| Papers [1-14] of 100 :: [Page 1 of 8] | | Go to page : 1 2 3 4 5 6 7 8 —> | Search results on "NURSE RETENTION": |
|
|
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
»
Click here to show/hide summary
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."
| |
|
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
»
Click here to show/hide summary
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."
| |
|
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, £ 38.95
»
Click here to show/hide summary
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."
| |
|
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, £ 67.95
»
Click here to show/hide summary
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."
| |
|
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
»
Click here to show/hide summary
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."
| |
|
Nursing Management, 2008.
A look at what nursing leaders are doing about retention, quality, and safety.
3,428 words (approx. 13.7 pages), 11 sources, APA, £ 67.95
»
Click here to show/hide summary
Abstract
This paper discusses how nurses constitute the biggest group for providing healthcare within the healthcare system. Hence, personnel and other workplace matters are very crucial to this group. It looks at how nursing consultation has recognized the urgency for more attention on approaches that deal with generational variations, like recruitment and retention problems associated with work-life balance expectations; full-time engagement; and particular education as well as mentoring requirements that help the changing roles of new nurses into more complex settings.
Outline:
Introduction
Retention
Quality & Safety
From the Paper
"Nurse Leaders who are in charge of multiple units are grossly challenged to sustain the required mix and balance of clinical and business management that is important for retention of staff nurses. With the bulk of health system issues impacting patient care and nursing, the present nurse manager is at the vanguard of attack. Being the department manager, the anticipation of the Nurse Manager is maintaining a profitable and efficient workforce in order to provide quality and feasible patient care. In case of executives to give leadership and direction for nursing unit mangers, it remains important to understand regarding the factors that facilitate retention of nurse manager. Retention has been an important issue among nursing profession. (Parsons; Stonestreet, 2003)"
| |
|
Job Satisfaction and Productivity in Nursing, 2005.
Defines job satisfaction and looks at how job satisfaction and productivity relate to nursing retention.
1,224 words (approx. 4.9 pages), 6 sources, APA, £ 28.95
»
Click here to show/hide summary
Abstract
This paper examines job satisfaction in nursing and the health care field. Once the definition of job satisfaction is determined, the paper examines how to improve one's personal satisfaction in the nursing field by examining why someone chooses the nursing profession and why they choose to stay. Productivity is then examined to determine how it affects job satisfaction.
From the Paper
"The future health care work environment will pose some significant challenges for employers and employees" (p.17). Job satisfaction, motivation, productivity, and retention are important in any profession. Nurses believe it is uncommon for the profession to experience these problems because of the current nursing shortage in the United Sates. Many nurses feel blessed to have chosen a profession that gives them personal and professional satisfaction everyday, and not in the monetary sense. Motivation and productivity is an economic aspect in the nursing profession."
| |
|
The Nursing Reality, 2005.
This paper examines the nursing profession and discusses ways to promote higher rates of nurse retention.
900 words (approx. 3.6 pages), 3 sources, £ 24.95
»
Click here to show/hide summary
Abstract
The paper evaluates the significance of adequate preparation for the nursing field, which will encourage nurses to gain exposure to the daily stressors of nursing life in order to improve retention rates over time. The paper maintains that it is necessary for nursing education to provide a comprehensive view of the nursing field for new students and graduates to promote knowledge and understanding.
From the Paper
"In today's society, it is necessary to consider the challenges that the healthcare profession faces in terms of employee retention rates and maintaining an adequate supply of professionals in the workforce. Specifically, both males and females alike are often attracted to the nursing profession for a variety of reasons, including long-term stability, strong income potential and the opportunity to assist patients in need. However, the drawbacks to this profession are also significant, as the long hours, stressful responsibilities and patient loads often create many openings due to professionals leaving the field on a regular basis. I believe that in order to promote higher rates of nurse retention in modern healthcare facilities, a comprehensive strategy must be in place that encourages personal growth and development, knowledge sharing and the alleviation of stress on a regular basis."
| |
|
Nurse Staffing Ratios, 2007.
This paper examines legislation regarding nurse-to-patient ratios.
2,043 words (approx. 8.2 pages), 14 sources, MLA, £ 44.95
»
Click here to show/hide summary
Abstract
The paper relates that California became the first state to mandate nurse-to-patient ratios. The paper explores the issues surrounding this policy, including the historical background, the stakeholders involved, why this is such a critical issue and how nurses can play an active role in ensuring this policy is adopted by all states in the union. The paper shows how mandatory nurse-to-patient ratios improve the quality of nursing and reduce the nursing shortage through greater retention and interest.
From the Paper
"Nurse to patient ratios have been a source of controversy for over a decade, culminating in legislative action at the state and federal level and nursing associations. In 1999, California became the first state to mandate nurse to patient ratios (Sabin, 2004; Wilson, 2004; Dumpel, 2005; Gedhill, 2005; "Hospitals struggle," 2005; Evans, 2006). The legislation mandated that medical-surgical nurses no longer be responsible for more than five or six patients each. Research has shown the optimal workload for nurses to be four patients ("Nurse:Patient," 2006; Ritter-Teitel, 2004; Wilson, 2004). Increasing the patient count to six patients per registered nurse resulted in a 14% increase in mortality rate within 30 days of hospitalization, increased needle stick injuries among nurses and a significant increase in nursing sensitive patient complications such as urinary tract infections, pneumonia, upper GI bleeding and patients going into shock ("Nurse:Patient," 2006; Ritter-Teitel, 2004; Wilson, 2004)."
| |
|
Employee Retention and the Hospitality Industry, 2007.
A discussion of employee retention in the hospitality industry.
4,352 words (approx. 17.4 pages), 12 sources, APA, £ 79.95
»
Click here to show/hide summary
Abstract
The paper examines the crisis in the hospitality industry with regard to recruitment and retention of employees. Several contributing factors to the recruitment and retention phenomenon are considered, such as increased diversity, the imbalance between skilled and unskilled labor and the nonexistent benefits, such as health insurance, profit sharing and retirement benefits. The author notes that management strategies are counterproductive and do not offer the employee real incentive to strive for achievement. The paper also addresses the issue of corporate responsibility for employees. The paper concludes with suggestions for employee retention in the hospitality industry.
Outline:
Introduction
Major Obstacles to Employee Retention
Employee Retention Solutions
Conclusion
From the Paper
"Several big name hostels are beginning to practice better diversity standards and seeking to create a better awareness among the public about the diversity and inherent interest in their employ. This trend will likely continue and it is hoped that it will continue to be a fruitful part of the development of individuals from varied nations, as assimilation is really a small part of immigration. Many more issues surround the struggles of immigration and diverse populations, many of which can only be answered by employment."
| |
|
Vocabulary Exercises and Word Retention, 2007.
A critique on an article by K.S. Folse, called "The Effect of Type of Written Exercise on L2 Vocabulary Retention", which discusses word retention following vocabulary exercises.
801 words (approx. 3.2 pages), 1 source, MLA, £ 19.95
»
Click here to show/hide summary
Abstract
This paper analyzes and critiques an article written by K.S. Folse which examines the variable effects of three different vocabulary exercises on word retention, based on a sample of ESL students enrolled in intensive language programs at American universities. The paper concludes by explaining the limitations of the study.
From the Paper
"Implications for classroom practice are extensive. Teachers who base their vocabulary exercises and assessment tools on original sentences, based on the assumption that original sentences will lead to retention, may need to rethink their approach to TESOL. Folse (2006) adds that creating original sentences place undue time and energy demands on the students, which may detract from their actual ability to retain the word. Teachers also have to spend more time on grading original sentences, and poor grammar may impact grades without reflecting whether or not the student actually understood the target word. Writing sample sentences with the target words, teachers can create more meaningful and effective exams that are also easier to grade."
| |
|
Employee Retention, 2005.
This paper discusses an important aspect of human resource management in the U.K.- employee retention.
4,115 words (approx. 16.5 pages), 16 sources, APA, £ 76.95
»
Click here to show/hide summary
Abstract
This paper explains that the problem of employee retention involves such substantial sums of money that a great deal of research into the retention issue has been conducted. The author points out the importance of retaining employees through the strategy of engagement by 1) involvement in decision-making, 2) having management listen to their views, 3) opportunities to develop their jobs beyond what they were originally assigned to do and 4) the concern management shows for the health and welfare of the employee. The paper reports that a charity organization, which has been losing good employees because of an inability to "pay staff what they are worth", launched a new benefits package project to motivate retention, which offered such items as discounted child care vouchers and subsidized health care.
Table of Contents
Introduction
The Literature on Employee Retention - What are the Problems?
The Literature - Why do Employees Leave their Jobs?
The Literature - What Some Companies are doing to Retain Employees
Keeping Employees through "Engagement":
Keeping Employees through Reward Management
What is a Total Reward Strategy?
Keeping Employees through the "Psychological Contract"
Keeping Employees through Inspired Leadership - Charles Handy
Keeping Employees through Inspired Leadership - Kouzes & Posner
Employee Retention through Innovative Policies - Journalism (Literature)
From the Paper
"The CIPD data published by TalentDrain shows that in order to retain good employees by meeting their psychological growth needs, 58% of companies institute "training and development" strategies, 20% of companies redesign job duties, and 29% implement mentoring systems.
In order to enhance "the everyday experience" of employees, 52% of companies utilize "improved induction processes"; 48% of companies surveyed work towards "improved communication"; 32% approach the "work-life balance" of the worker; 35% implement "flexible working" hours; 32% have established "family-friendly provisions" that go beyond the UK legal minimum provisions."
| |
|
Customer Retention, 2004.
An analysis of the strategic business issue of customer retention.
12,105 words (approx. 48.4 pages), 8 sources, MLA, £ 162.95
»
Click here to show/hide summary
Abstract
This paper discusses the theory and the practice of customer retention. In addition, the ideas of loyalty, intimacy, and satisfaction are studied to determine their place in the customer retention of today and the future. A better understanding of how organizations and customers define customer retention is vital to this study, as is learning how various firms measure customer retention. The paper examines how customer retention works and identifies what can be done by various companies to determine how best to serve their customers and keep them coming back.
Contents
Chapter One
Introduction
Statement of the Problem
Purpose of the Study
Importance of the Study
Scope of the Study
Rationale of the Study
Definition of Terms
Overview of the Study
Chapter Two
Review of Related Literature
Chapter Three
Methodology
Approach
Data Gathering Method
Database of Study
Validity of Data
Originality and Limitations of Data
Summary
From the Paper
"Customer retention has become very important as society continues to grow. When society was very young, there were only a few merchants and they only had certain things that they sold to those that lived and worked nearby. As the population expanded and demand for more things was created, more and more merchants and businesses were established. This created much more competition based on price and other factors, and one of these factors was the treatment of the customers so that they would return to purchase from that shop again. Thus customer retention was born, and it has continued to increase in importance as the population and their demands continue to grow."
| |
|
Employee Retention, 2002.
An examination the issues of employee retention through improved job satisfaction based on a job satisfaction survey.
1,435 words (approx. 5.7 pages), 7 sources, MLA, £ 32.95
»
Click here to show/hide summary
Abstract
This paper looks at the problem of employee retention in today?s market and discusses the creation of a job satisfaction survey as the starting point in creating an effective employee retention program. It analyzes how employee retention is a difficult problem for many U.S. businesses and how pay-based incentives alone are no longer enough to hold quality employees. It evaluates how non-pay incentives are becoming more and more important in creating effective employee retention programs and how the array of such non-pay incentives, however, is large and an effective retention program should be tailored to company?s specific employees.
From the Paper
"McQuarrie argues that market research is relevant to business strategic planning because it results in focussed, company specific information. (1996). Rossi et. al. provide a detailed and complete guide to the effective use of surveys in market research. (1983). This work covers not only the use of closed versus open ended questions for obtaining desired information, but also explains various methods in analysis. Finally, Edmunds (1996) and Edwards, et al. (1997) give a step-by-step guides to choosing the proper research method, appropriate use of various question forms in surveys and choosing the appropriate degree of analysis to fit within relevant time and budget constraints."
|
|
|
