How about a 900 percent raise
Elizabeth Obuya
MBA 651
HR Case Study: How about a 900 Percent raise?
1. Recruiting nurses abroad can be mutually beneficial or a disadvantage to both the U.S and the foreign country. Hiring ready to deploy and fully qualified nurses can help to temporarily bridge the nursing shortage until the government is assured the situation is in a better control. Also, according to Karen B. Haller, Vice President for Nursing and Patient Care Services at the Johns Hopkins Hospital, foreign recruitment creates a more culturally diverse workforce, attracts professional and better trained nurses to the U.S and fosters a positive image of hiring institutions globally. Foreign nurses are useful in the care of long-term patients as they are not free to leave their jobs and go before the stipulated period is over. It also means a better pay for them, more opportunities for them and their families and a chance to have a voice in the healthcare system of a foreign country. On the other hand, if all the qualified nurses move to the U.S their home country will suffer from lack of qualified personnel and this may be an obstacle to achieving the Millennium Development Goals that are related to improving healthcare worldwide.
On the other hand, importing foreign nurses will reduce incentives for existing nurses, it discourages local individuals from taking up nursing since a number of qualified applicants gets rejected from training programs each year due to insufficient teaching staff. Foreign nurses are not trained for US hospitals since nursing procedures differs in every country and they are also not trained to handle US patients.
2. The cultural problems U.S hospitals might encounter as a result of recruiting nurses abroad include nurses who have different nursing practices from their own, language barrier especially from nurses whose workplace language is their second language. According to Davis and Nichols (2002), the common problems as a result of communication barrier include
MBA 651
HR Case Study: How about a 900 Percent raise?
1. Recruiting nurses abroad can be mutually beneficial or a disadvantage to both the U.S and the foreign country. Hiring ready to deploy and fully qualified nurses can help to temporarily bridge the nursing shortage until the government is assured the situation is in a better control. Also, according to Karen B. Haller, Vice President for Nursing and Patient Care Services at the Johns Hopkins Hospital, foreign recruitment creates a more culturally diverse workforce, attracts professional and better trained nurses to the U.S and fosters a positive image of hiring institutions globally. Foreign nurses are useful in the care of long-term patients as they are not free to leave their jobs and go before the stipulated period is over. It also means a better pay for them, more opportunities for them and their families and a chance to have a voice in the healthcare system of a foreign country. On the other hand, if all the qualified nurses move to the U.S their home country will suffer from lack of qualified personnel and this may be an obstacle to achieving the Millennium Development Goals that are related to improving healthcare worldwide.
On the other hand, importing foreign nurses will reduce incentives for existing nurses, it discourages local individuals from taking up nursing since a number of qualified applicants gets rejected from training programs each year due to insufficient teaching staff. Foreign nurses are not trained for US hospitals since nursing procedures differs in every country and they are also not trained to handle US patients.
2. The cultural problems U.S hospitals might encounter as a result of recruiting nurses abroad include nurses who have different nursing practices from their own, language barrier especially from nurses whose workplace language is their second language. According to Davis and Nichols (2002), the common problems as a result of communication barrier include
References: Nevidjon, B., Erickson, J. (January 31, 2001). "The Nursing Shortage: Solutions for the Short and Long Term". Online Journal of Issues in Nursing. Vol. 6 No. 1, Manuscript 4. Available: www.nursingworld.org/MainMenuCategories/ANAMarketplace/ANAPeriodicals/OJIN/TableofContents/Volume62001/No1Jan01/NursingShortageSolutions.aspx Jessica H. May, Gloria J. Bazzoli & Anneliese M. Gerland (2014) Wage, Work Environment, and Staffing: Effects on Nurse Outcomes. Policy Politics Nursing Practice August 2014 0:20141527154414546868v1-1527154414546868