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Male Nurse Recruitment Strategy

Decent Essays

A business strategy, as defined by Hillestad and Berkowitz (2013a), is a long-term plan of action designed to meet a specific goal. Presently, the nursing workforce is not impervious to the presence of bullying behaviors targeted towards male nurses. This issue coupled with low representation of males within the nursing profession suggests a possible relationship between bullying of male nurses and recruitment. Therefore, a business strategy, specifically a MNMP, is proposed. The development of this program is based on a detailed analysis of environmental drivers and constraints, which are of the utmost importance to the overall program planning process (Hillestad & Berkowitz, 2013a).
Environmental Drivers and Constraints
Environmental drivers …show more content…

The probability of male nurse recruitment will increase if there are a significant number of male nurses and an adequate number of educational programs that will actively recruit males. Conversely, if there is a lack of such programs and a limited number of male nurses in the select population, the business strategy will be unsuccessful due to these constraints. Furthermore, if competitive healthcare institutions within the region are successfully recruiting male nurses, this may affect male nurse recruitment at the PSETHI. However, if overall male nurse recruitment is low within the region, the PSETHI may be more successful in the recruitment of male nurses.
Another sociological constraint that affects the MNMP is gender bias. The presence of gender bias within society may promote workplace bullying (Cordon, 2014). Cordon (2014) suggests that as gender bias becomes the norm within a society, these views remain unchallenged. Therefore, continued bias coupled with the existence of bullying towards males entering the nursing profession will only hinder further recruitment of males at the …show more content…

Presently, lobbying for legislation that addresses bullying within the private business sector is underway within the state where the MNMP will be instituted (Workplace Bullying Institute, 2014). Therefore, acts of bullying within this state may result in future legal consequences for employers and perpetrators (Matt, 2012). In addition, the PSETHI is an accredited institution and is required by The Joint Commission to possess a code of conduct that defines acceptable and inappropriate behaviors (The Joint Commission, 2008). Therefore, if the PSETHI has protocols in place regarding bullying, the institution may be more successful in the recruitment of male nurses. A constraint to the MNMP would be the absence of protocols and legal statutes regarding bullying

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