| Papers [1-14] of 100 :: [Page 1 of 8] | | Go to page : 1 2 3 4 5 6 7 8 —> | Search results on "MOTIVATION FACTOR NURSE RETENTION": |
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Motivation as a Factor in Nurse Retention, 2004.
A look at how motivation in the work force, in particular in the nursing field, creates lower job turnover.
1,320 words (approx. 5.3 pages), 6 sources, MLA, £ 30.95
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Abstract
This study explores the effects that motivation has on the job satisfaction of nurses and on nurse retention. It is hypothesized that nurses who are more motivated in their jobs are more satisfied, and are thus less likely to leave the profession. The findings from this study provide information as to what changes can be made so that nurses are more motivated in their profession.
From the Paper
"Nursing retention is a prominent factor in the current nursing shortage, and it has been found that nurses change jobs and careers because of issues in the workplace, including the culture of the hospital (Donley et al., 2002). Recently, several studies have explored the growing trend of nurses leaving the profession. Why is nurse retention becoming increasingly difficult? Several theories have been posited. Sumner and Townsend-Rocchiccioli (2003) suggested that the cause of nurses? abandonment of the profession might lie more in intrinsic factors rather than overtly expressed reasons. These authors cite various reasons, such as bureaucratic factors, issues related to the medical profession and scientific discourse, and factors within the nursing profession, as contributing to dissatisfaction that causes nurses to leave. Also, nursing is emotionally stressful work, which may add additional stresses to influencing factors. The above authors suggest changes in the work environment to make nurses feel valued for their skills and therefore increase nurse retention."
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Nurse Retention, 2004.
This paper discusses the problems of nurse retention and decreasing the high turnover rate.
1,310 words (approx. 5.2 pages), 6 sources, MLA, £ 30.95
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Abstract
This paper explains that many nurses feel managed care is to blame for the nursing shortage because hospital cost-cutting measures have led to downsizing the number of professional nursing positions. The author points out problems of aging nurses, decreasing enrollment into nursing schools, and the physical and mental demands of the profession. The paper concludes that the first thing that needs to be done in the profession is to raise the pay rate because the pay rate for nurses virtually has stagnated.
From the Paper
"Studies show that people of all generations seek and maintain employment in organizations where they feel valued, respected, and proud of the institution. Nurses specifically express more satisfaction with their work when they have more control over their practices. Providing a professional practice environment with flexible scheduling, educational opportunities, and a voice in decision-making allows nurses more control of the work they do."
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Nursing Recruitment and Retention Initiatives, 2008.
An analysis of the organizational and government policies to improve nursing recruitment and retention.
1,720 words (approx. 6.9 pages), 8 sources, APA, £ 37.95
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Abstract
This paper discusses the health care policies that could support recruitment and retention initiatives for nurses. It discusses this at organizational and government levels. The paper specifically examines proposed government policies, as well the assessment of and solutions for the issue of retention and recruitment that are provided in the literature.
Table of Contents:
Introduction
Conclusion
From the Paper
"Currently, the government and health organizations are involved in seeking to maintain quality care during a critical time. Both the literature and the various levels of government agree about the causes and proposed policies that are needed to address the issue of nursing retention and recruitment. The government needs to invest substantial funding and implement legislation that will ensure nursing has a higher status. The nurse indeed comprises the frontline worker and patient well-being depends on nursing. The priorities are to create more full-time jobs for new nursing graduates as well as to provide them with greater incentives to stay in the country. Nurses need better compensation and more power. Perhaps the best option would be for Canada to imitate the United States to the extent of creating an environment that is fully supportive of Canadian nurses."
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Retention of Qualified Nursing Staff, 2004.
An examination of the factors that may influence the retention of qualified nursing staff in an Accident and Emergency department.
3,456 words (approx. 13.8 pages), 25 sources, MLA, £ 66.95
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Abstract
The retention of nursing staff in Accident and Emergency Departments has become a problematic and cardinal issue in health care and hospital management. This issue has been exacerbated by the reduction of critical and qualified nursing staff, which has become an international predicament. While there are numerous factors involved in the retention of nurses, many areas still require extensive study and research. However, factors affecting the retention of staff are clearly aligned to the central causes for staff job dissatisfaction. The following aspects and literary overview is meant to firstly suggest the scope of the problem and the central reasons for the loss of staff members in Accident and Emergency departments. This study focuses on those areas that are most contentious and which are most in need of further research and study. The literature, where applicable, is evaluated and critiqued with regard to their usefulness in delineating the central issues.
From the Paper
"While the study is one of the most comprehensive of its kind and does provide solid insight into the situation of nursing conditions and job dissatisfaction, yet there are a few areas in which it can be critiqued. While it is thorough is does not focus specifically on specialized areas such as A&E. This is more of an observation than a critique as this is obviously not within the parameters of the study and is essentially unfair as a critique of a broad and comprehensive study like this. However the lack of data and research specifically aimed at nurses in A&E departments is a pattern that is repeated in numerous other studies. There are many feasible general studies of the problems, but very few directly related to Accident and Emergency staffing."
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Retention Factors of Female Police Officers, 2008.
An analysis of the factors affecting the retention of female police in the United States.
2,351 words (approx. 9.4 pages), 15 sources, APA, £ 49.95
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Abstract
This paper analyzes the unique factors that affect the retention of female officers and the implications for law enforcement. These factors include the effects of gender and race, education, family, and career opportunities. The paper concludes that female officers are unique in the fact that they deal with workplace problems and stressors like men do, but have other issues that are exclusive to their status as women and minorities. The paper also concludes that there is a need for agencies to incorporate and embrace females in policing.
Table of Contents:
Introduction
Gender and Race
Education
Family
Career Opportunities
Implications for Law Enforcement
Conclusion
From the Paper
"Several recommendations can be suggested to law enforcement agencies that desire to retain more female officers. Agencies need to study their organizations to get an idea of the climate and the attitudes of their officers. Organizations should utilize anonymous surveys so that officers do not fear retaliation for their views. Recruitment videos and brochures should portray females being utilized for police work to help attract more women. Also, agencies should educate their employees by providing sexual harassment and discrimination training for all members. By implementing some small changes organizations can save money, time and create a more diverse work force that is representative of their community."
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Registered Nurse vs. Nurse Practitioner, 2008.
A research paper exploring the process of transferring from a status of registered nurse to nurse practitioner.
2,825 words (approx. 11.3 pages), 10 sources, APA, £ 57.95
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Abstract
The paper defines and describes the duties, obligations and educational abilities of both a registered nurse and nurse practitioner in order to determine the motivations of nurses to transfer positions. The paper provides a literature review and concludes that a more in-depth analysis is necessary to truly assess a nurse's motivation for expressing interest in transferring to the role of nurse practitioner. The paper also shows the need for more studies on whether such a transfer will bring greater job satisfaction and motivation than if the nurse were to remain as a registered nurse.
Outline:
Introduction
Literature Review
Strengths & Weaknesses of the Concept
Discussions & Summary Conclusions
From the Paper
"At present, there is a national crisis within the nursing industry. More and more, people are interested in becoming nurses. Nurses work in many capacities in clinics, community centers, hospitals and in private practice. However for some, there is no clear distinction between an R.N. and a Nurse Practitioner. Further, there is little data exploring the mechanisms through which a nurse may decide to pursue an advancing career, and what support if any he or she may receive in doing so. The purpose of this paper is to clarify the roles of these two positions, and assess which is most needed given the status of the nursing and healthcare industry in the United States today."
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Nursing and Obstetrical Nursing Curricula, 2006.
A look at the organizations that regulate and control nursing and nursing education programs.
900 words (approx. 3.6 pages), 2 sources, £ 24.95
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Abstract
This paper looks at nursing and obstetrical nursing and investigates what agencies police and design the curricula for these fields. The State Boards of Nursing and the National League for Nursing Accrediting Commission are examined and the policies and standards that they set are discussed as well as the required curriculum content and development they oversee. Their impact upon curriculum development and revision is also reviewed.
From the Paper
"In the arena of nursing, there are so many specialties, so many fields, so many types of nurses, that there must be governing and regulatory bodies. Without such organizations that regulate and control nursing and nursing education programs, there would not be a singular and uniform set of expectations for this nation's nursing professionals. The two organizations that will be discussed in regard to how they influence the regulation of nursing, and more specifically how they could influence obstetrical nursing, are the National Council of State Boards of Nursing (NCSBN) and the National League for Nursing Accrediting Commission (NLNAC). The first of the two governing agencies that this paper will discuss and investigate is the NCSBN."
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Using Non-Nursing Personnel for Nursing Tasks, 2004.
A look at the advantages and disadvantages of using non-nursing personnel to perform nursing tasks.
1,356 words (approx. 5.4 pages), 6 sources, APA, £ 32.95
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Abstract
This paper considers the reasons for using non-nursing personnel to perform nursing tasks and then takes a look at the advantages and disadvantages of doing so. The paper also discusses the outlook for using non-nursing personnel in the nursing profession as well as the decline in qualified nurses in the labor pool.
From the Paper
"Much has been written about the nursing shortage that plagues physicians, hospitals and nursing homes in the United States. At the same time that there are fewer qualified nurses available in the work force a number of states and municipalities have passed regulations regarding the nurse-to-patient ratio that is making the situation even more acute. As a result, healthcare providers have been forced to be innovative in the way that they attract nurses to their institutions and recruiting efforts..."
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Director of Nursing in Nursing Home, 1999.
Examines issues affecting this position & role. Examines the economics of the institute, restructuring, responsibilities, quality of care and staffing.
1,350 words (approx. 5.4 pages), 14 sources, £ 32.95
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From the Paper
"DONS IN THE CONTEMPORARY NURSING HOME ENVIRONMENT
Introduction
This research examines some of the issues affecting the position and role of the Director of Nursing (DON) in contemporary nursing home environments. DONs are experiencing increasing difficulties in their attempts to fulfill their responsibilities as the health care environment in the United States continues in a period of transition.
DONs and Transition in the Health Care Environment
An increasing number of nursing homes, in the pursuit of goals related to both efficiency and effectiveness, are implementing reorganization schemes that frequently involve downsizing, decentralization, or some combination of downsizing and decentralization (Barrett, 1995). Among health care.."
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Every Nurse Controls the Image of Nursing, 2008.
This paper is a persuasive essay on the changing role of the nursing profession's image in modern day society.
730 words (approx. 2.9 pages), 3 sources, APA, £ 18.95
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Abstract
This paper discusses the changing role of nurses. The paper asserts that while every nurse controls the image of nursing, the demands of the times change what constitutes, and what will constitute nursing. Furthermore, the paper states that the nursing profession is undergoing transitions both within and without that profoundly impact it's public image as providing care to those in need. The author states that whereas technology can provide more and more timely cures, nurses are still typecast into a caring role, which may be less of a priority in the global scene that merely looks at health care as a service-oriented body repair shop.
From the Paper
"As often is the case, internal and external change can have unpredictable effects on the components of the profession, not only as a whole. For instance, the broadening of the different roles a nurse can pursue has only happened in the latter quarter of the previous century in response to the expanding demand for them. There is an inherent advantage in specializing and giving students advancement options, even the option to independently practice is currently available. However, with the lack of time to develop these different tracks into distinct, autonomous, regulatory professional entities, this leaves the impression on the public that the nursing profession's demand-driven schism is a warning sign that health care is slowly becoming service-oriented rather than patient-oriented. Presently, it is difficult to distinguish nursing roles such as the nurse practitioner apart from the roles of other professionals such as physicians. Such increasing overlap in responsibilities, knowledge, patient treatment and management must be assessed and acted upon in order to ultimately establish a change in the public's perspective on nursing as a whole."
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Collaboration and Nursing Staff, 2007.
An analysis of the impact of intersectoral collaboration on nursing retention.
2,670 words (approx. 10.7 pages), 8 sources, MLA, £ 55.95
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Abstract
The paper evaluates the effects intersectoral collaboration have on nursing retention programs in general and on Canadian nursing staff in particular. The paper discusses how collaborative initiatives have been shown to improve nursing retention rates many times as well as improving the ability of all practitioners to deliver healthcare services more effectively and efficiently. The paper discusses how nurses are going to remain in short supply in the foreseeable future and the Canadian healthcare system is going to need to use all the tools in its management repertoire to meet these shortfalls. The paper concludes that intersectoral collaboration, based on an improved sense of interdisciplinary collaboration, was shown to be a viable approach to improving the delivery of healthcare services today.
Outline:
Introduction
Review and Discussion
Conclusion
From the Paper
"Today, there are a number of frameworks and concepts available to describe the working relationships between medicine and nursing. According to Coombs (2004), "At present, the most frequently cited concept in health care policy and literature is that of 'collaboration,' meaning 'to labor together': although alternative definitions are offered that imply a willingness to co-operate with one's enemy" (p. 11). For the purposes of this study, though, collaboration assumes the more relevant definition of being "non-hierarchical in nature and a cooperative venture based on shared power and authority. It assumes power based on a knowledge base or expertise as opposed to power shared on role or function" (Coombs, 2004, p. 11). A more popular term, "interdisciplinary," is also frequently used to describe a level of collaboration requiring joint development of a plan of care with healthcare professionals pooling their expertise."
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Retention of African-American Males in Universities, 2007.
This paper explores the factors affecting retention of African-American males in predominantly white universities.
1,896 words (approx. 7.6 pages), 7 sources, MLA, £ 41.95
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Abstract
This paper examines the retention rate of African-American males in predominantly white universities. The paper compares the factors influencing African-American women versus men in completing their university studies. The author states that the purpose of this research is to find out exactly what the retention rate of African-American males in white universities is, and what explicit and implicit factors influence the retention rate.
Outline:
Research Question or Alternative Hypothesis
Independent Variable
Dependent Variables
Possible Confounding Variables
Research Design
Participants
Instrumentation
From the Paper
"The retention rate of African American males has been a hotly debate topic in the college domain. Although statistics have shown that the overall retention rate of African Americans within college has progressively increased, few studies have specifically focused on the African American male student within a predominantly white university. Michael J. Cuyjet explains in his book, "Helping African American Men Succeed in College", that African American males are different from females in several different categories that include course learning, exposure to campus activites, use of student unions, involvement in clubs and organizations, etc (Cuyjet, Chapt. 1). The goal of this research study is to find out exactly what the retention rate of African American males in white universities is, and what explicit and implicit factors impact the overall impact the retention rate. We will conduct a research design that will consider the multiple factors within retention rates and develop a quantitative metholodgy to measure the factors contributing to African American male retention rates."
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Understanding and Implementing Motivation Successfully, 2006.
This paper provides ideas and analysis of how to be better managers to employees in order to motivate them to do a better job.
5,003 words (approx. 20.0 pages), 9 sources, MLA, £ 86.95
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Abstract
In this paper the author recommends ways of how to motivate employees and managers to do a better job. He clearly states that motivation is something that comes from within but that through training, managers can learn to be effective motivators by adjusting their managerial style to the needs of their employees. The author analyzes various areas of management, and looks at how to teach managers to use specific approaches that will motivate individuals, instead of making the mistake of targeting an entire workforce in the same manner. The paper offers different methods of motivation that can be used. The author concludes that many of the motivation problems in companies are not caused by the deficiencies of individual employees, but by expecting people to excel in tasks requiring qualities they just don't have.
Table of Contents
The Bell Shaped Performance Curve
How Has the Bell-Shape Curve Formed?
Benefits Gained By Understanding Employee Motives
Winner's Motives- Accomplishment Motive and Power Motive
Survivors' Motives
Security Motives
The Dependency Motive
The Conformity Model
Comfort Motive
Fairness Motive
The Friendship Motive
Motivating Employees toward Change
Motivating an Employee with a Performance Problem
Motivation & Goal Setting
The Importance of Having a Dream
Setting the Goals
Setting Objectives
Policies Leading to Effective Motivational Systems
Summary
From the Paper
"People with a strong dose of the friendship motive spend a lot of time doing favours for people and trying to be popular. Their underlying motive is to make their private world as safe as possible by eliminating the possibility of adversaries. People with this motive don't mind being manipulated, and dislike disappointing people. For this reason, they do not excel in leadership roles-to keep employees happy they will make all kinds of exceptions to rules and give extra favours. This will result in a loss of discipline and productivity in the workforce. Motivating this group requires little effort since they are so eager to please. In managing this group, managers must be careful not to show undue favouritism towards them since they are so pleasing. It must be ensured that other subordinates do not conclude that they are an easy mark for a flatterer. The best way to keep this group motivated (and unagitated) is to speak to them in terms of continuing employment, i.e. if they continue doing a good job for you, you'll continue doing your best for them."
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The Roles of the Advanced Practice Nurse, 2008.
An analysis of the roles of the advanced practice nurse and an interview with a nurse practitioner regarding two particular competencies of the profession.
2,160 words (approx. 8.6 pages), 11 sources, APA, £ 46.95
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Abstract
This paper examines the term 'advanced practice nurse' and four distinct roles involved in being such a nurse. The paper points out that all of these roles are based on six core competencies besides the central competency of direct care. The paper includes an interview with a nurse practitioner, focusing on two of those competencies which are derived from Ann Hamric's "Model of Advanced Practice Nursing". The paper concludes that the most important core competency on the basis of this interview is collaboration.
Outline:
Introduction
Advanced Practice Nurse: Four Roles
Interview
Analysis
Conclusion
From the Paper
"The nurse practitioner acts as a primary care or specialty care provider and also as a consultant to individual patients, families, and communities (AANP, 2002). The nurse practitioner is concerned with medical as well as nursing issues, health promotion and maintenance, prevention of disease and acute and chronic disease diagnosis and management (AANP, 2002). Advanced practice nurses work in a variety of settings such as neonatal, pediatric, gerontology, women's health, school and occupational health, adult critical care or family care, and specialize in illnesses such as AIDS (Becker & Kaplow, 2006; AANP, 2002). The advanced practice nurse is not only a skilled nursing clinician but a practice leader who is able to create a significant impact on care across a wide range of settings. Advanced practice nurses work to optimize outcomes for patients, the family, health care providers, and the health organization/system (Becker & Kaplow)."
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