Nursing shortages exist all throughout the modern world. Worse yet, the nurses left, face the possibility of low pay and long hours. Mandatory overtime for example, is a common problem experienced in most countries. This essay focuses on the effects of mandatory overtime on the nursing profession through reviewing current literature. The literature offers ways mandatory overtime have influenced job outlook as well as job satisfaction for nurses and ways that may help reduce the need for it. Personal commentary highlights the effect of the issue first hand and creative solutions on how to counteract it.
Nurses have difficult job duties. They set out to perform multiple job functions daily. Many times, they are overworked and experience continual and consistent stress. This can have and frequently does have a negative impact on the quality of care patients receive. What frequently turns out to be the main culprit in such a dilemma?…...

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References

Bae, S. (2012). Nurse Overtime, Working Conditions, and the Presence of Mandatory Nurse Overtime Regulations. Workplace Health & Safety, 60(5), 205-214.  http://dx.doi.org/10.1177/216507991206000504 

Bae, S. (2013). Presence of nurse mandatory overtime regulations and nurse and patient outcomes. Nurs Econ, 31(2), 59.  http://dx.doi.org/6 

Bae, S., Brewer, C., & Kovner, C. (2012). State mandatory overtime regulations and newly licensed nurses' mandatory and voluntary overtime and total work hours. Nursing Outlook, 60(2), 60-71.  http://dx.doi.org/10.1016/j.outlook.2011.06.006 

Djukic, M., Kovner, C., Brewer, C., Fatehi, F., & Greene, W. (2014). Exploring Direct and Indirect Influences of Physical Work Environment on Job Satisfaction for Early-Career Registered Nurses Employed in Hospitals. Res Nurs Health, 37(4), 312-325.  http://dx.doi.org/10.1002/nur.21606

Mandatory Overtime for NursesIn the state of Washington, mandatory overtime for nurses is illegal, meaning that a nurse has the right to refuse overtime, and there will be no retaliation by the employer. Nurses in the state of Washington are allowed uninterrupted meals and rest breaks except for emergency situations and when the nurse's specific skills are required to complete a procedure. With the law in place, nurses are confident they can have enough breaks and rest without fearing they will be punished for taking the much-needed break. It is well known that medical errors increase when nurses work in shifts longer than 12 hours (Stimpfel et al., 2019). Therefore, being forced to work overtime increases the risk of nurses making numerous medical errors that could be disastrous to patients. States that have implemented the law on mandatory overtime for nurses have seen a boon in patient safety. Overtime by…...

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references across four cohorts of newly licensed registered nurses. Journal of Advanced Nursing, 75(9), 1902-1910. https://doi.org/10.1111/jan.13972

Of course, as Medicare beneficiaries increase because of the number of baby boomers, the Medicare program may adjust. However, current hospice figures demonstrate that only about twenty percent of all elderly individuals that die are enrolled in hospice programs.
Implementation and Monitoring

The needs of this new program will require thorough training and once implemented, precise monitoring. "When you approach a problem in the way your work group functions, you're implementing an organizational change. By taking a critical look at your process, and using some theories from organizational design, you can fix the problem -- and change your organization to make quality more likely." (Derby, 1999) The training will be a key because of the potential requirements associated with the Hospice program that may require completely new skill sets for the majority of our staff. The fact is that many of our nurses may not have acquired the necessary skills prior…...

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References

Derby, Esther. (2002). Modeling Organizational Change. Retrieved on February 12, 2005, at http://www.estherderby.com/writings/modeling.htm

Hospice Benefits and Utilization in the Large Employer Market. Ed. Beth Jackson, Teresa Gibson, Joline Staeheli. March 2000. U.S. Department of Health and Human Services. Retrieved on February 12, 2005, from http://aspe.os.dhhs.gov/daltcp/Reports/empmkt.htm.

Rubenfeld, M. Gaie, & Scheffer, B.K. (1995). Critical Thinking In Nursing. Philadelphia: JB Lippencott.

Social Security Administration. (1993) "Social security programs in the United States." Social Security Bulletin 12/22/1993.

Insurance for Nurses
Most of us probably see the issues of overtime and insurance as being entirely separate from each other. But for nurses, there is a clear connection between the two - one that is becoming clearer all of the time. Nurses have throughout the past decades found themselves working more and more hours, often being forced to take overtime shifts. This has resulted in a decreased quality of life for the nurses themselves and often results in poorer care for patients. One of the roles that nurses have always provided is the kind of extended personal care that patients need and that doctors cannot economically provide. This is being compromised by ever-increasing patient loads and by nurses who themselves are increasingly stressed.

So what has the issue of mandatory overtime to do with insurance? Quite a lot, actually. Nurses are being used more and more often to perform work…...

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References

Hartnet, Johnette. (1993). Grief in the Workplace: Forty Hours Plus Overtime. Philadelphia: Good Mourning.

A www.ahealthyme.com www.aclu.org www.buildingbetterhealth.com www.calurse.org www.dhmh.sate.md.us www.newstimes.com www.nursingworld.org www.prairielaw.com www.qnv.org.au www.telegram.com www.vhihealthe.com

Yates, Michael. (1994) Longer Hours, Fewer Jobs: Employment and Unemployment in the United States. New York: Monthly Review Press.

A www.telegram.com www.calnurse.org www.qna.org.au www.nursingworld.org (www.mlis.state.md.us).

This makes retention essential, as new nurses must stay with the hospital and become nurse specialists for CMC to continue to maintain its reputation. Nursing education is also essential.
Unfortunately, a stressed and pressured environment that is understaffed can create tension rather than foster cooperation between nurses, particularly old and young nurses. Older nurses may believe that their younger colleagues must 'pay their dues' before they are fully accepted as part of the staff. Younger nurses may find themselves given more onerous tasks and denied learning opportunities, as they assume the 'grunt work' of the nursing staff.

Leadership

Sadly, no one benefits from such an adversarial culture. Younger nurses leave in greater numbers, out of frustration, further compounding the nursing shortage at CMC. Little hands-on instruction and education means that new graduates lack confidence and autonomy in their decision-making and are more prone to error and relying upon more skilled nurses.

A new…...

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References

AACN Fact sheet. (2009, September). AACN website. Retrieved April 10, 2010 at  http://www.aacn.nche.edu/Media/FactSheets/NursingShortage.htm 

Addressing the nursing shortage: Background brief. (2010). Kaiser Permanente. Retrieved April

10, 2010 at  http://www.kaiseredu.org/topics_im.asp?imID=1&parentID=61&id=138 

Buerhaus, Peter I. (2010). Trends in the experiences of hospital-employed registered nurses:

Nursing Proposal -- Evidence-Based
The utilization of call lights particularly in hospital settings has recently been put under study as a function of various aspects of nursing including shortages, rounds and analyses of patient outcomes. The proper scheduling of nursing rounds may be essential to enhance the capability of nurses to tackle common or ordinary patient issues relative to more dire needs that have to be regarded as the primary/main target for the use of call lights by patients. Besides patients' general well-being and safety while hospitalized, nursing employees are also concerned with how satisfied the patients are. On a rather fundamental level, hospital settings that enable patients to experience peace of mind allow them to heal quicker than those that do not; these patients are highly likely to relay less stressful communications to those around them, and have a higher possibility of clearer perspectives that allow them to distinguish between…...

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References

American Nurses Association (ANA). (2006). Assuring patient safety: The employer's role in promoting healthy nursing work hours for registered nurses in all roles and settings. Retrieved from  http://nursingworld.org/MainMenuCategories/ThePracticeofNursing/workplaceNurse 

(AACN). The American Association of Critical-Care Nurses (2001, March 3). Mandatory Overtime. Retrieved from  http://www.aacn.org/WD/Practice/Content/PublicPolicy/mandatoryovertime.pcms?menu=Practie 

Bae, S. (2010).Mandatory overtime regulations and nurse overtime. Policy, Politics, & Nursing Practice, 11(2), 99-107.

Bae, S-H. (2013). Presence of nurse mandatory overtime regulations and nurse and patient outcomes. Nursing Economics, 31(2), 59-68. Retrieved from  http://www.medscape.com/viewarticle/806796

Add to this confusion the growing prevalence of telecommuters and the issues of the FLSA become even more complicated. Of course some telecommuting positions fall into the exempt category, and therefore are not subject to overtime pay, however some do. Due to the freedom to engage in 'private pursuits', employers may monitor when a virtual employee logs onto his or her computer and may require that he or she get permission before working overtime (Gabel & Mansfield 2003, 316). Only by fully understanding the FLSA and the legislation that has evolved from its implementation, can Human Resource professionals be certain to obey the regulations and not compromise their organization.

Discrimination:

In addition to the monitoring of ever-changing compensation laws, Human Resource professionals must also be well versed in discrimination legislation as well. The Civil Rights Act of 1964, one of them of the most important pieces of discrimination legislation created, was originally…...

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Bibliography

Affirmative Action. (12 Oct. 2004). Online. Available at   15 October 2004].http://en.wikipedia.org/wiki/Affirmative_action [accessed

Crampton, Suzanne M., Hodge, John W., Mishra, Jitendra M. "The FLSA and Overtime Pay." Public Personnel Management 32, no. 3 (Fall 2003): 331-354. Database online. Available from ProQuest database.

DeLeire, Thomas. "The Wage and Employment Effects of the Americans with Disabilities Act." Journal of Human Resources 35, no. 4 (Fall 2000): 693-715. Database online. Available from Business Source Premier database.

EEO Poster. (No date). Online. Available at   11 Oct. 2004].http://www.dol.gov/esa/regs/compliance/posters/pdf/eeopost.pdf [accessed

43 in 2009. Yet current airframe and power plant mechanics are inclined to move to the computer and automotive sector for better work environment. Analysts advised the creation and use of informational recruiting tools to attract these potential workers. in-house training programs on long-term career growth and a sense of commitment to the company would be one form. Another could be employee-retention programs on leadership, technical, and management training courses. Other tools and strategies could be flexi-time, relocation benefits and an improved work environment. Recent mergers and consolidations within the industry are meant to retain employees and serve a wide range of customers. The technology-driven industry requires mechanics with the necessary technological competence in order to provide the wide range of services required by customers. A resourceful information management system could integrate e-business tools and advanced technology into standard business practices. This integration would bring about more efficient and cost-effective…...

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Bibliography

Airguide Online (2006). North America. Airline News: Pyramid Media Group, Inc.

Retrieved on December 28, 2008 at  http://www.findarticles.com/p/articles/mi_mOQXQ/is_2006_Oct_2/ai_n27005685?tag=content;col1 

Air Safety Week (2008). Controllers declare "staffing emergency" in Atlanta,

Chicago, New York and Southern California. Access Intelligence, LLC: Gale, Cengage

Nursing profession is among the oldest in history. Currently, there is much debate that surrounds the profession because of the need for more trained nurses. In recent years the nursing shortage has become a major problem for the medical profession and has resulted in poor patient care and slower patient recover. The purpose of this discussion is to provide an in depth examination of the nursing profession. We will discuss the current state of the nursing profession, including the causes for the shortage and the solution. We will also explore the status of the nursing profession in Australia. Let us begin our discussion by providing a comprehensive definition of what is means to be a nurse.
Definition of a nurse

According to the American Heritage Dictionary, a nurse is defined as " a person trained to care for the sick or disabled under the supervision of a physician." (American Heritage Dictionary, 1982)…...

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References

American Heritage Dictionary. (1982) Second Edition.

A www.questia.com/PM.qst?action=openPageViewer&docId=5000534396

Bashford, A. (1997). Starch on the collar and sweat on the brow: self sacrifice and the status of work for nurses. Journal of Australian Studies, (52), 67+. Retrieved August 24, 2003, from Questia database,   http://www.questia.com .

There is an increased incidence of worry and concern over malpractice claims which increasingly award patients higher amounts of money for patient's winning cases. Unfortunately this has led to many nurses practicing defensive care rather than preventive and supportive care (Guevara & Mendias, 2002: 350). In some cases this may lead to overly conservative treatment of a patient's condition.
Discrepancies in job titles and assignments as well as responsibilities exist (Guevara & Mendias, 2002). Increasingly management responsibilities are delegated to nurses which increases their administrative burden and the potential for malpractice claims when patients receive care from less experienced staff or unqualified staff because of staffing shortages (Guevara & Mendias, 2002).

Strict reimbursement mechanisms, a decreased staff, health service restraints that are brought upon by economic factors and new organizational structures as well as a changing dynamic in the public have all influenced the nursing field" (Guevara & Mendias, 2002:350).

This interview…...

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Reference:

Guevara, Edilma B. & Mendias, Elnora P. "A comparative analysis of the changes in nursing practice related to health sector reform in five countries of the Americas." Pan American Journal of Public Health (2002): 12 (5), 350-355. 20, October 2004, from  http://www.scielosp.org/pdf/rpsp/v12n5/14093.pdf

Supervising nursing personnel, like supervising in any other profession, demands more these days than simply telling the nurse what needs to be done, expecting it to be done, and saying "Good Job," it the spirit moves you. Especially in nursing, supervisory skills are increasingly important as the profession comes under more and more pressure from several fronts at once: health care organizations looking for ways to save money; fewer students choosing to go into nursing because they've heard the tales of killer hours and their negative lifestyle impact, and; pressures to keep up with expanding technology, often without commensurate upgrading of pay, title or other perks.
This paper will outline the pressures on nursing that mandate improved supervisory tactics and the characteristics of today's nurse population. Finally, it will offer some insight into how best to supervise today's nurses, and some tactics to make it all work.

Pressures on the nursing profession:

Cost-cutting

Hospitals…...

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References

Dunn, Cane, Kathleen M., Gonzales, Joan L., and Steward, Hildegarde P. 1999. "Managing the New Generation." AORN Journal. May.

Engel, Cynthia. 1999. "Health services industry: still a job machine?" Monthly Labor Review, 122, no. 3: 3. Database online. Available from Questia,   Accessed 25 January 2004.http://www.questia.com /.Internet.

Gordon, Suzanne. 2000. Nurse, Interrupted. The American Prospect, 14 February, 26. Database online. Available from Questia,

Collective Bargaining
Basically collective bargaining is when an employer and employees (or their representatives) sit down and negotiate about something pertaining to the workplace. It may be a negotiation over workplace conditions, salaries, time off, or other matters important to employees. Typically when there is a union present in a workplace the union leaders will negotiate with management to improve conditions or to settle other issues that come up, according to Cornell University Law School.

hat are the legal components of collective bargaining?

Collective bargaining is governed by laws in states and at the federal level; the states have statutory laws, and there are federal and state administrative agency regulations and court decisions that govern how collective bargaining takes place. If there are overlapping regulations between states and the federal government, the U.S. Constitution (Article VI) points out that federal law "preempts" state law (www.law.cornell).

As to the legal components, the principal federal…...

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Works Cited

Johnson, J.E., Billingsley, M. (2014). Convergence: How Nursing Unions and Magnet

are Advancing Nursing. Nursing Forum, 49(4), 225-235.

Law. Cornell. (2010). Collective bargaining and labor arbitration: an overview. Retrieved October 9, 2015, from  http://www.law.cornell.edu .

Payscale.com. (2014). Average Hourly Rate for Union Hospital Employees. Retrieved October 9, 2015, from  http://www.payscale.com .

Surely, many are afraid of their jobs, but others simply endure the process. One hundred years ago, working conditions were appalling and workers formed unions to air their grievances and build new labor laws that treated workers fairly. Today, workers simply accept their fate instead of fighting for reform. It makes the reader wonder what the difference is, and why today's workers are "content" with the system.
All of this work and stress directly relates to American issues in recreation and leisure. Americans are taking fewer vacations. Movie theater attendance is down; more people are watching films in the comfort of their own homes. Fast food is what is on much of the nation's dinner plate, and busy families rush from school to athletic practice to bed just about every day of the week. Where is the fun in recreation and leisure when it becomes a "job" too? Americans are…...

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References

De Graaf, J. (ed.). (2003). Take back your time: Fighting overwork and time poverty in America. San Francisco. Berrett- Koehler Publishers.

ecause unions retain the exclusive right to negotiate on behalf of its members, the individual worker may have little recourse to easily address incompetent leadership.
The Disadvantages of Unionized Labor for Healthcare Employers:

The primary disadvantages of unionized labor for healthcare employers correspond to the relative loss of control over issues and workplace elements commonly transferred to workers (through their unions), which accounts for the traditional resistance with which many employers responded to unionization attempts. On the one hand, unionized workforces are able to secure better pay and benefits from employers than would have been available to workers without union representation; likewise, employers must cede control over many aspects of operational and personnel decisions traditionally within administrative control.

On the other hand, particularly in light of the beneficial effect that unionized nursing has had on the quality of patient care and reduction in patient mortality, it is difficult to conceive of unionization…...

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Bibliography

Daft, R. (2005) Management (7th ed.) Mason: Thomson South Western.

Nevins, J., Commager, H. (1992) a Pocket History of the United States.

New York: Pocket Books

Seago, J., Ash, M. (2002)

Unlicensed Personnel
The use of unlicensed assistive personnel (UAPs) has sent a poor message to nursing professionals. In general, the medical establishment has used UAPs in ways that have disregarded the principles of the nursing practice and that have demeaned the value that nurses provide. Rather than showing a willingness to compensate nurses for years of training and performing a demanding job, health care institutions attempted to replace nurses with UAPs without regard to the welfare of the patient.

The misuse of UAPs rather than the use of UAPs is a having a tremendous negative impact on the nursing profession. Of major concern is the increasing use of UAPs to perform services that should be restricted to licensed professionals. y placing untrained, non-credentialed individuals in a position that affects the patient's health, public protection is being sacrificed for increased profits. UAPs should play a role in providing support services to nurses…...

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Bibliography

Buchanan, D. Unlicensed Assistive Personnel (UAPs). Retrived March 11, 2003 from Medical/Legal Consultants Web Site: consultants.com/newsletter/dec99.htm#3http://www.medical-legal-

Delegation: Concepts and Decision-Making Process. Retrieved March 11,2003 from NC Board of Nursing Web Site: n%2520Process%2520and%2520Concepts%2520_final_.pdf+%22Unlicensed+Assistivehttp://216.239.57.100/search?q=cache:OStnT6ClxFsC:www.ncbon.com/forms/Delegatio

Personnel%22&hl=en&ie=UTF-8

DeMoro, D. (2000 March-April) How Hospitals Created a Shortage of Nurses. Retrieved March