Q1:What is the underlying problem in this case from the perspective of a hospital administration? caregivins foreManagement in Actionunderstanding of job demands going in.216 Manyquickly recognize that good pay isn't enough to offsetother job factors. As one nurse put it, "Nursing ain't forsissies, and if you choose nursing for the monetary ben-efits and not because you love the profession or loveDifficulties Attracting and Retaining HumanCapital in the Nursing ProfessionImagine a job that pays well above national averagesand provides many opportunities for continuing edu-cation, specialization, and career advancement. It al-lows you to be active every day and to make a realdifference inscheduling flexibility some describe as "fantastic!"208Would you sign up? Strong salaries, lifelong learningopportunities, three-day workweeks, and meaningfulwork are common facets of a nursing career. And yet,people, you will not stay."217The gender pay gap is another compensation issuein the nursing profession. Although women account for91 percent of nurses, female RNs earn between $4,000and $17,000 less per year than their male colleagues. 218Male RNs also enjoy significant career advancementand mobility advantages over female RNs, an effect de-scribed as a "glass escalator" that takes males in female-dominated professions "straight to the top" of thecareer ladder while their female counterparts spendtheir careers climbing lower rungs.219lives,along with the kind ofhospitals consistently report nursing shortages stem-ming from both a lack of applicants and extremelyhigh turnover rates. Turnover seems particularly highnewlyminted registered nurses (RNS), withamongdata suggesting approximately 18 percent-30 percentof new nurses quit their first job within a year.209 Withall the positives associated with the career, why dohospitals have such a hard time attracting and retain-ing nurses?INTERPERSONAL TREATMENTIt's not uncommon for nurses to experience verbal andphysical abuse on the job. The mistreatment stemsfrom three primary sources: doctors, other nurses, andpatients.The American Medical Association says doctorsand nurses have an ethical obligation to ensure theirworking relationships with one another reflect a"common commitment to well-being" and are "basedon mutual respect and trust."220 In spite of this adviceCOMPENSATIONNursing is one of the college majors with the higheststarting salaries,210 with new RNs earning an average ofalmost $60,000 annually. This salary is competitivewhen compared to the $49,000 overall average startingsalary for new college graduatesl and the U.S. medianannual income of around $57,500.212 RNs can earn six-they take night or overtimeand the extensive training, skills, and knowledgethey operate in an environmentwherefigure annual incomes ifshiftsBut many RNs feel their salaries do not compensatethem for the level of responsibility and the physical andemotional demands of the job.21s One of the primarynurses possess,doctors repeatedly question their competence. In a so-cial media rant that went viral, Florida anesthesiolo-gist Dr. David Glener said nurse practitioners wereorwork as traveling nurses.213.214"useful but only as minions."221physically assault nurses. A Virginia nurse recallssurgeon calling him "stupid" and throwing a bloodyscalpel at him in the operating room because thePhysicianssometimesareasons cited for high nurse turnover, particularly inearly careers, is that new nurses don't have a realisticHuman Resource ManagementCHAPTER 9371nurse "didn't have a rare piece of equipment that heneeded."222Bullying is a problem among peers. Studies suggestthat 45 percent ofnurses. Nurse-on-nurse bullying isn't harmful just to thetoward nurse safety. Says Collins, "They've tried to per-suade their bosses to launch major campaigns to pre-vent nurses from getting hurt lifting patients, but theirpitch goes nowhere."230 Some hospitals havcused of trying to minimize or even hide data on inju-ries in response to questions about nurse safety. 231have been bulliedbeennurses who experience it-it's also detrimental to pa-tienttient care. Said Renee Thompson (DNP, RN,CMSRN), "when you're being treated in a way that ismaking you feel badly,When we're not freely communicating withof the healthcare team, it ultimately affects out-comes "223 In an interview with Nurse.com, ColeRESPONSESstons the flow of information.Both patient outcomes and the bottom line suffer whennursing departments are understaffed.32 Still, nursescontinue to feel that hospital administrators undervaluethem and treat them as disposable labor.23 In response,memberscomes.Edmonson (RN) added, "it's known that nurse bullyingultimately impacts the quality and safety of patient carebeing provided, as 75% of nurses state they are aware oferrors in patient care or issues created when nurse bul-lying occurs."Patients are a third source of nurse mistreatment.some are resorting to collective action. In March 2018.the California Nurses Association announced that its18,000 member RNs associated with the KaiserPermanentewhelming majority" to authorize negotiators to call astrike. Members of the union cited severe concernsealth system had voted by an "over-Heimericks, executive director of the MissouriNurses Association, says, "I suspect that ifSays.nurses if they've been harassed by patients, awith the low standards of care for patients and hospi-tals' "refusal to support a series of RN proposals thatwould enhance safe staffing and general patient carestandards. "234askmajoritywould say yes."225 The reason? According to AmericanNurses Association President Pam Cipirano, nurses'roles often create the illusion, for patients,FOR DISCUSSIONthat nurses will comply with their demands. Ciprianosays "the health care worker is expected to make agood situation out of a bad one," and patients some-times assume nurses "should be able to tolerate what-ever another human being dishes out at them" merelybecause those patients are under stress.226 Abuse canalso turn physical, with survey data suggesting thattween 25 percent and 75 percent of nurses have suf-fered violence from patients, their visitors, or theirfamilies.with dienprhanoProblem-Solving Perspective1. What is the underlying problem in this case from theperspective of a hospital administrator?2. What role do you believe hospital administrators haveplayed in contributing to nursing shortages and highbe-nurse turnover?3. What can hospitals do to increase nurse supply andretention rates?Application of Chapter ContentINJURIES ON THE JOB1. What could hospitals do to create a realistic job pre-Nurses experience frequent and serious work-relatedinjuries. The Bureau of Labor Statistics (BLS) indi-cates more than 35,000 injuries are reported annuallyamong nursing employees, with most stemming fromthe daily work of moving and lifting patients.228 Inspite of a long-held tradition of teaching safe liftingtechniques to nursing students, decades of data nowshow there is no safe technique for manually liftingview before new nurses accept a position? How doyou think this might help with nurse retention?2. What type of training or development might hospitalsoffer to help reduce nurse turnover?3. What steps could hospitals take to ensure male andfemale nurses are given equal opportunities in com-pensation and promotion decisions?how therepatients. 229tents.Some hospitals have invested in nursing staff's phys-4. Do hospitals have a legal and/or ethical responsibilityto invest more money in equipment to prevent work-related nursing injuries? Why or why not?5. What do you think are the primary reasons nursesical safety by purchasing specialized lifting equipmentsimilar to that used to lift heavy parts in manufacturingfacilities. Hospitals in Florida's Baptist Health Systemand the Department of Veterans Affairs have reducednurses' lifting injuries by up to 80porating these machines, but industry experts say themajority of hospitals have not followed suit. Accordingto James Collins, a research manager at the NationalInstitute for Occupational Safety and Health, hospitalworkers feel frustrated with the progress being madeexperience so much mistreatment on the job, andwhat can hospitals and nurses do to decrease theseincidents?percent since incor-6. Why do you think some nurses are resorting to collec-tive action, and what do you think hospitals might doto proactively advance nurses' interests and avoidnursing strikes?372PART 4Organizing

The average demographic age of the United States of America is increasing. The increase in age is…

Answered: What is the underlying problem in this…

Phlebotomy Essentials

6th Edition

ISBN:9781451194524

Author:Ruth McCall, Cathee M. Tankersley MT(ASCP)

Publisher:Ruth McCall, Cathee M. Tankersley MT(ASCP)

Chapter1: Phlebotomy: Past And Present And The Healthcare Setting

Section: Chapter Questions

Problem 1SRQ

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