Trends And Issues in Nursing And Health System

Running head: TRENDS AND ISSUES IN NURSING AND HEALTH SYSTEMS
TRENDS AND ISSUES IN NURSING AND HEALTH SYSTEMS
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TRENDS AND ISSUES IN NURSING AND HEALTH SYSTEMS
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Introduction
Nurses serve decisive role in the healthcare sector by delivering care to patients and
executing leadership roles at healthcare organizations and health systems. However, being
employed as a nurse involves numerous challenges (Ariste & Béjaoui, 2015). Nursing
compensation is seen as the most critical issue in recent times. During the past decade,
healthcare expenditure growing has attained accumulative consideration from policy makers
in Canada as well as additional industrialized nations because of its growing trends.
Considering the fact that health is a labour intensive industry, remuneration is anticipated to
be vital factor of the trend. In the view of Martin-Misener, Donald, Kilpatrick, Bryant-
Lukosius and Rayner et al. (2015), although physician compensation has been broadly
studies, it is not equitable for nursing professionals irrespective of the fact that nurses
comprise of one-third of the Canadian health professionals. Moreover, nursing professionals
are considered to be an imperative entity of the Canadian health system. The following essay
will evaluate the issue of nurses’ remuneration in the Canadian health system and reveal the
public perception of nursing professionals and the profession as a whole. The thesis statement
of the essay is “The most important way of reduce nursing abrasion in the Canadian health
system is to emphasize on funding models.”
Discussion
Article One
Wranik, Haydt, Katz, Levy and Korchagina et al.(2017), have mentioned in their
scholarly article that the Canadian health system has been publicly subsidized which is close
to around 70% of accumulative health expenses which are financed through taxations.
According to Wranik, Haydt, Katz, Levy and Korchagina et al. (2017), the degree to which

TRENDS AND ISSUES IN NURSING AND HEALTH SYSTEMS
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financial investment has been directly attached to the activities of the team as a whole and the
funding which has not been related to limiting subsidies based on geographical roster or
budget essentials. Additionally, the range of investment sources have instigated additional
issues related to multiple lines of accountability within what has been considered to be whole
organization along with the unequal remuneration structure arranged for similar tasks for
nursing professionals.
Developed health care systems have been putting utmost emphasis on nursing
professionals for delivering primary care. They usually execute their operations in hospitals
with continuing care services as well as clinics and are chiefly salaried from public funds
(Jimenez, Bui, Mantilla & Miranda, 2017). According to authors, wide ranging research has
been done on number of nursing professionals, their individualities, service status, and
working durations in addition to retention factors. Marchildo and Hutchison (2016) has
shared similar views like Wranik and claimed that Ontario’s solitary focus is on primary care.
Furthermore, the development of these reforms has been significant and the information of
the reforms has initiated to break with the limitations of the original Saskatoon Agreement.
However, the provincial government has depended significantly on modification in nurses’
compensation and the provision of performance inducements with an intention of achieving
its aims. Wranik, Haydt, Katz, Levy and Korchagina et al. (2017) by making good use of
previous studies have found that methods to funding have been considered by the degree to
which they have been associated with the activities of the team.
To my understanding it has been clear that monetary structure have been limiting
enablement of collaborative functioning amongst nurses. Thus, proper funding is vital to
retain more number of nurses in this field.
Article Two