World Health Organization : Year 1993 ; World Health Organization, Human Resources for Health, Nursing, No. 93.4: Nursing Personnel Resources Results of a Survey of Perceptions in Ministries of Heal Tfl on Nursing Shortage, Nursing Education and Quality of Care

By Miriam J. Hirschfeld

Book Id: WPLBN0000103317
Format Type: PDF eBook:
File Size: 1.80 MB
Reproduction Date: 2005

Title:	World Health Organization : Year 1993 ; World Health Organization, Human Resources for Health, Nursing, No. 93.4: Nursing Personnel Resources Results of a Survey of Perceptions in Ministries of Heal Tfl on Nursing Shortage, Nursing Education and Quality of Care
Author:	Miriam J. Hirschfeld
Volume:
Language:	English
Subject:	Health., Public health, Wellness programs
Collections:	Medical Library Collection, World Health Collection
Historic Publication Date:
Publisher:	World Health Organization


Citation APA MLA Chicago J. Hirschfel, B. M. (n.d.). World Health Organization : Year 1993 ; World Health Organization, Human Resources for Health, Nursing, No. 93.4. Retrieved from http://gutenberg.cc/

Description
Medical Reference Publication

Excerpt
The World Health Organization (WHO) prdmotes the integrated development of health systems and human resources to ensure a supply of personnel with competence relevant to country needs and balanced according to occupation, specialty and institution. In almost all countries, however, an imbalance now exists in the supply of nurses, physicians and other health professionals (1). There are three dimensions to health workforce imbalance: the numerical dimension involves over-supply or under-supply compared to country needs and resources; the qualitative dimension represents the mismatch between educational preparation and requirements in the workplace; and the distributional dimension is geographical, institutional, or by specialty (1). For nursing, the most frequent manifestation of imbalance is under-supply. The criteria for assessing the balance or imbalance of nursing resources vary from country to country and from time to time, depending on people's perceptions of health needs, their expectations, the prevalent diseases, the availability of affordable health services, the composition of health care teams, and the cultural and socioeconomic factors that affect people's use of health care services. Whether shortage or unemployment indicate an undersupply or an over-supply depends on the extent to which the determining factors are market factors or health care needs and demands for care (1)

Table of Contents
CONTENTS BACKGROUND . . . . . . . . . . . . . . . . . . . . . . . . . . . 1 METHODOLOGY . . . . . . . . . . . . . . . . . . . . . . . . . . 4 Strengths and limitations . . . . . . . . . . . . . . . . 6 FINDINGS . . . . . . . . . . . . . . . . . . . . . . . . . . . . 6 Nursing status. image and income . . . . . . . . . . . . . 6 Nurslng education . . . . . . . . . . . . . . . . . . . . 8 Quality of nursing care . . . . . . . . . . . . . . . . . I* Nursing shortage . . . . . . . . . . . . . . . . . . . . . 26 Nurse migration . . . . . . . . . . . . . . . . . . . . . 30 Availability of nursing positions . . . . . . . . . . . . 31 Activities to recruit and retain nurses . . . . . . . . . 32 Marketing nursing and midwifery . . . . . . . . . . 32 Providing for skill development . . . . . . . . . . 33 Improving working conditions . . . . . . . . . . . . 34 Improving methods of work . . . . . . . . . . . . . 36 Developing staffing options . . . . . . . . . . . . 38 Developing action plans for health for all . . . . . 38 DISCUSSION AND CONCLUSIONS . . . . . . . . . . . . . . . . . . . 40 Summary of main findings . . . . . . . . . . . . . . . . . 41 Conclusions . . . . . . . . . . . . . . . . . . . . . . . 43 Recommendations . . . . . . . . . . . . . . . . . . . . . 43 REFERENCES . . . . . . . . . . . . . . . . . . . . . . . . . . . 45 ANNEX A: Questionnaire ANNEX B: Participating countries by WHO region and development grouping