachers into competitors for bonuses, or financial incentives, is detrimental to the overall objectives of the teaching profession.
From the Paper
"There is also the question arising in some proposed merit bonuses for teachers well versed in hi tech subjects. The feeling is that this is the future direction, and far more important to the career plans of many students than merely the three R's and their elements. It seems rather incongruous to teach math in schools, permitting students to use hand-held calculators. What good is a teacher standing in front of clicking students? At the same time, how are teachers compensated who teach subjects not covered in government or school board-mandated tests?"
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Teacher Shortages, 2004.
A study into the increasing shortage of teachers, especially in special education areas.
8,140 words (approx. 32.6 pages), 58 sources, MLA, $ 174.95
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Abstract
A research paper on the impending crisis in the education system in America, with teacher shortages, particularly in the area of special education. The survey questions were distributed to a subset of special education teachers located in Muskogee County, Georgia. The research provides insight into the current state of high school special education in the region and in the country and can be duplicated among other schools and counties throughout the nation.
Contents
Abstract
Statement of Problem
Introduction
Literature Review
Composition of Special Education Teachers
Special Education Vacancies
Recruitment, Hiring, and Retention
Barriers to Hiring
Barriers to retaining special education personnel
Incentives used to improve retention
Recommendations to Improve Recruitment and Retention
Adequate Supply of Special Education Professionals
Methodology
Data Collection
Subject Population
Instrumentation
Analysis
Results
Discussion
Recommendations
Resources
From the Paper
"Teachers today are subject to more stress than ever. Increasing certification requirements, re-certification, assessments, federal standards, demanding children, apathetic parents and an unsupportive administration are just the tip of the iceberg. Special education teachers have special circumstances. While other schoolteachers have some teachers who don?t want to learn, special ed teachers are charged with the task of teaching to students who have difficulty learning, whose behavior problems are associated with an illness or handicap, whose needs for special attention are great. Teacher burnout is on the rise, and it?s no wonder. This study will examine existing sources as well as conducting a survey of a sample population to assess the primary causes of occupational stress for special education teachers, and to develop recommendations that work towards a viable solution."
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Early Retirement Incentives as Downsizing Strategy, 2002.
An analysis and study of the use of early retirement incentives as a downsizing strategy by organizations.
7,785 words (approx. 31.1 pages), 23 sources, APA, $ 169.95
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Abstract
Top management often resorts to the most effective and immediate means of recovery which include cutting down cost through downsizing. This paper looks at the use by companies of encouraging employees to take early retirement for financial gains and discusses its feasibility
Table of Contents
Chapter 1 - Definition of the problem
-Background of the problem
-Purpose of the study
-Problem Statement
-Research Questions
-Definition of terms-alphabetical order
-Limitations of the study
CHAPTER II- LITERATURE REVIEW
Health and security
Tax deferral
Financial targeting
Institutional Rationale
Employees Impacted
CHAPTER III- METHODOLOGY
- Variables
-Data collection
-Data analysis
-Research questions
CHAPTER IV- DATA ANALYSIS
- Introduction
-Analysis relevant to research question 1
-Analysis relevant to research question 2
-Analysis relevant to research question 3
CHAPTER 5- SUMMARY, CONCLUSIONS, RECOMMENDATIONS
-Summary
-Conclusion
-Recommendation
REFERENCES
From the Paper
"The process of early retirement, a strategy adopted by many companies serves to save them from paying more to retirees. Retirement plans like 401(K) and Social Security all aim towards savings for the working individuals. They are the allowance that they can utilize once they leave the professional field. In the last decade or so, the rate of savings have dipped, turned up again and dipped again several times. With this pattern, organizations are concerned whether they can sustain retirement funding. In turn they try to equip themselves with strategies to minimize long term financial risks by inducing workers to retire early. These incentives include bonuses, stocks options, bonds etc. "
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Nursing Shortages, 2006.
A review of the global issue of nursing shortages.
2,335 words (approx. 9.3 pages), 10 sources, MLA, $ 71.95
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Abstract
This paper discusses how for the first time in the history of nursing, nurses have been retiring at a faster rate than new nurses could move in and replace them. This paper takes a look at the reasons for this problem and discusses various responses to this issue.
From the Paper
"Working conditions and environment were another factor. Nurses complained of mandatory overtime, inadequate staffing, questions and issues of morale, weak leadership and poorly trained assistant personnel (Watson 2002). The acute shortage of RNs was noted especially in the emergency room, intensive care and the operating room. Other factors, which contributed to the shortage, included the rise of many home health care agencies, new and more convenient community settings and health care services, which brought higher salaries and greater benefits than those offered by hospitals (Brown 2003). Research showed that the decrease in interest in the general hospital since the early 1990s was not linked with the nurses' educational level, experience or performance but with their work shift. Dr. Georges Benjamin, secretary of the Maryland Department of Health and Mental Hygiene, reported to the US Senate Health, Education, Labor and Pensions Subcommittee on Aging in February 2001 that the shortage was due to insufficient nurses entering the profession, not staying in it and not happy in their jobs (Romig 2001). The report of the Congressional Research Service suggested that it was due to a mal-distribution of labor rather than a shortage of RNs, such as poor personnel decisions. "
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Nursing Shortages, 2007.
A discussion on nursing shortages and how new nurses make their journey from novice to expert.
2,465 words (approx. 9.9 pages), 13 sources, MLA, $ 75.95
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Abstract
The paper discusses how the transition from graduate to professional nurse is difficult and stressful. The paper analyzes how new graduate nurses are at a high risk for leaving the profession. The paper examines how the hospital or organization that employs nurses must support learning programs with funding, expertise, and encouragement. The writer proposes that orientation programs need to be longer and specially geared to the problems of new nurses. The writer further argues that when hospitals show that they value nurses, by doing everything within their power to help novices grow into expert nurses, increased retention will be the result.
From the Paper
"The transition from nursing school to professional nursing is extremely stressful. The demands and challenges of the workplace can be overwhelming. New graduates may start out excited and joyful but soon are hit with the reality of the workplace. Expectations for caregiving have changed significantly too. Length of stays, for example, have decreased dramatically so that only very sick people are in the hospital (Ellerton, 2003). Many new nurses feel under-prepared and experience great anxiety about making mistakes and possibly harming their patients. Many feel that they lack knowledge to communicate effectively with doctors and with family members and feel inadequate for the job. The reality of the workplace is a shock. In school they were imbued with high ideals, but the workplace requires them to carry a larger caseload of patients with serious medical problems."
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Geriatric Nursing Shortages, 2005.
Examines why there is such a shortage of nursing staff in the field of geriatrics.
2,000 words (approx. 8.0 pages), 2 sources, APA, $ 63.95
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Abstract
One of the most serious problems in the field of health care is the shortage of geriatrics-qualified nurses. The elderly represent a small portion of the population, but account for most of the patients seen by nurses. This paper shows that the shortage of nurses has several causes, ranging from job dissatisfaction to lack of faculty available for training, but it is necessary to find a way to improve on the current situation and correct this problem, as the elderly population continues to grow.
Table of Contents
Title page
Abstract
Table of Contents
Situation
Justification and Problem Definition
Alternative Courses of Action
Evaluate Alternatives
Choice of Action
Conclusion
Bibliography
From the Paper
"Furthermore, studies have shown that living longer increases the chances and severity of health problems. Chronic health conditions especially are more common among the elderly. 82% of all the elderly have at least one chronic health condition. In many cases they have multiple conditions. According to Mion, ?after age 50, the likelihood of an individual being disabled by disease doubles every five to seven years? (pg. 3 2003).
Blakeney?s article states that, ?According to a report by the American Association of Colleges of Nursing, U.S. nursing schools turned away nearly 16,000 qualified applicants to entry-level baccalaureate nursing programs in 2003, due to insufficient faculty, clinical sites, classroom space and other constraints? (2004). According to Mion, faculty shortages are the number one reason cited by nursing schools for not accepting applicants."
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The Effects of Nursing Shortages, 2008.
A paper highlighting the nursing shortage in hospital emergency rooms.
1,510 words (approx. 6.0 pages), 9 sources, APA, $ 49.95
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Abstract
This paper describes the nursing shortage in the United States and elsewhere, and reviews literature pertaining to the underlying factors behind it. The author also explains how this impacts on the emergency department setting and provides some solutions as to how this factor could be overcome.
From the Paper
"The nursing shortage in the United States and elsewhere is not a new phenomenon. This shortage can be traced to several factors, including those pertaining to personal and financial equity, the presence of more lucrative career options, high attrition rates of new graduates and personal satisfaction. With the coming realization that the health care infrastructure of the Unites States is less than satisfactory and more and more in danger of collapse as the "baby boomer" generation retires, health care professionals, particularly nurses, face an even bigger dilemma.
"Veteran" nurses in an emergency department setting are invaluable members of this particular department, particularly due to their clinical expertise and knowledge of department operations. They are the long-term staff that man, administer and manage the department even as other transient health care staff such as physicians-in-training come and go, they are indispensable repositories of operational knowledge changed and refined over the years to serve the community within which the hospital is based. While global turnover rates for nurses remain higher than other professions, those that choose to remain within the emergency department have a responsibility to pass on their knowledge to novices working within their department, regardless of profession. Nurses with substantial clinical experience in the same setting for years on end often set standards upon newer staff. These are important when one considers the relatively fast-paced tempo of any given emergency department. Acute patient cases are triaged, seen and examined, assessed, immediately treated, worked up for more diagnostics and discharged or admitted for observation with the intended goal of seeing all consults and giving them a definite disposition. An emergency care unit accomplishes this by ensuring a constant flow of patients in and out of its domain in order to be prepared for more urgent cases. The multiple roles of emergency department nurses, while demanding and at times stressful and complex, require staff that has acquired experience in this field as well as operational experience unique to the department."
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Providers Shortages in the Health Care Industry, 2005.
A discussion on the shortage of health care providers - especially physicians - in the United States.
675 words (approx. 2.7 pages), 3 sources, $ 26.95
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Abstract
This paper discusses how the baby boomer generation is preparing for retirement and how, as a result, in that retirement there will be a significant shortage in American physicians. This paper further discusses international medical graduates, as well as minority physicians and the complications that arise for these populations.
From the Paper
"In the decades of the 1960s and 1970s the United States believed that there was an abundance of physicians. According to USA Today, and author, Dennis Cauchon, this was a true assertion (2005, p. 1A). However, what the United States apparently failed to realize was that many of the doctors who practiced medicine during that period were part of the "baby boomer" generation, and that one day they would all retire. Current research indicates that by the year 2016 thousands of physicians will begin to retire in the United States, and that medical school training statistics indicate there will not be enough doctors trained to cover the shortage that will occur (Cauchon, 2005, p. 1A). Yet, many states contend that there is a current physician shortage in the United States, that affects hospitals, rural areas, and specialty areas (Cauchon, 2005, p. 1A). "
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Nursing Staff Shortages, 2006.
A paper examining the staffing shortage that the nursing profession is experiencing and what can be done about it.
865 words (approx. 3.5 pages), 4 sources, APA, $ 30.95
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Abstract
This paper suggests that one way to address the staffing shortage problem in the nursing profession is to encourage more of those interested in a nursing profession to pursue a two-year nursing degree program instead of a four-year program. The paper explains that the two year degree still produces fully qualified and capable nurses and is worth pursuing for those interested in the nursing profession but not interested in a four-year degree program.
From the Paper
"This is not to suggest that nursing is an easy career path or that anyone can meet its challenges. To graduate with an associate degree in nursing, the student must master both science and math classes. In addition they need personal attributes that include compassion, the ability to keep their heads in crises, and the ability to think on their feet (Staff writers, 2005). These are skills that cannot be transmitted by a professor no matter what the name of the degree. However, for those who can handle the academic work, nursing can be a challenging and rewarding profession, and one that can be entered with only two years of college debt rather than four."
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Gasoline Shortages, 2006.
A discussion and analysis of Armen Alchian's article "What Should Be the Price of a Gallon of Gasoline?"
1,717 words (approx. 6.9 pages), 2 sources, MLA, $ 55.95
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Abstract
This paper introduces, summarizes and analyzes Armen Alchian's article on what we should do during gasoline shortages. The paper explains that the premise of Alchian's article is that rationing and governmental control of gasoline are not successful solutions. Rather, the paper explains, Archian argues that rationing and governmental control are counter-productive and that free market economics are all that is needed to regulate the price of gasoline in the best way. The paper goes on to further delineate Alchian's position on what should be done during gasoline shortages and concludes that the arguments Alchian presents in his article are based on logic, theory and solid economic reasoning.
From the Paper
"Both regulatory effects of the free market economy upon the price of fuel would be undermined by the imposition of rationing and price controls. First, in a system of rationing where the selling of part of the ration is prohibited and where everyone receives a set, equal amount of fuel, "needs [of the various people in a society] remain unequal" (Alchian 1). There will be some people for whom the full amount of rationed fuel is more than they need, and there will be people whose supply is not nearly adequate to their needs. The system is, therefore, ineffectual for both types of people, those who do not need the full ration and those who need more than the full ration. The second supposition of Alchian's regarding the regulation of gasoline prices in a free economy would also be rendered ineffectual by rationing. Namely, the fact that there is compensation in the free market economy for those people willing to give up their share of fuel. If a strict system of rationing were imposed which did not allow for the transfer or sale of rations, then people without need of their full ration of fuel could not derive benefit from that fact. In a free market, however, they could sell fuel they did not need."
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Incentives and Rewards for Suppliers, 2002.
A look at the advantages of such practices in the busines arena.
1,400 words (approx. 5.6 pages), 6 sources, $ 53.95
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Abstract
This six-page graduate paper explores the purpose of incentives and rewards offered to suppliers. Moreover it looks at the incentives provided by various types of contracts. It also states their advantages and limitations.
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