Discussion response post
Omolola:
- Reasons Why Medical Staff Are Reluctant to Seek Jobs in Rural Areas
Healthcare workers might hesitate to seek work in rural areas for personal and professional reasons. Opportunities for professional growth and advancement are limited. Access to more resources and technology in rural healthcare facilities might be necessary for access to various clinical experiences and expertise. Rural healthcare facilities are frequently smaller than urban hospitals. This can make it difficult for medical professionals to further their education or follow career pathways. Furthermore, because rural healthcare settings are smaller, there may be fewer opportunities for professional networking and ongoing education—essential for career advancement (Caterine, 2023).
From an individual standpoint, lifestyle choices are essential. Some people may be discouraged by rural locations not providing different conveniences, cultural changes, and social opportunities than significant cities. Relocating to a rural area can be further discouraged by worries about their children’s schooling, spouses’ work prospects, and the availability of ease and recreational activities. The difficulties in staffing these vital institutions are exacerbated by the professional and personal issues that cause medical professionals to be reluctant to operate in rural healthcare facilities.
Suggested Solution to Alleviate Current and Future Staff Shortage in Rural Hospitals
Developing a close collaboration with local colleges and nursing schools is the first step in this strategy. Establishing an incentive-based program as part of this collaboration would entail providing scholarships or tuition reimbursement to nursing students in exchange for their commitment to work at our rural hospital for a predetermined amount following graduation. Supporters of this endeavor can include internships, residency programs created especially for the rural healthcare environment, and opportunities for practical training. This technique is workable since it tackles the pipeline problem of drawing new talent into nursing, particularly in rural healthcare settings. We can draw in students who are still in school and may be more receptive to our teaching style by offering cash incentives and opportunities for hands-on training. (Reimers-Hild, 2018).
The second component of this solution involves the expanded use of telehealth technologies. Telehealth can be used for patient consultations, follow-ups, and even some aspects of patient care, thus reducing the need for all patient interactions to be in-person. Telehealth is a viable option because it aligns with current healthcare trends and patient preferences, especially in the context of the COVID-19 pandemic, which has accelerated the adoption of telehealth solutions. It also provides a means to deliver high-quality care with fewer staff on-site, making it an effective strategy for coping with staffing shortages (Reimers-Hild, 2018).
Amirah:
1. Suggest a reason as to why you think medical staff are reluctant to seek jobs in rural areas.
Medical Staff are likely reluctant to work in rural areas because they know the salary would be lower than working in a more urban area. Facilities in rural areas are typically much smaller and require a heavier workload. This would leave a lot of stress on the professionals who are already underpaid for all the work they do. There is also the posed risk of working in a facility that is outdated and has many financial burdens or other limited resources. Without advanced technology and systems, simple processes are often complicated or tedious. When possible, most professionals would likely choose to work in a place that wouldn’t need excessive updates or improvements. Lifestyle preferences could also be a major factor as well, as rural areas typically have limited access to different recreational activities, events, or restaurants. When people are choosing where they want to work, they take the area the job is in into consideration.
2. Suppose you are the Nursing Director of a rural hospital that is facing a significant shortage of nursing staff. Given the information provided in the article and your knowledge, describe, in detail, one potential solution that you could develop to alleviate the current and future staff shortage. Make sure to include in the discussion why you think that your solution is a viable option
A great way to solve current and future staff shortages is to provide opportunities to the newer generation of healthcare professionals. Partnering with universities offering internships to full time job opportunities would provide an entire generation of new, eager, and ready to work nurses and healthcare professionals with a job opportunity. Even if these students do not decide to stay at these rural hospitals long, there will be a graduating class every year with no job experience. Hospitals in these rural areas would have the ability to recruit each academic semester. Giving these students the opportunity to do internships then offering full time positions allows the hospital to be a part of their journey, making them feel more valued. They would also be accustomed to the workload, environment, and support system in the hospital. A structured on-site internship program can ensure students are finding employment and facilities are eradicating staff shortages (Dos Santos, 2019). Still providing current employees with incentives such as seasonal bonuses, paid time off, opportunities for growth, and general employee appreciation will help with retaining these professionals. This would be a viable option as many graduates struggle to find jobs right out of college and these students would be more comfortable working where they were trained. Involving the next generation of nurses and healthcare professionals would strengthen the workforce.
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