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Many healthcare systems have begun implementing strategies to attract and retain nurses to combat staffing deficits. Beyond financial incentives like competitive salaries and sign-on bonuses ...
The study identified five main strategies that hospitals were using to improve retention: seeking Magnet or Pathway to Excellence designations; workforce development such as additional training for newly graduated nurses; reducing burnout via programs to help with reducing stress, including employee wellness programs; implementing strategies to ...
Workplace health promotion is the combined efforts of employers, employees, and society to improve the mental and physical health and well-being of people at work. [1] The term workplace health promotion denotes a comprehensive analysis and design of human and organizational work levels with the strategic aim of developing and improving health resources in an enterprise.
Pay for performance systems link compensation to measures of work quality or goals. Current methods of healthcare payment may actually reward less-safe care, since some insurance companies will not pay for new practices to reduce errors, while physicians and hospitals can bill for additional services that are needed when patients are injured by mistakes. [1]
The Medicare hospice benefit produces an incentive to recruit as many new patients as possible — and to keep them on the service as long as possible. Unlike other segments of the health care industry, where revenues and costs can vary widely, Medicare pays a set daily rate for each person in hospice care, with higher allowances for patients ...
Still, the center's connection to the university was a draw for Sommer McInerney, a St. Paul resident who helps train St. Kate's nursing students through her job as a pediatric nurse practitioner.
A study by Price Waterhouse advanced several strategies for addressing the nursing shortage, including developing more public-private partnerships, federal and state-level grants for nursing students and educators, creating healthy work environments, using technology as a training tool, and designing more flexible roles for advanced practice ...
One study reported that the nursing shortage is caused by nurses voluntarily leaving the profession. [29] In 2006 it was estimated that approximately 1.8 million licensed nurses chose not to work as a nurse. The Bureau of Labor Statistics (BLS) estimated that by 2020, 1.2 million nursing job openings would be available. [30]