Peer 1
Advanced practice nurses play a major role in transforming the healthcare system enhancing increased healthcare accessibility, provision of value-driven healthcare environment as well as promote the delivery of high quality of care to patients. The advanced practice nurses develop and implement numerous initiatives and health programs aimed at promoting effective disease management thereby enhancing continuous improvement in value, access, and quality of healthcare services (Pickard, 2014).
There are various tactics utilized by advanced practice nurses to put them in a better strategic position regarding pay equality. Such tactics include designing and implementing cost-efficient and effective healthcare models to facilitate maximum utilization of advanced practice nurses’ contributions. Furthermore, the diversity associated with a nursing practice including a wide range of roles and numerous varieties of practice settings calls for application of care and cost-effectiveness standards thereby influencing nurses to acquire a better position on pay equality (Pickard, 2014). Another tactic employed to enhance advanced practice nurses attains pay equality is enhancing the appropriate presentation of nursing practice in both the decision-making panels of the government and private organizations. The presentation facilitates the implementation of effective metrics under which payment, pricing, cost, and value are based on.
Advanced practice nurses should not view themselves as lower-cost providers given that their knowledge, skills, and capabilities of healthcare practice continue to expand and advance over a given period. This means that their delivery of care services improves with time calling for an increase in payment to enhance maximum utilization of their dynamic evolving skills to impact the positive transformation of the healthcare system (Woo, 2017). As APNs continuously contribute to the establishment of innovative healthcare models to enhance the satisfaction of the patient’s needs, the payment schemes must include appropriate measures of the value contributed by the APN
Peer 2
Although advanced practice nurses, commonly referred to as APN, provides somewhat similar services, their pay often tends to match owing to a variety of distinct reasons. A persistent salary gap exists in the nursing profession (Bhagyalekshmi, Sha, & Rajendran, 2019). As a result, this has been perceived, by many, as both discriminatory and harmful. The salary gap often exists on gender basis. Based on a study conducted by Nurse.com, fields where female nursing practitioners are considered to be dominant bear significant disparities in terms of pay (Yi, 2016). In such scenarios, male APNs tend to earn more money in the profession as compared to their female counterparts. As such, the need prevails to come up with relevant strategies that would facilitate relevant means of bridging the said gap.
One of how pay inequity could be rectified is by ensuring that female nurse representatives can negotiate salaries for female nurses before them accepting the employment opportunity (Yi, 2016). Las such, one should not be willing to accept a job before issuing a counteroffer regardless of how much one requires or is need of the job. By doing so, this should enable employers to create favorable offers for all their employees based on their specified qualifications.
Another way in which equality may be promoted in the nursing profession is by ensuring that there is proper representation for all nurses (Yi, 2016). Similar to how workers from different profession obtain proper representation such as their involvement in trade unions, nurses should also have a relevant body which is intended to guarantee proper working conditions for them. In addition to this, the employees, in this case, may be able to obtain better pays that are bot no-discriminatory and equal among all nurses.
APNs’ Position
Owing to APNs’ contribution to the healthcare system, they must be treated similarly when it comes to matters regarding their pay (Yi, 2016). The main reason for this is because people in the profession often undergo proper training that makes them uniquely skilled for their various position, and hence their services may and cannot be provided by individuals from other career fields.
Although nurses are involved in the provision of low-cost services to patients, this should not necessitate lower pay in comparison to other occupations (Hakim & Bahri, 2016). The main reason behind this mostly lies behind the fact that they provide services that are crucial and life-saving from a literal point of view. As such, this should necessitate them to push for a pay that is comparable with others. This should be extended to them being issued with similar services as well. By doing so, this would enable the nurses to feel highly motivated hence allowing them to provide better services to their customers (Yi, 2016). As a result, the facility or institution in which they provide may be able to experience increased growth more so since more people would be willing to obtain healthcare services from the hospital in question.
With the inclusion of equal pay among APNs, this would create room for proper working conditions in the profession. In addition to this, this would ensure that proper legal requirements are instilled concerning the protection of the welfare of employees (Hakim & Bahri, 2016). Similarly, this would allow for the creation of opportunities where nurses experience economic boost hence ensuring that they work in a manner that best guarantees innovation and competitiveness in the profession.
Response post with a minimum of 150 words each response. Word document, double space. APA (6th)
Below is the original activity if you needed:
Reflect on the current roles of advanced practice nurses in healthcare as the care providers at the front line of disease management and health promotion in primary care and many other specialty settings. What do you think are some effective tactics for APN strategic positioning regarding pay equality? Should APNs position themselves as lower-cost providers who provide better care or push for comparable worth, same service and same pay?
Below is an article that provides great practical information that highlights how provider productivity is calculated in the clinical setting, which is important to know as future nurse practitioners.
Calculating Your Worth: Understanding Productivity and Value- https://www.ncbi.nlm.nih.gov/pmc/articles/PMC4093517/
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Response 19398341
/in Uncategorized /by developer1 postsRe: Topic 5 DQ 2
On a large scale the preparation and planning for a disaster, before it happened would be a primary prevention in disaster management. In the video about the catastrophic earthquake in Haiti in 2010, the primary prevention was mentioned while the narrator described the use of hand sanitizer and gloves to ensure their own safety on the scene of a disaster (Falkner, 2018). Also, we can assume that the medical staff have received immunization shots against infectious diseases which are prevalent in the Haiti prior to leaving the U.S.
The secondary prevention, during a disaster, would have measures aimed to maintaining and saving lives, and supporting victims and their health (Falkner, 2018). For example, an appropriate wound care to prevent development of a local infection. And, if the wound infection is already happening, the antibiotic treatment would be an example of the tertiary prevention of systemic infection or sepsis, as a complication. For disasters in general, the tertiary prevention would take place after an event has ceased and the interventions focus on recovery and may take months or years (Falkner, 2018). Also, in this phase the learned lessons should be reviewed and collected, in order to be considered for preparation for possible future disasters (back to primary prevention). The agencies, which would be involved in planning, creating policies and making changes to the existing policies would be Federal Emergency Management Agency, it offers the National Disaster Recovery Framework which is a
guide that enables effective recovery support to disaster-impacted States, Tribes, Territorial and local jurisdictions. It provides a flexible structure that enables disaster recovery managers to operate in a unified and collaborative manner. It also focuses on how best to restore, redevelop and revitalize the health, social, economic, natural and environmental fabric of the community and build a more resilient Nation (FEMA, n.d.). Retrieved from https://www.fema.gov/national-disaster-recovery-framework
Falkner, A. (2018). Disaster management. In Grand Canyon University web services. Community & public health: The future of health care (ch. 5). Retrieved from https://lc.gcumedia.com/nrs427vn/community-and-public-health-the-future-of-health-care/v1.1/#/chapter/5
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Response 19398351
/in Uncategorized /by developer4 postsRe: Topic 5 DQ 2
Based on the script from Haiti hurricane 2010 my thoughts are:
Phase 1, the pre-disaster phase, is characterized by fear and uncertainty. The specific reactions a community experiences depend on the type of disaster. Phase 2, the impact phase, is characterized by a range of intense emotional reactions. As with the pre-disaster phase, the specific reactions also depend on the type of disaster that is occurring. Phase 3, the heroic phase, is characterized by a high level of activity with a low level of productivity (Substance Abuse and Mental Health Services Administration (2018).
Primary prevention would be having volunteers appropriately vaccinated before leaving. After landing in Haiti, have the Hatians vaccinated against airborne and vector-borne diseases such as malaria. Ensure safe and proper sanitation such as making sure hands are washed before and after personal hygiene and patient care. Have clutters cleaned and cleared and make tracks for stagnant water to flow to avoid breeding mosquitos and encourage infestation of bugs. Shelters should be adequate and not overcrowded. Educate about diarrhea, what symptoms to look for and how to handle it.
Secondary prevention depends on how devastating things are. Triage casualties according to acute, urgent, emergent. Initiate search and rescue efforts in wreckages, but not until damaged structures are deemed safe to enter or dismantle. Have a plan to manage casualties so that there will be no chaos. This could be done by using tents and designated signs with volunteers directing traffic. Teach the Hatians how to cope by asking for help from friends and families not badly affected by the disaster. Set-up an area where they can get emotional support to deal with their loss and address future community educational needs, such as disaster preparedness.
Teritary prevention entails looking at long-term needs after the resolution of the disaster. Things such as healing and how to cope. Stress related issues such as rebuilding, that could be dealt with by the government and outside organizations such as the Salvation Army and other charitable organizations.
I would work with Adventist Disaster Relief Agency (ADRA) because they are a branch of my church, the Seventh Day Adventist Church. They have been helping with the organization of outreach world wide. They are always on the ground in every disaster alongside the Canadian Red Cross and the Salvation Army organizations. Here’s a link for ADRA if interested to know more: www.adra.ca/connections
Prevention includes a wide range of activities — known as “interventions” — aimed at reducing risks or threats to health. For many health problems, a combination of primary, secondary and tertiary interventions are needed to achieve a meaningful degree of prevention and protection, (Institute for Work and Health 2015).
Based on the script, this nurse is at the preimpact stage which falls under primary prevention, as she is planning to reduce the impact of the hurricane on the population and what damage may have occurred. This could only be assessed on her arrival.
References
GCU. (2010). “Diary of a medical mission trip.” Retrieved from Grand Canyon University: http://lc.gcumedia.com/nrs427v/diary-of-medical-mission-trip/v2.1/
Institute for Work and Health (2015). Primary, Secondary and Teritary Prevention. Retrieved from: https://www.iwh.on.ca
Substance Abuse and Mental Health Services Administration (2018). Phases of Disaster. Retrieved from https://www.samhsa.gov
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Response 19399521
/in Uncategorized /by developerPeer 1
Nurses influence through engaging in activism act as a drive to health care policy changes enhancing improvement of the quality of care by increasing accessibility of the necessary resources as well as opportunities. Political activism skills are considered essential for the nurses as it enables them to protect the nursing profession as well as their practice (Buck-McFadyen & MacDonnell, 2017). Nurses can serve in elected positions within the state or the national levels to present the broad healthcare aspects of concern and ensure they are integrated within the healthcare policies.
Unionization of nurses is considered to be pertinent as the union offers the nurses the strength and power to bargain on the enforceable contracts such as the acceptable ratio of nurse to patient, their specific roles in maintaining quality of care as well as nurses overtime working hours and pay scale. Besides, joining nursing union provides an opportunity for the nurses to engage in political activism by lobbying private bodies and the government to advocate for policy changes that enhance improved patient care as well as participating in campaigns to create awareness on the importance of nurses thereby improving patient outcome (Ulrich & Kear, 2014). Nursing unions incorporate strategies that not only increase the nurse’s voice in advocating for improved care practices but also encourages nurses’ effective involvement in patient care through making informed decisions thereby creating a workforce culture of safety. One of the Masters of Science in nursing essential is the ability of the nurses to positively influence health policy and advocacy. The masters nursing program ensures that the nurses can effectively integrate nursing concepts at the system level to not only participate in the policy development process but also utilize advocacy strategies to impact change in health care policies.
Peer 2
Unionized nurses refer to nurses who belong in labor organizations that are meant to protect the nurses’ welfare and advocate for the improvement of the healthcare system. Nurses should be provided with the opportunity to join work environment unions at will. Work environment unions range from large national unions to smaller organizations created to address specific issues in specific healthcare facilities (Dube, Kaplan, & Thompson, 2014).
Nurses’ organizations come with the benefits of coming together to address matters relating to healthcare and welfare of nurses such as proper wages, job security, benefits, staffing ratios, and patient rights (Dube, Kaplan, & Thompson, 2014). Nurses account for a significant proportion of any health facility’s budget, which makes them an easy target especially during the economic restructuring. Large budget for nurses often creates workforce shortages and unconventional staffing ratios. Unions can also advocate for motivational benefits such as medical and dental insurance, educational leave, sick pay and vacation. We can, therefore, argue that unions are an essential tool in enhancing the safety of nurses through negotiating for better wages, worker protection benefits, against unfair laying offs and terminations and proper amount of workload for the nurses (Higgins, 2016).
Similar to the nurses’ welfare, unions can be instrumental in advocating for a proper health system that enhances patient care (Giovanetto, 2017). Advocating for proper staffing ratios, for example, advances the interest of patients. Proper staffing ratio is key improving patient outcome because nurses can make proper follow up on patients even after discharge. Benefits such as educational leave also facilitate lifelong learning which is key in strengthening the skills possessed by nurses and hence the quality of healthcare and safety of patients. Nurses’ unions can also engage in advocacy relating patient safety by seeking change in management practices that relate to health care equipment, patient diet, hygiene, and patient rights such as privacy and informed consent (Higgins, 2016). In conclusion, unions provide nurses with enhanced strength in numbers that can be used to advocate for nurses and patient safety.
Response must be minimum 150 words each, doble space, APA(6th) no more than 5 years.
Bellow is the original activity if you needed:
As an advanced practice nurse, one can engage in activism in order to achieve desired policy change at various levels including their own organization. Examine the following questions, should nurses be unionized and how does being unionized impact a workforce culture of safety? Be sure to include one MSN Essential in your discussion that relates to this topic.
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Response 19400885
/in Uncategorized /by developerRe: Topic 5 DQ 2
The video clip was an eye opener and took me through a rollercoaster of emotions. It was evident that the country of Haiti was not prepared for a large-scale disaster like the earthquake that occurred in 2010. The earthquake claimed the lives of more than 200,000 people and injured thousands more (World Health Organization, 2019). Their health care infrastructure including hospitals and health facilities were put to the ultimate test as thousands of people lined up for care. Many lessons of disaster preparedness can be learned through this devastating event.
Disaster or emergency management can be separated into four phases: Prevention or Mitigation, Preparedness, Response, and Recovery, each phase having its own set of activities. The mitigation phase includes actions to prevent or reduce the cause, impact, and consequences should a disaster occur. Public health nurses (PHN) can educate the community with planning for emergency situations such as practicing preparation drills. The preparedness phase includes planning and training to develop the capacity to respond quickly and efficiently to disasters and emergencies. Activities include developing plans to include what, where, and who to call for assistance. Health care facilities may practice through drills and exercises or educate the public with creating disaster kits. The next phase is the response phase which is the phase immediately following a disaster to provide safety for the community such as search and rescues, providing shelter, food, and medical care. The last phase is the recovery phase where restoration efforts occur (Falkner, 2018).
Disasters are unpredictable and impossible to stop and therefore, preventative measures must be taken to decrease the impact in the event of a disaster (Falkner, 2018). The primary phase involves planning prior to the onset of a disaster. PHN can assist families with creating plans for emergencies such as a making a first-aid kit, having at least a three-day supply of nonperishable goods, or preparing a gallon of water per person per day for at least three days. Another important message for the public is having an evacuation plan 9Falkner, 2018). There were no evacuation or safety plans in place for emergencies. Haiti was not prepared at for mass casualty. Having necessary supplies for developing countries can be challenging. Therefore, worldwide efforts with building emergency shelters should be in place. A good place to start are hospitals and clinics with adequate supply of water and food. Secondary prevention occurs within the onset of a disaster such as providing emergency assistance and emergency shelters (Falkner, 2018). As said in the video clip, people were lined up everywhere for medical services. Preventing infections from wounds, providing necessities or proper shelter was an impossible task due to lack of supplies and inadequate infrastructure. While there were worldwide efforts to provide secondary aide, it was an absolute chaos. Boxes were everywhere and emergency supplies could not be located. Perhaps in an event such as this, a point person can be designated to coordinate supplies so that it is more assessible to the health care team. Tertiary prevention occurs once the disaster has ceased with a focus on recovery (Falkner, 2018). The time for recovery will vary but there is hope with worldwide effort. This could come from donations and missions from volunteers to assist with financial and emotional distress such as the American Red Cross. The American Red Cross is a non-profit organization that has been providing life-saving services to the members of the American armed forces as well as providing emergency assistance in the United States and worldwide.
Reference
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Response 19400891
/in Uncategorized /by developer1 postsRe: Topic 5 DQ 2
This catastrophic earthquake took place on January 12, 2010, in the country of Haiti. With a magnitude of 7.0. on the Richter scale, this earthquake took many lives. An international relief operation was initiated soon after the earthquake happened. The United States sent thousands of military troops to Haiti to provide resources, help with finding lost loved ones and friends and help sustain peace.
According to Green (2018), “Primary prevention in disaster management involves planning prior to the disaster.” Thinking of the situation that is taking place and planning how to overcome the obstacles to help treat and save people. For instance, access to surgical, medical and emergency equipment, plans set in place to handle burns, trauma or other issues that might occur. Access needs to also be available to medications like antibiotics and IV fluid. Additionally, Green (2018) adds that “Secondary prevention may occur when the onset of the disaster has occurred or within hours of its impact; this is when the response occurs during a disaster.” This could be priority immunizations, including mass vaccination campaigns for tetanus immunization as part of wound care. This happens in the second phase to insure that once people are not in danger, they do not get an infection from a secondary situation. Secondary situations to educate on would be wound care and proper dressing change Finally, Green (2018 ) describes the last stage as “Tertiary prevention occurs after the offending event has ceased and the focus is on recovery.” This stage is when the recovery process begins. The duration of the recovery phase varies and can focus on the mental health of persons involved in the tragedy. Spiritual guidance and prayer are highly recommended at this stage to help people cope with the disaster.
There are many organizations that manage a crisis to this magnitude. One organization that I would work with is FEMA. FEMA is trained to respond to crisis situations and has a protocol already in place to follow to ensure the safest and most effective rescue and treatment for the public. I would also work with the American Red Cross. This organization is also highly trained to deal with disaster situations and getting proper supplies to people in need. I would also work with community churches and faith-based organizations to help people spiritually and mentally.
References
Community and Public Health: The Future of Health Care. (2018). Retrieved from Grand Canyon University (Ed.): https://lc.
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Response 19402117
/in Uncategorized /by developer1 postsRe: Topic 5 DQ 2
This catastrophic earthquake took place on January 12, 2010, in the country of Haiti. With a magnitude of 7.0. on the Richter scale, this earthquake took many lives. An international relief operation was initiated soon after the earthquake happened. The United States sent thousands of military troops to Haiti to provide resources, help with finding lost loved ones and friends and help sustain peace.
According to Green (2018), “Primary prevention in disaster management involves planning prior to the disaster.” Thinking of the situation that is taking place and planning how to overcome the obstacles to help treat and save people. For instance, access to surgical, medical and emergency equipment, plans set in place to handle burns, trauma or other issues that might occur. Access needs to also be available to medications like antibiotics and IV fluid. Additionally, Green (2018) adds that “Secondary prevention may occur when the onset of the disaster has occurred or within hours of its impact; this is when the response occurs during a disaster.” This could be priority immunizations, including mass vaccination campaigns for tetanus immunization as part of wound care. This happens in the second phase to insure that once people are not in danger, they do not get an infection from a secondary situation. Secondary situations to educate on would be wound care and proper dressing change Finally, Green (2018 ) describes the last stage as “Tertiary prevention occurs after the offending event has ceased and the focus is on recovery.” This stage is when the recovery process begins. The duration of the recovery phase varies and can focus on the mental health of persons involved in the tragedy. Spiritual guidance and prayer are highly recommended at this stage to help people cope with the disaster.
There are many organizations that manage a crisis to this magnitude. One organization that I would work with is FEMA. FEMA is trained to respond to crisis situations and has a protocol already in place to follow to ensure the safest and most effective rescue and treatment for the public. I would also work with the American Red Cross. This organization is also highly trained to deal with disaster situations and getting proper supplies to people in need. I would also work with community churches and faith-based organizations to help people spiritually and mentally.
References
Community and Public Health: The Future of Health Care. (2018). Retrieved from Grand Canyon University (Ed.): https://lc.
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Response 19405001
/in Uncategorized /by developerThere are multiple differences between leaders and managers. According to Clarke, L. (n.d), the difference between leader and manager can be drawn on the following grounds:
However, (Gillikin, n.d.) states that managers are often considered to be the members of an organization that are more interested in executing goals and objectives rather than creating new visions and missions for their organizations. With this, Arruda (2016) writes that leaders are often the ones promoting full scale change within their organizations while managers are more interested in maintaining the status quo. So, the main difference between leadership and management largely lie in philosophy and the practical execution of one’s role. While the philosophical differences strongly contrast from one another, some of the practical aesthetics of management and leadership overlap. Many managers are called to create plans and objectives for their organization that can encourage long term growth and budgeting over time. While these long term changes are not designed to be visionary, a practical manager may end up optimizing or changing major operational practices that have been used for some time in a company.
In addition, by its very nature, the professional nurse role is one of leadership. Across the healthcare continuum, regardless of our role or practice setting, we are looked to as leaders. The call to leadership moves all of us to a higher plane of responsibility and accountability, with or without a management title; it is inherent in all nursing positions from staff nurse to CEO. We all have similar goals and responsibilities for patient care. With all the changes currently underway in our healthcare delivery system and the nursing profession, all nurses must strive to emulate the hallmarks of good management and leadership and never stop working on our professional growth. We all need to stay informed and be politically saavy; we need to know what our professional journals and nursing organizations are saying and advance our education. In the end, all nurses must be visionaries, critical thinkers, skilled communicators and teachers. And the good news is you do not need a formal manager or leader title required to do any of these things (Williamson, E. 2017).
Nurse leaders that want to encourage change in their organizations should do so by being proactive managers that want to increase the value of the services their facilities offer. Thew (2018) writes that nurse managers can take advantage of the industry’s shift to value based care by looking at how they can optimize the use of their fellow nurses in the field. Rejecting some of the financial reimbursements that come with solely focusing on fee based services means that nurse managers will create more optimal business strategies.
References:
Clarke, L. (n.d.). Key Differences Between Leader and Manager. Retrieved from https://inside.6q.io/whats-the-difference-between-manager-and-leader/
Gillikin, Jason. (n.d.). Management vs. leadership in a healthy organizational culture. Small Business – Chron. Retrieved from http://smallbusiness.chron.com/management-vs-leadership-healthy-organ
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Response 19405005
/in Uncategorized /by developerNurses are considered as natural leaders in industry. All nurses will essentially at one point or another act as a manager or a leader in their career. Nurse Managers are part of an organization and has the authority and power to manage staff and the unit. Managers are responsible for people, budget, time and environment on their assigned unit. They are result driven and set the goals for the area they manage (Whitney, 2018).
Nurse leaders are role models who attract followers with their charismatic nature and activities. They influence the nursing population. The role of a leader is wide when compared with managers. They empower their followers and provide feedback (Whitney, 2018).
There is some overlap in their goals. Both are trying to get good results at the end. Managers use their power to make sure that the goals are met while leadership uses interpersonal relationships and help the followers reach the goal. A good manager can be a good nurse leader. They can use their power wisely while reaching organizational goals and act as a leader who can empower other nurses by giving feedbacks and help them to reach the goal (Northouse, 2013 (p.14).
References:
Northouse, P. G. (2013). Leadership: Theory and practice (6th ed.). Thousand Oaks, CA: Sage
Whitney, Stacey (2018) Theories and Concepts in Leadership and Management retrieved from https://lc.gcumedia.com/nrs451vn/nursing-leadership-and-management-leading-and-serving/v1.1/#/chapter/1
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Response 19405663
/in Uncategorized /by developerPeer 1
Advanced practice nurses play a major role in transforming the healthcare system enhancing increased healthcare accessibility, provision of value-driven healthcare environment as well as promote the delivery of high quality of care to patients. The advanced practice nurses develop and implement numerous initiatives and health programs aimed at promoting effective disease management thereby enhancing continuous improvement in value, access, and quality of healthcare services (Pickard, 2014).
There are various tactics utilized by advanced practice nurses to put them in a better strategic position regarding pay equality. Such tactics include designing and implementing cost-efficient and effective healthcare models to facilitate maximum utilization of advanced practice nurses’ contributions. Furthermore, the diversity associated with a nursing practice including a wide range of roles and numerous varieties of practice settings calls for application of care and cost-effectiveness standards thereby influencing nurses to acquire a better position on pay equality (Pickard, 2014). Another tactic employed to enhance advanced practice nurses attains pay equality is enhancing the appropriate presentation of nursing practice in both the decision-making panels of the government and private organizations. The presentation facilitates the implementation of effective metrics under which payment, pricing, cost, and value are based on.
Advanced practice nurses should not view themselves as lower-cost providers given that their knowledge, skills, and capabilities of healthcare practice continue to expand and advance over a given period. This means that their delivery of care services improves with time calling for an increase in payment to enhance maximum utilization of their dynamic evolving skills to impact the positive transformation of the healthcare system (Woo, 2017). As APNs continuously contribute to the establishment of innovative healthcare models to enhance the satisfaction of the patient’s needs, the payment schemes must include appropriate measures of the value contributed by the APN
Peer 2
Although advanced practice nurses, commonly referred to as APN, provides somewhat similar services, their pay often tends to match owing to a variety of distinct reasons. A persistent salary gap exists in the nursing profession (Bhagyalekshmi, Sha, & Rajendran, 2019). As a result, this has been perceived, by many, as both discriminatory and harmful. The salary gap often exists on gender basis. Based on a study conducted by Nurse.com, fields where female nursing practitioners are considered to be dominant bear significant disparities in terms of pay (Yi, 2016). In such scenarios, male APNs tend to earn more money in the profession as compared to their female counterparts. As such, the need prevails to come up with relevant strategies that would facilitate relevant means of bridging the said gap.
One of how pay inequity could be rectified is by ensuring that female nurse representatives can negotiate salaries for female nurses before them accepting the employment opportunity (Yi, 2016). Las such, one should not be willing to accept a job before issuing a counteroffer regardless of how much one requires or is need of the job. By doing so, this should enable employers to create favorable offers for all their employees based on their specified qualifications.
Another way in which equality may be promoted in the nursing profession is by ensuring that there is proper representation for all nurses (Yi, 2016). Similar to how workers from different profession obtain proper representation such as their involvement in trade unions, nurses should also have a relevant body which is intended to guarantee proper working conditions for them. In addition to this, the employees, in this case, may be able to obtain better pays that are bot no-discriminatory and equal among all nurses.
APNs’ Position
Owing to APNs’ contribution to the healthcare system, they must be treated similarly when it comes to matters regarding their pay (Yi, 2016). The main reason for this is because people in the profession often undergo proper training that makes them uniquely skilled for their various position, and hence their services may and cannot be provided by individuals from other career fields.
Although nurses are involved in the provision of low-cost services to patients, this should not necessitate lower pay in comparison to other occupations (Hakim & Bahri, 2016). The main reason behind this mostly lies behind the fact that they provide services that are crucial and life-saving from a literal point of view. As such, this should necessitate them to push for a pay that is comparable with others. This should be extended to them being issued with similar services as well. By doing so, this would enable the nurses to feel highly motivated hence allowing them to provide better services to their customers (Yi, 2016). As a result, the facility or institution in which they provide may be able to experience increased growth more so since more people would be willing to obtain healthcare services from the hospital in question.
With the inclusion of equal pay among APNs, this would create room for proper working conditions in the profession. In addition to this, this would ensure that proper legal requirements are instilled concerning the protection of the welfare of employees (Hakim & Bahri, 2016). Similarly, this would allow for the creation of opportunities where nurses experience economic boost hence ensuring that they work in a manner that best guarantees innovation and competitiveness in the profession.
Response post with a minimum of 150 words each response. Word document, double space. APA (6th)
Below is the original activity if you needed:
Reflect on the current roles of advanced practice nurses in healthcare as the care providers at the front line of disease management and health promotion in primary care and many other specialty settings. What do you think are some effective tactics for APN strategic positioning regarding pay equality? Should APNs position themselves as lower-cost providers who provide better care or push for comparable worth, same service and same pay?
Below is an article that provides great practical information that highlights how provider productivity is calculated in the clinical setting, which is important to know as future nurse practitioners.
Calculating Your Worth: Understanding Productivity and Value- https://www.ncbi.nlm.nih.gov/pmc/articles/PMC4093517/
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Response 19406415
/in Uncategorized /by developerGreat information and compaing the two theories Great Man theory and situational theory. I love how you mentioned that people who are not ready to become managers are in the leadership role. I feel like its so important to have prior leadership skills before becoming a manager. Espically in this day and age, people are going to school for management positions and are struggling to get hired before having actual field experience. I feel like I lean towards the situational theory because it implies that you have experience in the field and have gained respect in that field based off your experience. I feel like its not just CNAs that can get comforable with their manager, I know several nurses I work with who think they are friendly with our manager who seem to slack off and spend too much time in the office.
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