Showing papers on "Workforce published in 2000"

Implications of an aging registered nurse workforce.

Abstract: ContextThe average age of registered nurses (RNs), the largest group of health care professionals in the United States, increased substantially from 1983 to 1998. No empirically based analysis of the causes and implications of this aging workforce exists.ObjectivesTo identify and assess key sources of changes in the age distribution and total supply of RNs and to project the future age distribution and total RN workforce up to the year 2020.Design and SettingRetrospective cohort analysis of employment trends of recent RN cohorts over their lifetimes based on US Bureau of the Census Current Population Surveys between 1973 and 1998. Recent workforce trends were used to forecast long-term age and employment of RNs.ParticipantsEmployed RNs aged 23 to 64 years (N = 60,386).Main Outcome MeasuresAnnual full-time equivalent employment of RNs in total and by single year of age.ResultsThe average age of working RNs increased by 4.5 years between 1983 and 1998. The number of full-time equivalent RNs observed in recent cohorts has been approximately 35% lower than that observed at similar ages for cohorts that entered the labor market 20 years earlier. Over the next 2 decades, this trend will lead to a further aging of the RN workforce because the largest cohorts of RNs will be between age 50 and 69 years. Within the next 10 years, the average age of RNs is forecast to be 45.4 years, an increase of 3.5 years over the current age, with more than 40% of the RN workforce expected to be older than 50 years. The total number of full-time equivalent RNs per capita is forecast to peak around the year 2007 and decline steadily thereafter as the largest cohorts of RNs retire. By the year 2020, the RN workforce is forecast to be roughly the same size as it is today, declining nearly 20% below projected RN workforce requirements.ConclusionsThe primary factor that has led to the aging of the RN workforce appears to be the decline in younger women choosing nursing as a career during the last 2 decades. Unless this trend is reversed, the RN workforce will continue to age, and eventually shrink, and will not meet projected long-term workforce requirements.

All Change at Work?: British employment relations 1980–1998, as portrayed by the Workplace Industrial Relations Survey series

Abstract: 1. Introduction, The essential features of the WIRS design, Elements of the survey employed in this volume, The changing landscape, 1980-98, The nature of our analysis and contents of the book 2. The dynamic context of workplace employment relations. Industry and Ownership, Size of Workforce, Location within larger organizations, Internationalization, Age and relocation, Changes in technology, Changes in the composition of the workforce, Summary and conclusions 3. The Management of employee relations. Who manages employee relations, The emergence of a profession, The gender issue: women managing employee relations, A changing role for employee relations managers, The status and influence of employee relations managers, Conclusions 4. Have employess lost their voice? Union presence, Union membership density, Trade Union recognition, Other channels for collective employee voice, Direct Communication methods, An overall view of employee voice, Conclusions 5. Union recognition: a 'hollow shell'? Workplace union density, The nature of union

Diversity Management: Time for a New Approach

Abstract: There are now more new faces and diversity among the workforce than ever before and this trend is expected to continue into the 21st century. Managers in public and private organizations are search...

The Insecure Workforce

Abstract: Introduction: The Debate over Workforce Insecurity Edmund Heery and John Salmon. Can't stand up for falling down? Insecurity in the UK Labour Market Paul Gregg and Jonathan Wadsworth. Insecurity and the Flexible Workforce: Measuring the Ill-Defined Peter Robinson. Redundancy Arrangements and Job (In)Security Peter Turnball and Victoria Wass. Workforce Insecurity in the Public Services Nigel Allington and Phillip Morgan. Beyond the Miracle: the Future of Life-time Employment in Japan John Salmon. Managing the Insecure Workforce David Guest. Representing the Insecure Workforce Brian Abbott and Edmind Heery. Insecurity, Wellbeing and the Family Brendan Burchell. Insecurity and Housing Consumption Richard Walker. Workforce Insecurity and Political Behaviour: Did Insecurity Cause the Conservative's Defeat in 1997? John Curtice. Conclusion Edmund Heery and John Salmon.

Women in construction: The untapped resource

Abstract: Currently there are over 11 million women employed in the UK, accounting for 49.5% of the workforce. However, despite increases in the number of women employed in the construction industry over the past decade, they still constitute only 13% of the industry's workforce. This means that construction continues to be the most male dominated of all the major industrial groups. A review is presented of the literature relating to the current position of women in the construction industry. It identifies and examines the barriers preventing women's entry into the industry, the subsequent barriers faced by those working within the construction industry, and initiatives committed to promoting equality for women and men in construction. These barriers arise from a number of sources including: the construction industry's image; career knowledge amongst children and adults; selection criteria and male dominated courses; recruitment practices and procedures; sexist attitudes; male dominated culture; and the work enviro...

Pathways to Success: Affirming Opportunities for Science, Mathematics, and Engineering Majors.

Abstract: Using cross-tabulations, factor analyses, and logistic regressions, this study examined the flow out of and into science, mathematics, and engineering (SME) majors of a cohort of African American, American Indian, and Chicano/Latino undergraduates (N = 330) and factors associated with persistence in those majors. The targeted minorities experienced greater attrition from SME majors than did White and Asian Americans. Females from targeted groups showed the largest outflow, followed by their male counterparts. Person-organization ' fit" and peer values related to campus activism and engagement were negatively associated with SME persistence. The absence of person-organization fit influence for targeted minorities suggests a need for further study on the relevance of established SME values, educational inequity, self-selectivity, and other influences that limit minority SME representation. Expanding the pool of scientists and engineers has been a persistent problem for educators and employers alike. Between 1998 and 2008, jobs in science, mathematics, and engineering (SME) fields are expected to increase four times the rate of all other employment opportunities in the United States. This translates into a demand for 1.9 million more trained professionals in these areas (National Science Board, 2000). Presently, White and Asian Americans constitute 82.3% and 10.4% of the SME workforce, respectively, while African Americans, American Indians, and Chicanos/Latinos remain underrepresented in these growing careers relative to their representation in the U.S. population-at 3.4%, 0.3%, and 3.1%, respectively (National Science Foundation, 2000). Aside from the individual benefits of low unemployment and competitive wages found in SME employment, as a nation we reap rewards by having a workforce that is more representative of all our citizens. Building a more diverse SME workforce has been purported to increase our nation's productivity by boosting the science literacy and multicultural competence of teachers who educate our children (Berryman, 1983); expanding current research on culture-specific illnesses and treatment regimes (Gavaghan, 1995); and capitalizing on the interests of African American, American Indian and Chicano/ Latino professionals to serve in poor urban and rural communities (Cantor, Miles, Baker, & Barket, 1996). With people of color representing the majority of students now entering the academic pipeline, the United States is challenged to develop the human capital of African Americans, American Indians, Chicanos and Latinos to meet the continued demand for SME professionals (Thomas, 1992). BARRIERS TO UNDERGRADUATE PERSISTENCE IN SCIENCE, MATHEMATICS, AND ENGINEERING For students who major in SME fields, the college degree marks a level of training that is a prerequisite for entrance in medical, research, and other SME professions. However, the literature on science education suggests a domino effect in terms of the challenges faced by students to persist as undergraduate SME majors. Such persistence is directly tied to experiences in K-12 classrooms, with student intentions to major in SME fields peaking by high school and marking a continuous exodus thereafter (Berryman, 1983). For almost all students, inadequate academic preparation is a major factor that limits their achievement in the sciences (Astin, 1993; Berryman, 1983; Oakes, 1990). Courses taken prior to college, such as mathematics, function as sorting mechanisms to identify who will or will not access further training in science, mathematics, engineering and related fields (Sells, 1980). These "sorting" classes present major barriers for African American, American Indian and Chicano/Latino students, who drop out of these subjects as early as elementary school because of tracking and other institutional structures that limit opportunities for rigorous academic preparation (Oakes, 1990). Despite representing the growing majority of college undergraduates, women are at risk to defer their career goals into non-science fields. …

Non-pecuniary Advantages Versus Pecuniary Disadvantages; Job Satisfaction Among Male And Female Academics In Scottish Universities

Abstract: This paper considers job satisfaction in the academic labour market drawing upon a particularly detailed data set of 900 academics from five traditional Scottish Universities Recent studies have revealed that in the labour force as a whole women generally express themselves as more satisfied with their jobs than men Our results show that reports of overall job satisfaction do not vary widely by gender This result is explained through the nature of our dataset, limited as it is to a highly educated workforce, in which female workers are likely to have job expectations comparable to their male counterparts Ordered probit analysis is used to analyse the determinants of an academic’s overall satisfaction at work as well as satisfaction with promotion prospects, job security and salary Comparison salary is found to be an important influence on academics’ overall job satisfaction although evidence suggests that academics place a lower emphasis on pecuniary relative to non pecuniary aspects of work than other sectors of the workforce

Workforce cultural factors in TQM/CQI implementation in hospitals.

Abstract: One of the major obstacles to successful implementation of TQM/CQI in hospitals has been management's failure to consider the workforce cultural situation. This quasi-qualitative study investigates eight workforce cultural factors in seven midwestern hospitals. Results reveal only one of the seven hospitals successfully implementing TQM/CQI.

The experience of choosing nursing as a career.

Abstract: The critical and growing shortage of nurses is a global concern. The growth and sustainability of the nursing profession depends on the ability to recruit and retain the upcoming generation of professionals. Understanding the career choice experiences of Millennial nurses is a critical component of recruitment and retention strategies. An interpretive, narrative methodology, was used to understand how Millennial nurses explain, account for, and make sense of their choice of nursing as a career. Individual, face to face interviews were conducted with 12 Millennial Nursing students (born 1980 or after), for whom nursing was their preferred career choice. Participants were interviewed twice and chronicled their career choice experiences within reflective journals. Data was analyzed using Polkinghorne’s method of narrative configuration and emplotment. The participants’ narratives present a shift from understanding career choice within a virtuous plot to one of social positioning. Career choice was initially emplotted around a traditional and stereotypical understanding of nursing as a virtuous profession: altruistic, noble, caring, and compassionate. The narrative scripts evolved from positioning nursing as virtuous

Nonstandard work : the nature and challenges of changing employment arrangements

Abstract: In recent years, much attention has focused on the growth of nonstandard and contingent employment (including part-time work) which involves up to 30 percent of the total U.S. labor force. There is little agreement on either the causes or the effects of this trend. Some researchers emphasize the advantages: employees may explore the job market and obtain work that does not necessarily involve rigid schedules, while employers enjoy greater flexibility and lower costs. Others point to the disadvantages for employees, such as lack of job security, fewer benefits and chances for promotion, and often lower wages. Drawbacks for employers include a workforce that has little chance to develop firm-specific knowledge or loyalty.Chapters in Nonstandard Work: The Nature and Challenges of Emerging Employment Arrangements carefully analyze the extent and nature of various nonstandard work arrangements; their advantages and disadvantages for employees and employers; the demographic, industrial, and occupational distribution of such positions; and the question of whether standard employment itself is changing. Some contributors consider how innovative labor market intermediaries and unions might expand opportunities for workers while also helping firms to raise their productivity.

Natural Amenities and Population Growth in the Greater Yellowstone Region

Abstract: Much of the recent growth in population, jobs and income in the Greater Yellowstone Region, as well as other parts of the rural West, has been driven by ecological and social amenities, in contrast to the historical dependence on resource extractive industries and agriculture. This shift has been fueled by an increase in service occupations, retirement and investment income. Using the states of Idaho, Montana, and Wyoming, and the Greater Yellowstone Region as examples, statistical tests were conducted to test the relative influence of ecological, amenity, social and economic variables on rural population growth. The results indicate that ecological and amenity variables are necessary conditions for growth, but they are not sufficient. An educated workforce and access to larger markets via air travel are also important.

Gently shattering the glass ceiling: experiences of Indian women managers

Abstract: The status of women in India has long been paradoxical. They have had access to professions such as medicine, teaching and politics and have the right to own property. Among some social classes, women are extremely powerful. Yet, there is a long history of women being oppressed by men – delegated to playing subordinate roles. India’s workforce is changing. Social values and mores, and the increased global focus on women’s issues have changed the woman’s role impacting the career progression of women. This paper examines the impact of social, organisational and personal biases on the progression of professional women in India. Women managers in India have been generally successful in rising to the executive suite in Indian organisations, despite a culture that might suggest otherwise. These women were successful because of the interplay of organisational and familial support, coupled with the individual drive for success each woman demonstrated.

A description of the Purnell Model for Cultural Competence.

Abstract: To meet the needs of a multicultural society, health care in the new millennium stresses teamwork in providing culturally sensitive and competent care to improve client outcomes. Publications addressing the future predict an increasingly diverse workforce. Accordingly, care providers can benefit from a conceptual model of cultural competence that can be used by all health disciplines in all practice settings. The Purnell Model for Cultural Competence, developed in 1995, is applicable to all health care providers. This article (a) describes the development of the model; (b) provides a description of the model; (c) lists the major assumptions on which the model is based; (d) describes the model's use in practice, education, administration, and research across disciplines; and (e) includes a brief evaluation of the model. Important cultural domains missing from other transcultural and cross-cultural models, which are found in the Purnell Model, are biocultural ecology and workforce issues.

Dynamic workforce scheduler

Abstract: A method of dynamically scheduling a workforce includes obtaining workforce requirements, attributes and employee preferences, determining a workforce schedule based on the workforce requirements and attributes, determining a schedule value based on workforce requirements and employee preferences, and iteratively modifying the workforce schedule, determining a schedule value based on workforce requirements and preferences for the modified workforce schedule, and comparing schedule values to determine a best workforce schedule.

Learning Language for Work and Life: The Linguistic Socialization of Immigrant Canadians Seeking Careers in Healthcare

Abstract: This article discusses research on ESL for the workplace, identifying gaps in the existing literature and promising directions for new explorations. A qualitative study was conducted in one type of program for immigrant women and men in Western Canada seeking to become long-term resident care aides or home support workers. The study examined the linguistic and social processes at work in the education and integration of immigrant ESL speakers into the workforce and the broader community; the issues participants in such programs face; and the insights that can be gleaned for understanding language socialization in this context. Of particular interest was the contrast observed in one such program between the focus on medical and general English language proficiency, as well as nursing skills, and the actual communication requirements within institutions with large numbers of staff and patients who do not speak English, and who, in the case of the elderly, may also face communication difficulties associated ...

Providing Pediatric Subspecialty Care: A Workforce Analysis

Abstract: Objective. To provide a snapshot of pediatric subspecialty practice, examine issues pertaining to the subspecialty workforce, and analyze subspecialists9 perspective on the health care market. Background. Before the effort of the Future of Pediatric Education II (FOPE II) Project, very little information existed regarding the characteristics of the pediatric subspecialty workforce. This need was addressed through a comprehensive initiative involving cooperation between subspecialty sections of the American Academy of Pediatrics and other specialty societies. Methods. Questionnaires were sent to all individuals, identified through exhaustive searches, who practiced in 17 pediatric medical and surgical subspecialty areas in 1997 and 1998. The survey elicited information about education and practice issues, including main practice setting, major professional activity, referrals, perceived competition, and local workforce requirements. The number of respondents used in the analyses ranged from 120 (plastic surgery) to 2034 (neonatology). In total, responses from 10 010 pediatric subspecialists were analyzed. Results. For 13 of the subspecialties, a medical school setting was specified by the largest number of respondents within each subspecialty as their main employment site. Direct patient care was the major professional activity of the majority of respondents in all the subspecialties, with the exception of infectious diseases. Large numbers of subspecialists reported increases in the complexity of referral cases, ranging between 20% (cardiology) and 44% (critical care), with an average of 33% across the entire sample. In all subspecialties, a majority of respondents indicated that they faced competition for services in their area (range: 55%–90%; 71% across the entire sample); yet in none of the subspecialties did a majority report that they had modified their practice as a result of competition. In 15 of the 17 subspecialties, a majority stated that there would be no need in their community over the next 3 to 5 years for additional pediatric subspecialists in their discipline. Across the entire sample, 42% of respondents indicated that they or their employer would not be hiring additional, nonreplacement pediatric subspecialists in their field in the next 3 to 5 years (range: 20%–63%). Conclusion. This survey provides the first comprehensive analysis to date on how market forces are perceived to be affecting physicians in the pediatric subspecialty workforce. The data indicate that pediatric subspecialists in most areas are facing strong competitive pressures in the market, and that the market9s ability to support additional subspecialists in many areas may be diminishing.

State Scholarship, Loan Forgiveness, and Related Programs: The Unheralded Safety Net

Abstract: ContextIn the mid-1980s, states expanded their initiatives of scholarships, loan repayment programs, and similar incentives to recruit primary care practitioners into underserved areas. With no national coordination or mandate to publicize these efforts, little is known about these state programs and their recent growth.ObjectivesTo identify and describe state programs that provide financial support to physicians and midlevel practitioners in exchange for a period of service in underserved areas, and to begin to assess the magnitude of the contributions of these programs to the US health care safety net.DesignCross-sectional, descriptive study of data collected by telephone, mail questionnaires, and through other available documents, (eg, program brochures, Web sites).Setting and ParticipantsAll state programs operating in 1996 that provided financial support in exchange for service in defined underserved areas to student, resident, and practicing physicians; nurse practitioners; physician assistants; and nurse midwives. We excluded local community initiatives and programs that received federal support, including that from the National Health Service Corps.Main Outcome MeasuresNumber and types of state support-for-service programs in 1996; trends in program types and numbers since 1990; distribution of programs across states; numbers of participating physicians and other practitioners in 1996; numbers in state programs relative to federal programs; and basic features of state programs.ResultsIn 1996, there were 82 eligible programs operating in 41 states, including 29 loan repayment programs, 29 scholarship programs, 11 loan programs, 8 direct financial incentive programs, and 5 resident support programs. Programs more than doubled in number between 1990 (n = 39) and 1996 (n = 82). In 1996, an estimated 1306 physicians and 370 midlevel practitioners were serving obligations to these state programs, a number comparable with those in federal programs. Common features of state programs were a mission to influence the distribution of the health care workforce within their states' borders, an emphasis on primary care, and reliance on annual state appropriations and other public funding mechanisms.ConclusionsIn 1996, states fielded an obligated primary care workforce comparable in size to the better-known federal programs. These state programs constitute a major portion of the US health care safety net, and their activities should be monitored, coordinated, and evaluated. State programs should not be omitted from listings of safety-net initiatives or overlooked in future plans to further improve health care access.

Gender differences in musculoskeletal health of computer and mouse users in the Swedish workforce.

Abstract: The objectives of the study were to explore the musculoskeletal health of computer users in the Swedish workforce with regard to gender and psychosocial factors, and to describe gender differences between the occupational groups. A subset was chosen from a large survey of 12,462 individuals representing the workforce of Sweden, performed by Statistics Sweden. Included in the subset were 2044 subjects who worked for at least half their working hours with personal computers, or an equivalent device, and also used a computer mouse. All occupational groups had prevalence ratios (women/men) > 1. When using regression models, the variables 'learn and develop' and 'involved in planning your work' were health factors, and 'too much to do' was a risk factor for upper body symptoms for both women and men. For women 'PC duration 100' was a risk factor and 'support from superiors' was a health factor. Age seemed to be a stronger risk factor for men than for women.

The accountability of clinical education: its definition and assessment.

Abstract: Background Medical education is not exempt from increasing societal expectations of accountability. Competition for financial resources requires medical educators to demonstrate cost-effective educational practice; health care practitioners, the products of medical education programmes, must meet increasing standards of professionalism; the culture of evidence-based medicine demands an evaluation of the effect educational programmes have on health care and service delivery. Educators cannot demonstrate that graduates possess the required attributes, or that their programmes have the desired impact on health care without appropriate assessment tools and measures of outcome. Objective To determine to what extent currently available assessment approaches can measure potentially relevant medical education outcomes addressing practitioner performance, health care delivery and population health, in order to highlight areas in need of research and development. Methods Illustrative publications about desirable professional behaviour were synthesized to obtain examples of required competencies and health outcomes. A MEDLINE search for available assessment tools and measures of health outcome was performed. Results There are extensive tools for assessing clinical skills and knowledge. Some work has been done on the use of professional judgement for assessing professional behaviours; scholarship; and multiprofessional team working; but much more is needed. Very little literature exists on assessing group attributes of professionals, such as clinical governance, evidence-based practice and workforce allocation, and even less on examining individual patient or population health indices. Conclusions The challenge facing medical educators is to develop new tools, many of which will rely on professional judgement, for assessing these broader competencies and outcomes.

Why we should teach undergraduate medical students in rural communities.

Abstract: In the eyes of many, the critical shortage of doctors in rural areas is the only reason for providing rural experiences for medical students. This article reviews the body of evidence supporting rural placements as a long-term medical workforce strategy and additional evidence regarding the apparent educational benefits of such placements. By enabling medical students to learn for significant periods of time in rural communities, it is now possible for universities to address the medical workforce imperatives of the communities they serve at the same time as providing intrinsic educational advantages to their students.

NET WORKING: Work Patterns and Workforce Policies for the New Media Industry

Abstract: This report, based on a study of a group of highly accomplished professionals in New York City, is one of the first to take up labor market issues in the new media industry. It describes the challenges faced by professionals and employers alike in this important and dynamic sector, and identifies strategies for success in a project oriented environment with highly complex skill demands and rapidly changing technology. Our findings suggest three central issues.

Policy Implications of Research on Nurse Staffing and Quality of Patient Care

Abstract: This article provides a comprehensive overview of nursing workforce studies, examines current efforts to investigate the relationship between hospital nurse staffing and patient outcomes that are s...

What Will Be the Demands of Literacy in the Workplace in the Next Millennium

Abstract: In this “RRQ Snippet,” the authors discuss their ideas about the changing demands for today's—and tomorrow's—literate workforce

The Quality of Work: A People-Centred Agenda

Abstract: This book addresses some concerns and issues of the workplace in Canada and the expectations of the Canadian workforce. There is a focus on the quality of work and the benefits of high quality work. The social and economic outcomes of high quality work are discussed. It is suggested that high quality work in the future will benefit both employers and individual employees. Chapters included in this book are: The future of work; The crisis in work; What Canadians want from work; The 'new economy'; Education, skills, and the knowledge economy; Youth and work; 'Putting people first'; Workplace innovation; Unions and the quality agenda; Creating a higher quality of work.

The Characteristics of Small-Business Employees.

Abstract: Small businesses employ slightly more than half of the private-sector workforce; in many ways, such as education, race, origin, age, and part-time status, the small-business workforce differs from the large-business workforce

Nursing numbers in Britain: the argument for workforce planning.

Abstract: When the Labour government in Britain took office in 1997 it inherited a growing problem of nursing shortages, which finally hit the headlines in 1998. The shortages have been recurring ever since, particularly during the influenza “crisis” last winter. How has the government fared in dealing with nursing shortages, and has it put the worst behind it? #### Summary points Britain has a serious shortage of nurses, as well as problems in recruiting and retaining them It is not simply that there are too few nurses; some key skills shortages also exist, with increasing demand for more qualified staff in some areas Much better planning of the workforce is required, and this needs to be more integrated with the planning for other groups in healthcare A change in the pay system may help, but the creation of better work environments may be part of the solution The rapid pace of change in the nursing profession has produced a challenge that the NHS needs to address The roots of the recent nursing shortages lie in the early 1990s. As part of the NHS reforms and the introduction of the internal market, there was a move towards an employer led system to determine intakes to nurse training. The involvement of NHS trusts was to be welcomed, but the narrow focus, varying capacity of local training and education consortiums, and lack of a national overview meant that most trusts underestimated required staffing numbers. The system also underestimated non-NHS demand for nurses, particularly in the rapidly expanding nursing home sector. The effect of this new “planning” system was to reduce markedly the number of student nurses. In 1984 England had more than 75 000 nursing students and pupil nurses. By 1994 that number had more than halved. The register of the United Kingdom Central Council for Nursing, …