| Papers [1-14] of 100 :: [Page 1 of 8] | | Go to page : 1 2 3 4 5 6 7 8 —> | Search results on "NURSING RECRUITMENT RETENTION INITIATIVES": |
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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, £ 38.95
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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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Recruitment and Retention of Teachers in Florida, 2005.
A look at the ongoing problem of public school teachers across the nation and Florida, in particular.
1,613 words (approx. 6.5 pages), 5 sources, APA, £ 36.95
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Abstract
This paper provides a positive program for the recruitment, retention, and maintenance of a solid, sustainable core of teachers in Florida, based on the present dynamics of Florida's educational system. The factors in Florida's educational system that work against such a program are also pointed out in the paper.
From the Paper
"Like many states, Florida is experiencing a teacher shortage that is so crucial it requires aggressive and creative ideas and methods in order to reach a satisfactory solution. According to a 17-page report issued by the Florida State Board of Education - "Office of Evaluation and Reporting" - they currently are facing "critical teacher shortages" for the years 2004-2005, and there are expected to be critical shortages for the school years 2005-2006, in: middle and secondary mathematics and science, reading, technical education, industrial arts, physical sciences, English for speakers of other languages, and exceptional education programs. There will also be critical shortages of school psychologists in 2004-2005, according to the report."
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Long- Term Recruitment and Retention, 2002.
An executive summary of business strategy regarding hotel labor.
4,400 words (approx. 17.6 pages), 11 sources, £ 111.95
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Abstract
This paper addresses a business strategy designed to help increase worker retention at a hotel in Miami.
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Teacher Retention and Recruitment, 2007.
A discussion on the growing problem regarding the retention and recruitment of teachers.
11,385 words (approx. 45.5 pages), 72 sources, APA, £ 154.95
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Abstract
This paper explains that the retention and recruitment of teachers is an increasingly serious problem in many states across the nation. The paper examines data from No Child Left Behind (NCLB) and Adequate Yearly Progress (AYP) Reports as being unrealistic. It concludes with career and technical education as a recommended cornerstone of NCLB and recommendations to restructure professional development workshops equipping professionals in the classrooms to make AYP. Graphs, tables, and a flow chart are included with the paper.
Table of Contents:
Abstract
Introduction
Safe Harbor - Non-Proficiency Targets
Special Education
Texas Accountability
NCLB History
Accountability for Results
Emphasis on Doing What Works
Expanded Parental Options
Expand Local Control and Flexibility
Eight Misconceptions of AYP
Recruitment and Retention
Technology
Career and Technical Education
Think Multiples
Align with Goals
Evaluate
Get Off-Site
Dedicate Space
Extend Training
Invest in Staff
Encourage Community
Conclusion
From the Paper
"Our government is a cobweb of fractions pulling in opposite directions with the winner being the hardest puller (usually lobbyists). Where is CTE on the tug-of-war of funding? Politicians are urged, swayed, sometimes bought by organizations, whose primary agenda is their personal gains. How do we show and influence Washington with our agenda of a better life for our children through their participation in Career and Technical Education? Maybe if CTE were labeled as a commodity, such as Pork Barrels, it would receive the support of our legislators."
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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, £ 67.95
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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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Teacher Retention And Recruitment, 2002.
Reviews literature on strategies for recruiting and retaining good teachers.
2,925 words (approx. 11.7 pages), 8 sources, £ 71.95
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Abstract
Reviews literature on strategies for recruiting and retaining good teachers. Need to reduce treacher attrition and meet the growing demand for more qualified teachers. Causes of teacher attrition; financial and educational costs. Problem of unqualified teachers. Discusses existing programs to retain teachers and their effectiveness. Teacher mentoring relationships and mentor programs.
From the Paper
"TEACHER RECRUITMENT AND RETENTION: A REVIEW OF THE LITERATURE
Introduction
In the next ten years, it is expected that American schools will be short almost 2.5 million teachers (NEA,2001), a statistic that highlights the importance of programs aimed at teacher recruitment and teacher retention. A good deal of the shortfall in American teachers is said to be due to teachers leaving the profession at alarming rates; for example, the National Education Association (2001) reports that about 20 percent of all newly hired teachers leave the profession within three years and about six percent of teachers overall leave the profession yearly.
In terms of the causes of teacher attrition, Ingersoll (1998) states that the single greatest causative factor is ..."
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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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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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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
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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)"
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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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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
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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."
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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
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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."
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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
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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."
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Retention of College Freshmen, 2007.
This paper describes methods of retaining college freshman in universities beyond their freshman year.
2,683 words (approx. 10.7 pages), 14 sources, APA, £ 55.95
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Abstract
This paper provides a discussion of how to bridge the gap between recruitment and retention of college students, including strategies and theories used by today's college student services professionals in easing the transition from high school to college. An examination of how educators can effectively pass the baton of responsibility is followed by a summary of the research. The author believes there are effective tools which university professionals can use to help students through the obstacles faced in their freshman year.
Outline:
Introduction
Review and Discussion
Background and Overview
Bridging the Gap between Recruitment and Retention
Strategies and Theories
Transference of Responsibility
Conclusion
From the Paper
"Given the importance of completing a college education in today's society, it is not surprising that there has been an increasing amount of attention paid to college student development issues in recent years (Tanaka, 2002; Deberard, Julka, & Spielmans, 2004). Indeed, there is much to be considered when entering college for the first time, but many young learners may not recognize all that is involved, or the implications of their decisions along the way. For example, according to Feldman (2005), "Every day, students make decisions that affect their ability to complete a degree. They weigh some of these choices carefully, such as which college to attend. Yet they underestimate the impact of many other choices, such as whether to drop a course or accept more hours at work, not understanding the cumulative effect these decisions might have on their likelihood of completing a degree" (p. 3). In fact, educators are acutely aware that college coursework requires a level of responsibility and maturity that some young learners may not yet have acquired, and the potential for failure is high for these students if they are not providing with the support services they need at this crucial juncture in their academic careers. ..."
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