Changing Workforce

Throughout the process of composing this report, the Committee of the Robert Wood Johnson Foundation Initiative on the Future of Nursing devised and enacted what is known as the Future of Nursing: Campaign for Action. The engendering of the "Future of Nursing: Leading Change, Advancing Health" was a major component of that initiative. The aforementioned organization was not only responsible for conducting the research that this report was based on, but actually provided four essential recommendations that it believed the data supported and that have a direct correlation to the data collection necessary for future workforce policy making and planning, as

In general, countries experiencing high fertility and rapid population growth, have a “young” population structure and the important policy considerations are if there are enough schools and, sufficient jobs and housing to accommodate this population. Countries with “old” population structures face the problems of structuring and developing retirement and health systems to serve this older population and also they have a considerable reduction the number of the working force. The decline of the work force is one of the most dramatic economic tendencies of the past four decades in the United States. The individual’s decision of whether to stay in the workforce or to retire is based on the collaboration of a number of factors including the following: eligibility for Social Security benefits, availability of and benefits under an employer-financed pension plan, work

Change is always vital to progress and the field of nursing is constantly in change. The world that we live in today is creating a higher need for more nurses, changing the way that nurses are educated and creating new approaches to utilize nurses out in the field. On October 5th, 2010, the Institute of Medicine (IOM) released the report “The Future of Nursing: Leading Change, Advancing Health.” The report elaborates on the need for the nursing profession to prepare for the changes that are occurring due to the health care reform and the current

Two scholars from American Enterprise Institute, Mark Perry and Andrew Biggs, share similar opinions with Schlafly about child bearing and its impact. Mark Perry and Andrew Biggs wrote the article titled, “The ’77 Cents on the Dollar’ Myth About Women’s Pay”. Perry and Biggs agree with Schlafly that having children does not benefit women’s salaries and the gender wage gap. Biggs and Perry claim that when mothers leave the workforce to take care of their children it creates a disadvantage to them. They explain that when the mothers return the workforce, “they have less work experience than similarly-aged males” (5). They correlate experience with wages; saying that new mothers will not have as much experience, which will lead to a smaller paycheck when they return. Perry and Biggs also argue that new mothers are less appealing to employers because their male counter-parts who are of similar age, will have more experience than them (5). The employers may feel that the new mothers may not be as qualified or become as successful as a man. Ultimately, like Schlafly they argue that women who choose to have children are willingly creating part of the wage gap because they are choosing to have limited experience in exchange for

Grossman, S. C., & Valiga, T. M. (2012). The new leadership challenge: Creating the future of nursing (4th ed.). [Proquest Ebook Central]. Retrieved from http://ebookcentral.proquest.com

While these aspects of society certainly do impact a nation with a growing older population, they are not the most problematic. Financial instability of the country should not be the spotlight of concern, but as people are living longer, people should be more concerned with that the typical life should look different in the future. With this in mind, the article proposes other areas of concern: lack of incentive for volunteering, little to no new education for older adults, and massive technological change with no way for older generations to learn how to use it. If these areas are not provided with change, it will ultimately lead to economic hardship for the elderly, due to the lack of new education and technological knowledge, which would, in turn, able them to work longer. If older generations were able to stay in the workforce longer, our aging society, which people believe may eventually not have a large enough work force, would be able to avoid this presumed

In response to reforms called for by the Affordable Care Act (ACA), the Institute of Medicine (IOM) examined the future of nursing with these changes in mind. It is crucial for nursing to adapt to these reforms, along with advancements in medicine and changes in the demographics of the United States. The IOM report, The Future of Nursing: Leading Change, Advancing Health, analyzes many ways that nursing can be improved and has been improved, and how we can apply what we have learned to how we practice nursing. I will be analyzing three sections of the report in particular: “Transforming Education,” “Transforming Practice,” and “Transforming Leadership” in order to determine how policy changes might impact my nursing education, practice and

There is no doubt that the ageing population is a subject which has attracted much attention of Governments and communities in the world. Even in Australia, it is considered as one of the most crucial challenges which will have to confront in the next 25 years ( Hugo, 2014). Population ageing is defined as a change in the age structure of a country toward older ages. This is the repercussion of many elements such as the declining fertility rate, baby boom period and advanced technology in medical and healthcare extending longevity.While a number of studies have been done into proving this trend having several negative effects, it can be argued that there are many beneficial impacts both on national economy and society. This essay aims to look at the positive influences of older population on the workforce, then the Australian Government Budget, and finally the community.

By 2020, approximately 20 percent of the U.S. population will be 65 years or older and employers have yet to come to grips with this fact. The aging population will affect the workforce through retirement and those continuing to work. Medicare and Social Security are very likely to undergo profound changes. Some who reach the age of 65 will not be able to retire due to the fact that they require outside income. Retired or not, the aging population will contribute heavily to the consumer market. Their demand for leisure-time pursuits and professional services will fuel local labor markets. This boom in the service sector may replace many low-skilled or unskilled jobs. The aging of the population will be far more dramatic that ethnic

The Department of Labor estimates that by the year 2012, the Labor Force will be over age 55 (Harvey 184). In a time when issues such as Age and Ability are at the far front for a lot of employers, understanding how to deal with an aging workforce is essential. The debate on how to address this issue is only beginning.

Throughout the United States, the workforce has adjusted to fit the many necessities of the employees and the different organizations. It has taken time for these changes to occur, but as shown in the readings, there have been huge changes from the 1950’s to the present.

The nursing profession has now expanded beyond just being the labor backbone of the health care industry. Today, nurses are assuming leadership roles in health care analysis, advocacy, research, development and implementation.

Aging! We all do it every day, but have you ever thought how it is going to affect the rest of your life or more importantly your career? Aging isn’t something that we get to choose if we participate in, however working is, and aging may affect that choice. Right now, I want you to think about the age of sixty-five. What words pop into your head when you think of someone sixty-five? I’d imagine some of the words you thought of were retired, old, fragile, slow, as well as many others. Those words right there all help to explain the many concerns that one’s employer may have when hiring someone that is of the older population. When we think of the older population in the work force we don’t necessarily think of positive things, instead we think of things. When we think of this population in the workforce we generally think of lower production rates and higher costs. These can create issues among the older population, as employers must consider all the possibilities when hiring someone. We know that more people in the older population are continuing to try to continue their careers, but why? How hard is it for them to continue? What changes have made it easier? How are the younger and middle aged populations perceiving them in the work place? This are only some of the many question surrounding the increase of aged workers.

There have been many changes (major and minor) in the nursing profession and the medical field, as a whole, over the years. Some of these changes include changing demographics and increasing diversity, technological explosion, the cost of health care, and significant advances in nursing science and research. Major socioeconomic changes created this drive to make transformations in nursing and institutions. These institutions are the ones that are responsible for educating the next generation of nurses, such as West Coast University.

Aging population can be used as an advantage to increase economic rates growth by keeping them employed as long as possible (Nankervis et al. 2006, p.55). People who are working in a knowledge fields may increase their performance with age, however for more physical positions there is an opposite possibility of low performance with increasing age (Patrickson & Ranzijn, 2006). Consequently, specific jobs may have lack of professional employees. For example by separating workers and using older workers as experience type that can teach and train young employees, as well as use their knowledge will benefit organization in different departments. Also by using younger workers as routine workers or in more physical positions that are hard to perform for older employees will give them opportunity to earn more experience and will keep older employees working as well (Patrickson & Ranzijn, 2006). It is necessary for human resources to distribute their workforce accordingly and to provide required training for their young and old employees.