The Role of Nursing Article Example | Topics and Well Written Essays - 1250 words

The Role of Nursing - Article Example The boards set the minimum competencies and qualifications such as academic qualifications, age and experience for practitioners in the professions. One of the reasons the nursing profession requires to be regulated and closely monitored is for the reason that the risk associated with the civic being attended to by unqualified or incompetent practitioners. The boards therefore only offer the licenses to competent and qualified nurses who have met the minimum set qualifications. Because the public may not identify unqualified practitioners or the irregularities, they may be vulnerable to exploitation from unprofessional practices (Shirley, 1998). The state nursing boards ensure competence in the nursing practice through regulating license issuance, entry into the profession, disciplinary action and license renewal. The duties and responsibilities of state nursing boards are defined by the law makers so as to protect the public from unsafe nursing practices. The establishment of state nursing boards ensures that the stake holders in the nursing practice are competent enough and that they meet all the requirements as per the regulations (Shirley, 1998). State nursing boards of nursing are agencies formed by the governments to regulate the nursing practice in the state. ... The state boards of nursing are also involved regulating the nursing practice through licensing all the nursing operations in the state (Allen, 2011). The board issues the nursing license only if they are qualified to safe nursing. After the issuing of the licenses, the state nursing boards continue monitoring the nursing practice where be if unsafe practices are identified the licenses will be reclaimed and legal actions taken. The roles of the board in the nursing involve employing and registering nurses and inquiring on irregularity cases by applying the set discipline procedures. The state nursing boards are required to report to the state administrations such as the governor of the state and the state agencies (Staunton & Mary, 2007). The state boards of nursing are allocated the authoritative powers to make decisions on the nursing practice as well as registering all the qualified practitioners in the nursing sector. The board also has the powers to take disciplinary actions ag ainst unsafe nursing practices (Allen, 2011). Some of the authoritative powers that the nursing boards are allocated involve developing standards of safe nursing, licensing and developing organizational rules and regulations. The nursing boards have also been allocated the powers to approve or disapprove the nursing and health care educational programs offered in colleges and universities. All the nursing practitioners are therefore responsible for understanding all the nursing regulations and applying them in practicing safe nursing. The development of the policies and structures governing the nursing is also the responsibility of the nursing board. The primary legislation is made up of the rules which make up the standards. The primary

Managing Human Resource in Large Organisations Essay

Managing Human Resource in Large Organisations - Essay Example The researcher states that managing such large organizations as Boeing and Airbus with employee base ranging up to 18, 000 employees is a complex endeavor. Due to the diversity of the organisation, many employees come from different cultural and ethnic background and therefore have different personal values, which must be respected. Construction industries such as Boeing and airbus involve assembly of millions of parts. This calls for a wide variety of expertise. Some may be low as workshop attendants, cleaners, and drivers while others may be highly qualified personnel such as engineers, analysts, and quality inspectors. Each class have different needs, values, hierarchy of needs and issues to be addressed. This makes handling such a complex work base a difficult effort. Heavy construction industries require a very diverse pool of skills. This implies that the workforce will consist of old and experienced experts who have been in such industries for years. Such workers are of high v alue to any organisation. On the other hand, young, enthusiastic, and highly skilled workers are also required to inject new ideas, and introduce recent advancements in technology into the production process. Indeed, most large manufacturing industries invest heavily in developing young workforce. Most of the young generation are often employed in research facilities of such organizations. The needs, gratifications, and issues affecting these diverse groups are different and handling them increases the complexity of the human resource management problem. ... Managing and handling issues from an international perspective demands a very wide dimensional approach. Teamwork in manufacturing organizations such as Boeing and Airbus is of utmost importance. At times, the companies have to organise up to 200 work teams, which must work in harmony towards achieving the desired production goals. Organising such teams from a pool of varied professionals, different age, cultural and religious background presents a complex puzzle for human resource management. The gravity of the issue is increased by the sensitivity of the manufacturing process, which demands a synchronised approach to work (Lam, 2009). Compensation of different workers presents one of the most complex problems for large manufacturing organizations. Different expertise demand different pay grades. However, similar expertise from different nationality may require different compensation in terms of remunerations and other work benefits. Minimising compensation expenses whilst addressin g different hierarchical needs of every single employee is truly a complex task for human resource management. Despite the complexities, human resource has different methods of approach to ensure that all the staff members feel as part of the design and production process. First, human resource must understand the different patterns of personal values and gratification. Different employees must be treated differently depending on personal motivation factors. For instance, some workers may value achievement, affiliation, power, and responsibility while others may prefer promotion and growth. There are two primary types of motivation, intrinsic and extrinsic. Most of the employees will fall in either category and it is the role of human resource to