The Impact of Overseas Nurses and Potential Barriers within the UK NHS

This report summarizes the impact of overseas nurses on the National Health Service (NHS) in the UK. It highlights that overseas nurses significantly contribute to patient care, particularly in individualised care, and are increasingly involved in decision-making roles. The report acknowledges the challenges, including ethical concerns related to job security for local nurses and the impact of changing political landscapes, such as Brexit, on visa policies. It also discusses language barriers, differences in nursing practices, and legal restrictions that create challenges for both foreign nurses and the NHS. The report references various studies and online resources to support its findings, concluding that while overseas nurses are essential to the NHS, overcoming the challenges they face is crucial to maximizing their benefits.

IMPACT OF OVERSEAS
NURSES AND
POTENTIAL BARRIERS
IN NATIONAL HEALTH
SERVICE
(SUMMARY)

SUMMARY
Overseas nurse has impact patient care in UK because a significant number of employees
in NHS are from foreign nation. Nation health service is promoting overseas nurse at higher post
so they can be involved in the process of decision making. Some foreign nurses has done
remarkable job in the field of individualised care (Bogaert and et. al., 2013). This helped NHS in
improving their image and motivated them to recruit more nurse from other nation. But at the
same time NHS also face the different kind of challenge related ethics. People of UK often argue
the overseas nursing are stealing jobs of local people and this can be considered as the main
reason that they do not rust them and do not want to take their services.
Political condition of UK is changing and government do not want to give more visas to
the people who want to work in United Kingdom specially after Brexit (Gibbs and Lowton,
2012). This may decrease diversity in NHS in upcoming time and generate unnecessary
controversy. For some posts, there is a legal requirement to speak, write and understand English.
Nurses has to follow some rules regarding nursing which is made by NHS and other relevant
authority. This problem is related to differences in practice and it create more troubles to national
health service compared to overseas nurse because NHS need qualified and experienced staff (Li
and et. al., 2014). Most of nurses who come from countries like India has more practical
knowledge compared to domestic nurses. They understand correct way of handling a patient
because of their past experience. In nations like India, number of services user is much high
compared to availability of service provider. This provide more chance of gaining practical
knowledge to the nurses which they lately use at the time of working for NHS (Multidisciplinary
working, 2018).
Overseas nurses get decision making power when they get promotions. Most of these
nurses come to UK in order to earn more better money and get better lifestyle (Newhouse and et.
al., 2011). They are working in area of individualised care and got lot of appreciation for their
work. Every nurse have to make to sure that they follow all the regulations. Rules for overseas
nurses are same as of domestic nurses but there is a general perception that foreign nurses have
less information about the legislations because they may have completed their education from
other country. Government of UK are constructing policies which are stopping entry of more
overseas nurses. These legal restrictions are created more challenges to both foreign nurses and
NHS because both of them need each other (De Gieter, Hofmans and Pepermans, 2011). In last
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few years, number of these nurse has gone done and it is expected that this declining will not
stop. Foreign nurses like to work in UK because they can save more money in this United
Kingdom and high growth opportunity also attract them. At the end it can be concluded that
NHS require overseas nursing because of the various benefits which they provide to them but at
the same time they have to first overcome various challenges like legal restrictions for availing
more benefits.
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REFERENCES
Books and Journals
De Gieter, S., Hofmans, J. and Pepermans, R., 2011. Revisiting the impact of job satisfaction and
organizational commitment on nurse turnover intention: An individual differences
analysis. International journal of nursing studies. 48(12). pp.1562-1569.
Li, and et. al., 2014. Group cohesion and organizational commitment: protective factors for nurse
residents' job satisfaction, compassion fatigue, compassion satisfaction, and
burnout. Journal of Professional Nursing. 30(1). pp.89-99.
Bogaert, P and et. al., 2013. Nurse practice environment, workload, burnout, job outcomes, and
quality of care in psychiatric hospitals: a structural equation model approach. Journal of
advanced nursing. 69(7). pp.1515-1524.
Newhouse, R.P and et. al., 2011. Advanced practice nurse outcomes 1990-2008: a systematic
review. Nursing Economics. 29(5). p.230.
Gibbs, C .L. and Lowton, K., 2012. The role of the clinical research nurse. Nursing Standard
(through 2013). 26(27). p.37.
Online
Multidisciplinary working. 2018. [Online] Available through:<http://www.bmj.com/rapid-
response/2011/11/02/benefits-strong-multidisciplinary-team>./
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