Business Intelligence

Nursing shortage is expected to increase in a long period of time. Nursing shortage threatens not just local government but everyone, globally! Countries hire nurses in different places to fill in the losing track of nurses. There are reasons why nursing shortage is growing – there are but limited students practicing nursing as their course, insufficient numbers of nursing instructors, and there are numerous retiring.

Nurses are the largest group of providers in the health care system–there are over two million registered nurses in the United States of America (U.S.) alone, comprising about 13% of the fifteen million workers in the health care and social assistance category tracked by the U.S. Department of Labor.

Nursing shortage is a global problem. Nurses provide the service needed by most of all the people. They are the heart and soul of any health-care institutions. However there are large increments of nursing shortage that may results to many lives at risk! To fill the need, there are hospitals that enforce harsh rules that make their nurses disappointed that may make them retired. Moreover, the demand is big but the supply is small – indeed nursing agency is a gigantic business opportunity. Starting your nursing agency is a wise choice since it is new business opportunity / venture and the necessity is high! To help you stabilize your nursing agency, there is this comprehensive nursing agency guide which is the benchmark for the success of your business.

As with the nursing shortage, nursing duties has been vacant and nurses are an immediate necessity. Their works varies on their specialty however with one precise definition – nurses are the heart and soul of health-care agencies. Nurses develop and implement a plan of care and work collaboratively with the patient, the patient’s family, and other health care professionals. Nurses help coordinate the patient care performed by other members of a health care team such as physical therapists, medical practitioners, social workers, and dietitians. Nurses frequently act as patient advocates.

Typically there are several distinct levels of nursing practitioner distinguished by increasing education, responsibility, and skills. The major distinction is between task-based nursing and professional nursing. Nurses throughout the world are increasingly employed as advanced practice nurses, such as clinical nurse specialists and nurse practitioners, who diagnose health problems and prescribe medications and other therapies. At the top of the educational ladder is the doctoral-prepared nurse. Nurses may gain a PhD or another doctoral degree, specializing in research, clinical nursing, and so forth. These nurses practice nursing, teach nursing, and carry out nursing research. As the science and art of nursing has advanced, so has the demand for doctoral-prepared nurses.

Dolson

These value orientations can be related to effective management prac­tices in different locations. The following suggestions illustrate how these orientations may be related to management. In a society that believes humans are subjugated by nature, plan­ning would be futile, because the future is preordained. In a society that is present-oriented, rewards would be closely tied to current performance. In a society that believes in the basic goodness of human beings, participative management is likely to be the normal approach. In a society that is primarily being-oriented, decisions are likely to be intuitive with less concern for logic. In a society that is hierarchical, organization structures are likely to reflect this in formal, authority-based hierarchy.

The value survey model (VSM), introduced by Hofstede (1980), has been widely discussed in International management literature, and it appears to provide information of relevance from a managerial point of view. The model proposed 4 dimensions of culture, and a fifth dimension was later added based on research in the Far East (Chinese Culture Connection, 1987). The five dimensions are as follows.

Individualism (IDV) is the degree to which individual decision making and action are accepted and encouraged by the society. Where IDV is high, the society emphasizes the role of the individual; where IDV is low, the society emphasizes the role of the group. This was explained by Triandis (1972).

Uncertainty avoidance index (UAI) is the degree to which a society is willing to accept and deal with uncertainty. Where UAI is high, the society is concerned with certainty and security, and seeks to reduce uncertainty; where UAI is low, the society is comfortable with a high degree of uncertainty and is open to the unknown.

Power distance index (PDI) is the degree to which power differences are accepted and sanctioned by a society. Where PDI is high, the society believes that there should be a well defined hierarchy in which everyone has a rightful place; where PDI is low, the prevalent belief is that all people should have equal rights and the opportunity to change their position in the society.

Masculinity (MAS) is the degree to which traditional male values are important to a society. Traditional male values incorporate assertiveness, performance, ambition, achievement and material possessions, while traditional female values focus on the quality of life, the environment, the nurturing and concern for the less fortunate. In societies that are high of MAS, sex roles are clearly differentiated and men are dominant; If MAS is low, sex roles are more fluid
Confucian Dynamism (CD) is a complex dimension based on beliefs of the Chinese philosopher, Confucius. The dimension incorporates ideas of time and activity. Here, for simplicity, CD is defined as a time orientation only – taking a long term or short term view. A society that is high on CD has a long time horizon and looks to the future. A society which is low on CD has a shorter time horizon and is more concerned with events in the present and immediate future.

Hofstede reports scores from 1 to 100 for each country in his sample. The scores reported by Hofstede are based on employees within one organiza­tion, a large U.S. multinational company. Certain types of individuals are attracted to such an organization, and this is reflected in these scores. These scores should not, therefore, be interpreted as an accurate descrip­tion of the national culture as a whole; rather, they should be seen as an indication of the similarities and differences that one might expect to find among employees in this type of organization in different countries.

In addition, these scores represent a central tendency in a particular population, but there is likely to be a wide array of values in any coun­try; organizations and industries will attract and retain individuals with value systems that fit into the organizational culture. For example, a study of fast food restaurant managers in Canada and the United States revealed a very low level of individualism combined with no uncer­tainty avoidance and high power distance and masculinity (Punnett & Withane, 1990). This is quite dissimilar from the Canadian and U.S. value profile presented by Hofstede; but it appears to match the needs of an industry where people must work in close coordination, where there is little job security, and where there are clear distinctions of power and a great deal of competition.

Robert II Smith