另一种文化不同的思维方式:维护下一代劳动力
1Author Affiliations: Advocate Health, Enterprise Nursing, Charlotte, North Carolina (Dr Shaw).
Nursing administration quarterly
|April 2, 2024
概括
公司领导人必须改变他们的思维方式,培养一种支持护理劳动力的文化. 这对于吸引和留住护士在全国短缺的情况下至关重要,尊重他们的愿望和观点.
科学领域:
- 医疗保健管理的管理
- 组织心理学 组织心理学
- 劳动力发展 劳动力发展
背景情况:
- 护士专业连续22年保持最值得信赖的职业,尽管全国存在短缺危机.
- 影响护理劳动力的关键趋势包括技术进步,代代交替,业务转型以及多样性,公平性和包容性 (DEI) 倡议.
- 员工福利是影响医疗机构文化变革需求的关键因素.
研究的目的:
- 为公司领导人提供关于构建下一代护理劳动力文化必不可少的思维转变的见解.
- 强调创造一个尊重护士雄心,愿望和观点的组织文化的重要性.
- 确定可转移的公司战略,以培养下一代护理和临床劳动力.
主要方法:
- 对领导层对劳动力文化观点的定性分析.
- 审查影响医疗保健行业和护理专业的当前趋势.
- 在组织文化发展中综合最佳实践.
主要成果:
- 仅仅是招聘是不够的;文化创造对于保留护理人才至关重要.
- 领导者之间的思维改变对于吸引和留住下一代护士至关重要.
- 关键的组织策略可以调整以改善医疗保健工作人员的文化.
结论:
- 领导者必须主动地重新定义和建立组织文化,以满足护理劳动力的不断变化的需求.
- 价值护士贡献和福祉的文化对于解决护士短缺至关重要.
- 战略文化转型是必要的,以确保一个可持续的和参与下一代护理劳动力.
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