Professional Documents
Culture Documents
ISSUES,
MANAGEMENT ISSUES
&
EMPLOYMENT ISSUES
SUBMITTED BY:
Neenu Jacob
M.Sc(N)
hospitals, nursing homes, home health agencies and colleges, the discipline
has to keep current of changing policies and be prepared to address
whatever may arise.
Nursing Shortage
The nursing shortage is a major issue facing the biggest licensed profession
in the health-care system. This shortage will affect health care more each
day, as it appears not much is being done to stop it. Many emergency rooms
have longer wait times due to less nursing staff, and hospital floors are
feeling the effects as well. This is affecting patient care because the number
of patients to one nurse is increasing, therefore decreasing the quality of
care. This shortage is being felt in hospitals, nursing homes and homehealth agencies. Nursing has been lobbying for patients by seeking
legislation to help with the nursing shortage and with funding for nursing
schools.
Health-Care Reform
Nurses have always been involved with health-care reform as advocates for
patients. The American Nursing Association (ANA) has been working to have
the voice of nurses heard. Nurses are in support of a public plan, so
Americans who are underinsured or uninsured will have access to
affordable, quality health insurance. The ANA has taken the stand that
health care is not a privilege but a right. It is lobbying for a reduction in cost
and an end to high out-of-pocket costs for services, as well as ending
discrimination pertaining to pre-existing conditions
DUTY TO REPORT OR SEEK MEDICAL CARE FOR A PATIENT:
A nurse who is caring for a patient has a legal duty to ensure that the
patient receives safe and competent care.
This duty requires that the nurse maintain an appropriate standard of
care and
FRAUD:
Fraud is deliberate deception for the purpose of personal gain and is
usually prosecuted as a crime.
One example would be trying to obtain a better position by giving
incorrect information about the patient to a physician.
This may be prosecuted as a crime, because the nurse placing the
patient in a danger.
Courts tend to be more harsh in decisions regarding fraud than in
cases involving simple malpractices, because fraud represent a
deliberate attempt to mislead others for your own gain and could
result in harm to those assigned to your care.
ASSAULT AND BATTERY:
Assault is saying or doing to make person genuinely afraid.
Battery is touching a person when that individual has not
consented to the action .
Assault and battery are crimes under the law.
Both are most commonly treated as criminal cases when they
involve suspected abuse of a patient.
FALSE IMPRISONMENT:
B.
MANAGEMENT ISSUES
meet the needs of the organization, the needs of patients, and the needs of
the nurse employees
TURN OVER:
Turn over means the rate at which the employees leave a company and
are replaced by other peoples or staffs.
Maintaining adequate staffing levels is a major issue in nursing
management.
Representatives working in nurse management and leadership are
often faced with the responsibility of controlling attrition rates.
Turnover in the nursing industry can be more difficult to control.
Nurses faced with long work hours for relatively little pay have few
motivations to remain in one position and often seek employment
opportunities at competing hospitals and neighboring clinics.
Since recruiting and training new nurses takes time and money, the
nursing leaders are charged with consistently working to keep
turnover levels low and to maintain current staff levels in an effort to
provide a minimum of quality patient care.
FUNDING:
Academic validation
Professional validation
Economic validation
Institutional validation
Performance validation
COLLABORATION ISSUES
The nursing profession is faced with increasingly complex health care issues
driven by technological and medical advancements an ageing population,
increased numbers of people living with chronic disease, and spiraling costs.
Collaborative partnerships between educational institutions and service
agencies have been viewed as one way to provide research which ensures an
evolving health care system with comprehensive and coordinated services
that are evidence- based, cost effective and improve health care outcomes.
These partnerships also ensure the continuing development of the
professional expertise necessary to meet these challenges
EMPLOYMENT ISSUES
UNEMPLOYMENT:
India as a nation is faced with massive problem of unemployment.
Unemployment can be defined as a state of worklessness for a man fit
and willing to work.
It is a condition of involuntary and not voluntary idleness.
India Unemployment rate 10.7%
Some features of unemployment have been identified as follows:
-The incidence of unemployment is much higher in urban areas than in
rural areas.
-Unemployment rates for women are higher than those for men.
-The incidence of unemployment among the educated is much higher
than the overall unemployment.
-There is greater unemployment in agricultural sector than in industrial
and other major sectors
MINIMUM WAGE:
A minimum wage is the lowest hourly, daily or monthly wage that
employers may legally pay to employees or workers.
It generally applies to unskilled or semi-skilled laborers working in
service industries or manufacturing plants.
AGE DISCRIMINATION:
Older workers are more likely to have been with a company for a
longer period of time.
They are therefore likely to be in a senior position, or at the very
least have had many years to receive raises in the salary.
This increases the damage for past and future lost wages and
benefits.
Employee law suit against employers are increasing yearly because
the age discrimination occurs frequently.
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WORK-PLACE VIOLENCE
Workplace violence can be any act of physical violence, harassment, or
other threatening, disruptive behavior that occurs at the work site.
Workplace violence can affect or involve employees, visitors,
contractors, and other non-Federal employees.
A number of different actions in the work environment can cause
workplace violence.
Work place violence can be inflicted by an abusive employee, a
manager, supervisor, co-worker, customer, family member, or even a
stranger.
Whatever the cause or whoever the perpetrator, workplace violence is
not to be accepted or tolerated.
The best prevention comes from identifying any problems early and
dealing with them.
It is best prevented by pre employment screening, employee
identification badges and guard services.
SEXUAL HARASSMENT
Sexual harassment is a form of illegal employment discrimination in
many countries, and is a form of abuse (sexual and psychological).
Sexual harassment, is intimidation or coercion of a sexual nature, or
the unwelcome or inappropriate promise of rewards in exchange for
sexual favors.
Intimidation is intentional behaviour "which would cause a person of
ordinary sensibilities" fear of injury or harm.
Coercion is the practice of forcing another party to behave in an
involuntary manner (whether through action or inaction) by use of
threats, intimidation or some other form of pressure or force.
Coercion may involve the actual infliction of physical pain/injury or
psychological harm in order to enhance the credibility of a threat
Torture is one of the most extreme examples of coercion i.e. severe
pain is inflicted until the victim provides the desired information.
It includes a range of behavior from seemingly mild transgressions to
actual sexual abuse or sexual assault.
For many businesses, preventing sexual harassment have become key
goals of legal decision-making
ISSUES RELATED TO NURSING SHORTAGE
The nursing shortage is another international event. Why is there a
nursing shortage? There are many opinions regarding that question. I
have been a nurse long enough to recognize that nursing shortages
for
ascertaining
the
language
competence
of
the
competency
becomes
professional
advancement
It has long been held that the employer has the inherent right to
discipline his workers. Should misconduct be committed, the employer
after a proper inquiry has been instituted can impose a suitable
punishment, including dismissal if the offence committed was of a
serious nature. The decision on the type of punishment to be imposed
is under all circumstances a subjective one. The Courts will interfere
if, among others, the action taken by the management was perverse,
baseless or unnecessarily harsh or was not just or fair. There have
been occasions where employers have imposed the punishment of
dismissal for misconduct which they have assessed as serious but
these cases have been reviewed by the Industrial Court and the
decision of the employer substituted. Given that imposition of
punishment is a subjective matter, what factors or criteria should an
employer apply in determining appropriate punishment for
misconduct committed in employment. This talk, among others, will
examine some of the issues to be taken into account
RENEWAL OF NURSING REGISTRATION
So that registration office is updated with nurses in practice. Of
course re- registration may qualify its periodicity and qualifications of
nurses e.g. clinical experience, attendance at continuing education
etc.
This issue need indepth study of merits and demerits as well as its
feasibility before it could come on the surface.
It
could
be
either
through
clinical
experience
or
education.
ASSIGNMENT:
Write an assignment on strategies to overcome the employment issues.
THEORY APPLICATION:
GENERAL SYSTEM THEORY.
INPUT
OUTPUT
Students gained
knowledge
regarding
patient care
issues,
management
issues,
employment
issues &
medico-legal
issues
Students
having
inadequate
knowledge
regarding
patient care
issues,
management
issues,
employment
issues &
medico-legal
FEED BACK
issues.
THROUGH PUT
Teaching about
the patient care
BIBLIOGRAPHY
issues,
management
Book reference:
issues,
th
1. Ann Mariner-Tomey
employment (1992) 4 edition Nursing management
Mosby
publishers.
issues
& medicolegal issues using
2. Jacqualine
powerM.Katz
point & Elener Green Managing quality, A guide to systemwide performance
management in health care mosby publishers
presentation
3.,E.R.Tattersall Nursing management in practice ;Thomson east kill bride,
Scotland
4. Basavanthappa BT, (2008) Text book of Nursing administration, 2 nd
edition, Jaypee brothers: Newdelhi
5. M. Rokeach, The Nature of Human Values, New York, The Free
Press,1973.
6.H.M. Trice and J.M. Beyer, The Culture of work Organisations, Englewoods
Cliffs, NJ, Prentice Hall, 1993.
7.J.P. Kotler and J.L. Herkett, Corporate Culture and Performance, NewYork,
The Free Press, 1992.
8.E.H. Schin, Organisational Culture and Leadership, 2nd ed., San
Francisco,Jossey-Bass, 1992
9.Sakharskar BM, (2006) Text book of Hospital administration and
planning , 1st edition, Jaypee brothers: Newdelhi.
10.Syed Amin Tabish, (2003) Text book of planning, organisation, and
management, 2nd edition, Jaypee brothers: Newdelhi.
11.Janice Rider Ellis (2004), Nursing in todays world, 8th ed; Lippincott
Williams Wilkins, page no: 289-302
12.Francis .C.M (2004) Medical ethics, 2nd ed: Jaypee brothers
publications. Page no: 28-30
14.Sally h.rankin (1983), patient education :issues ,principles and
guidelines, 1st ed; J.b Lippincott company, page no:100-101
Journal reference:
1. Peterson R (2006). A patient care team approach to multicultural
patient care issues, 10:3, page no:75-90
2. sahshee broota(2000) Employment - Issues and trends, 45:23
Page no: 68-90
Net reference:
*www.google.com
*www.scribd.com