Pros and cons of mandating nurses
One of the most significant shortages is in nurse educators, which means that there simply aren’t enough people around to train the nurses that are needed today. It is a terminal degree that looks at how diseases progress from a clinical perspective.Indeed, thousands of potential nurses each year are turned away because there simply is no space to educate them. The exact curriculum of a DNP varies depending on the school and chosen specialization.When organizational autonomy or control over practice is present in a practice setting, nurses feel respected and empowered to provide high quality patient care (Apfer, Zabava, Ford, & Fox, 2003; Kramer & Schmalenberg, 2003). What do Maine nurses bargain in their labor contracts? The ability to provide patient care of high quality is a core value of nurses (American Nurses Association, 2003; Breda, 1997; Darr, Schraeder, & Friedman, 2002), and therefore, controlling the availability of essential resources, including those affecting time and personal well-being, is a vital commitment for them. While some journals offer the credit for free, others charge 10 or more and in addition to the inconvenience of needing to tear out a post test form and mail it in the nurse has no official record of having taken and passed the course.Obtaining continuing education hours through professional journals is costly and inefficient in that the cost of the journal itself must be taken into consideration along with the cost of the course if there is one, and the time and expense of mailing in addition to the lack of official record of completion and lack of central maintenance of all credits accumulated by the nurse.When such resources are threatened or are unavailable, and when nurses are not a part of the process of finding solutions, "they perceive a loss of control over something they value highly---an environment in which they can provide the highest quality care possible" (Clark, Clark, Day, & Shea, 2000, p. Further, they feel disrespected, frustrated, and disillusioned (Breda); lacking needed resources, quality care outcomes decline (Carlson, 2003; Fitzpatrick, 2001; Needleman & Buerhaus, 2003; Sheridan, 2002).
Additionally, the report had concluded that there should be twice as many doctorate graduate nurses by 2020.Acquiring organizational autonomy and control over nursing practice, through a combination of traditional and non-traditional collective bargaining (CB) strategies, is emerging as an important solution to the nursing shortage crisis.For the past 60 years, nurses have improved their economic and general welfare by organizing through traditional CB, particularly during periods of nursing shortages.The thesis presented in this article is that traditional and non-traditional CB strategies empower nurses to find such a voice and gain control over nursing practice. If you are like many of the more than 80% of nurses (Carlson, 2003) who are not a part of a collective bargaining unit (CBU), you might respond with "strikes," and "aggressive, unprofessional behavior." While even CBU nurses might agree to a dislike for strikes and the accompanying picket lines (Fitzpatrick, 2001), these nurses certainly are not likely to agree that organizing for collective bargaining (CB), nor strikes for that matter, are unprofessional (Ketter, 1997).This article describes the current shortage; discusses how CB can be used to help nurses find a voice to effect change; reviews the American Nurses Association’s (ANA's) history of collective action activities; explains differences between traditional and non-traditional CB strategies; and presents a case study in which both strategies were used to improve the present patient care environment. Rather, unionized nurses are likely to point out that in the current health care environment, CB strategies may be the only effective means for nurses to gain control over their practice and "attain professional as well as personal and economic goals" (Breda, 1997, p. Control over practice means nurses have "a voice in decisions that affect the patient care environment and their ability to deliver quality care" (Fitzpatrick, 2001, p. Such control requires an organizational structure that promotes organizational autonomy, which is "the freedom to take the initiative in shaping unit and institutional policies required for patient care and accessing the organizational resources required for providing care" (Hinshaw, 2002, p.92).
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Professional Journals: Most professional nursing journals offer an article for continuing education credit.