Black Nurse Leaders in the Canadian Healthcare System
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Abstract:
This article highlights a growing gap in the Canadian nursing workforce, specifically in nursing leadership. Black nurses are significantly underrepresented in nursing and even more so as nurse leaders. This commentary will provide a brief background related to Black nurses in healthcare, a description of nursing leadership, the significance of having Black nurses in leadership positions and finally how to move towards increasing the representation and visibility of Black nurse leaders. This commentary is timely and necessary, as it will describe how Black nurse leaders can enrich the nursing profession as well as the lives of Black individuals, families and communities.Keywords:
Visibility
Representation
Nurse shortages coupled with the need for national healthcare reform present a challenge. We are not preparing enough nurses nor are we preparing nurses with the right skills to fully participate in a reformed healthcare system. Historical forces in nursing education have resulted in multiple levels of entry into nursing practice and an inadequate nursing workforce. Today’s environment of expanding knowledge, the call for interdisciplinary healthcare delivery teams, and evidence of the relationship between nurse education and improved patient outcomes strongly indicate the need for nurses prepared at the baccalaureate level. Requiring a baccalaureate degree for entry into nursing practice, and as the initial degree of nursing education would prepare nurses earlier for graduate education and the much needed roles of educator, researcher and advanced practice nurse. The nursing profession should take the lead in advocating for educational policies that would adequately prepare the nurse workforce of the future.
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In the biggest shake up since project 2000 implentation in the 1980s, the Nursing and Midwifery Council (NMC) has, in November 2007, launched a UK-wide consultation on the future shape of pre-registration nursing education. The NMC consultation, which runs in parallel to the Modernizing Nursing Careers: setting the direction consultation (Department of Health (DH), 2006), is predicated on future changes in health-care policy and in the delivery of health-care services. Significantly, one of the five broad pathways that are contained within the Modernizing Nursing Careers consultation is that of children, family and public health. The pattern of nursing careers in the future will clearly be influenced by the decisions the NMC make about pre-registration nursing preparation after their consultation is completed in February 2008. Although the NMC are mandated to secure a ‘fit for purpose’ workforce the research evidence on which current assumptions about the efficacy, or not, of the current fields of practice configuration is woefully lacking.
Registered nurse
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To explore the projected nursing shortage through a qualitative study as nurses transitioned to a specialty area (the Operating Room) and how nurse educators and nursing programs can educate and mentor RNS for future faculty positions to provide a future nursing workforce. Ten year program 14 MSN Students from 4 Graduate Nurse Educator Programs Mentored at GmercyU • 11 Students from On-Line Programs and 3 from Traditional Face to Face Programs • Rotations were through Pediatric and Maternal Newborn Units with Experienced Nurse Educator • Faculty positions after graduation from MSN programs • 1 RN Hired in a full time faculty position at GMercyU • 4 RNs Hired in an Adjunct Faculty position at GMercyU • 1 RN Hired in an Faculty position at another University • 1 RN pending an adjunct faculty position at GMercyU following completion of MSN program Identify issues facing the projected nursing storage in academic and the nursing workforce. Through a literature search the projected nursing shortage was identified with issues facing the aging nursing workforce both in academia and nursing practice was identified. Demonstrate how nurse educators in academia and the nursing workforce can prepare Registered Nurses who are transitioning to new areas of nursing practice. A focused ethnography study was performed of Registered Nurses transitioning to the operating room and a program mentoring future nurse educators explored strategies to address the projected nursing shortage.
Nursing shortage
Graduation (instrument)
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Economic shortage
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Much has been written about current and future nursing shortages and the numerical gap between nurses available and projected nursing needs. Very little analysis has focused on the implications of the pending expertise gap within the nursing workforce. A graying and retiring registered nurse workforce will greatly increase the proportion of novice nurses with minimal experience in bedside practice. The expertise gap will also affect nursing education. This article explores the implications of these phenomena. Without careful planning, efforts to address the numerical shortage may inadvertently worsen the expertise gap, contributing to unsafe care and affecting nursing retention.
Economic shortage
Nursing shortage
Workforce Planning
Affect
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Objective Analyze nursing workeforce distribution and developmental characteristics of nursing specialty in Jilin Province,and discuss problems in the development of regional higher nursing education and nursing workforce. Methods Methods of literature review and comparative analysis were used in it.Results Age structure of nursing work- force is unreasonable in Jilin Province,smaller age,short working time and high deucational background are the characteristics of the nursing workforce.Nursing education pertinence and practicality can not keep space with society's demands.Conclusion While devoting more efforts to the edvelopment of nursing workforce,paying more attention to how to use nursing workforce simultaneously,enhancing research about nursing human resource and improving nursing education development.
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ABSTRACT: The recruitment and retention of the mental health nursing workforce has been identified as a major issue both nationally and internationally. Transition to practice programmes has been identified as an important strategy in addressing these issues. There is, however, a paucity of literature addressing the potential or effectiveness of transition programmes in achieving these aims. This paper reports the findings of a survey administered to registered nurses at the commencement and completion of the Transition Programme into Mental Health Nursing, in Sydney, Australia. The findings suggest a high level of satisfaction with the programme. The results are directing the ongoing development of clinical placements, clinical supports, education programmes and recruitment and retention initiatives for nurses within the Central Sydney Area Mental Health Service.
Workforce Development
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The study aimed to describe the changes in the nursing workforce in 2008-2018 in Guangdong province, China.
Nursing management
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The high public regard for nurses has not necessarily translated into an adequate supply of individuals who are willing to be nurses. The expected future demand for nurse labor challenges us to look more closely at the public's perceptions of nursing and nursing careers, and consider how they are shaped by personal experience, media messages, and socio-demographic factors. As part of ongoing efforts to examine factors shaping the future of the nursing workforce, a national survey of Americans was conducted to probe attitudes toward the nursing profession and their experiences with nurses. The data in this national survey of the public about nursing demonstrate that the nursing profession is highly respected and that the vast majority of the general public would recommend nursing careers to qualified students. If the profession is so well thought of and so highly recommended, why are there persistent concerns that not enough people are becoming RNs to avoid or at least slow down the development of future shortages? A prolonged and persistent effort is needed to educate people about nursing careers, to stimulate the expanded production of nursing faculty, and to bring creative approaches to financing nursing education and workforce improvements to convert the large number of seriously interested candidates into the nursing profession.
Nursing shortage
Economic shortage
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As patient care shifts from the hospital to community settings, the demand for nurses is also changing. Hospitals, long-term care agencies, and ambulatory settings need to identify their future need for nurses and work with schools of nursing to help prepare or retrain nurses for the jobs of the future. This article describes a Robert Wood Johnson Foundation project, administered by the American Association of Colleges of Nursing, to help nursing schools, hospitals, and other employers meet current and future nursing workforce needs in their regions. Organizations involved in employing or training nurses along with hospital associations, boards of nursing, and health education providers can apply for funding as regional nursing workforce consortia.
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