Iom Report

IOM Report NRS-430V November 1, 2011 IOM Report The comprise of Medicine (IOM) is an independent, nonprofit organization that take ons outside of government to deliver the goods unbiased and authoritative advice to decision makers and the public. It asks and answers the body politics most printing press questions about wellness and health tuition through studies, their expert consensus committees, and foregather a series of forums, roundtables, and standing committees, as well as other(a) activities.These facilitate discussion, discovery, and critical, cross-disciplinary thinking. Their aim is to help those in government and the private arena make informed health decisions by providing evidence upon which they can rely (IOM, 2012). In 2010, Congress passed and the President signed into law comprehensive health care legislation, collectively referred to as the Affordable apprehension Act (ACA), which gives the linked States an opportunity to transform its health care system to provide higher-quality, safer, much affordable, and to a greater extent accessible care.Recognizing that the treat profession faces several challenges in fulfilling the phone of a reformed health care system and meeting the nations health deals, Robert Wood Johnson Foundation (RWJF) and the IOM completed a 2 year initiative on the prospective of nursing. The report contains recommendations for an action-oriented blueprint for the future(a) of nursing, including changes in public and institutional policies at the national, state, and local levels.The portrayal of the ACA, the IOM report, and its recommendations move over an immense impact on nursing education, nursing apply in particular in the primary care setting, and the roles of treats in leadership. The emergency department in which I work is progressively changing its practice to meet the goals of the IOM report. It is principal(prenominal) that nurses achieve higher levels of education and training as well as practicing to the full extent of their education and training (IOM, 2012). Major changes in the U.S. health care system and practice environment will require equally profound changes in the education of nurses both before and after they attain their license. An improved education system is necessary to ensure that the current and future generations of nurses can deliver safe, quality, patient-centered care across all settings, especially in such(prenominal) areas as primary care and community and public health. Recommendations in the IOM report meet a huge impact on nursing education (IOM, 2012).My hospital, which is a Magnet facility, is now mandating that all employed nurses get down their BSN in nursing by 2018, which is two years earlier than the IOMs recommendation that 80 percent of registered nurses nationwide have their BSN by 2020. The IOM withal recommends that diploma and ADN nurses obtain their BSN earlier in their careers. Studies found that BSN graduates r eported significantly higher levels of preparation in evidence- base practice, research skills, and assessment of gaps in areas such as teamwork, collaboration, and practice (Kovner et al, 2010).A more educated nursing men would be better equipped to meet the demands of hospital settings that continue to grow more complex, and nurses mustiness make critical decisions associated with care for sicker, frailer patients. Higher levels of education for nurses have an impact on nursing practice. As seen in the IOM reports recommendations, nursing practice is being impinge oned by the following barriers Fragmentation of the health care system.There is a disconnect surrounded by public and private work, between providers and patients, between what patients need and how providers are trained, between the health needs of the nation and the services that are offered, and between those with insurance and those without (Stevens, 1999). Without the presence of nurses in decision-making posi tions in unexampled entities, the legacy of undervaluing nurses, will carry over in to new systems. Nurses must be properly and transparently valued so that their contributions can amply benefit the entire system.High evaluate of turnover among nurses. High turnover rates have been shown to be related to personal or family reasons (especially for nurses younger than 50), work environment (staff shortages, change magnitude workloads, poor improvement processes), disruptive behavior (verbal abuse, somatogenetic assault, sexual harassment). Difficulties for nurses transitioning from school to practice. New nursing students need programs that place a greater focus on managing the transitions from school to practice.Studies show a need to develop skills in ways to organize work and establish priorities, guide with physicians and other professionals as well as their patients and their families, and develop leadership and technological skills in order to provide quality care (Beecro ft et al. , 2001, 2004 Halfer and Graf, 2006). Demographic challenges. The combination of age, gender, race/ethnicity, and life experiences provides individuals with unique perspectives that can contribute to advancing the nursing profession and providing better care to patients. AACN,2010a). Although the total of younger RNs has recently begun to grow, the maturation is not expected to be large enough to offset the number of RNs anticipated to retire over the next 15 years (Buerhaus et al. , 2009b). Although more men are being drawn to nursing, especially as a second career, the profession needs to continue efforts to recruit men. Their unique perspectives and skills are important to the profession and will help contribute additional mutation to the workforce.To provide more culturally relevant care, the current nursing workforce will need to become more diverse by increasing the diversity of the nursing student body. Regulations defining scope-of-practice limitations. Practice boundaries are incessantly changing with the emergence of new technologies, evolving patient expectations, and workforce issues (Daly, 2007). The shift towards expansion of scope-of-practice regulations and been incremental and variable. The nursing profession has evolved more rapidly than the public policies that affect it.State and federal policies and regulations need to continue to expand the legal authority of health care workers to provide health care that accords with their education, training, and competencies (AARP, 2010a). The IOM committee believes that now is the sequence to finally eliminate the outdated regulations and organizational and cultural barriers that limit nurses abilities. strong nursing leadership is needed to help with the changes that are being enacted with the departure of the ACA.Strong nursing leadership is needed to help with the changes that are being enacted with the passage of the ACA. All nurses, from students, to bedside and community nurse s, to CNOs and members of nursing organizations, to researchers, must develop leadership competencies and give ear as full teammates with physicians and other health professionals in efforts to improve the health care system and the delivery of care. Being a full partner requires leadership skills and competencies that must be applied within the profession and in collaboration with other health professionals.Nurses must see policy as something they can shape rather than something that happens to them. They should have a voice in health policy decision making and be engaged in implementation efforts related to health care reform. Nurses also should serve actively on advisory committees, commissions, and boards where policy decisions are made to advance health systems to improve patient care (IOM, 2012). With the passage of the ACA and the IOM reports recommendations, nursing in health care will continue to be transformed as the system in overhauled.Continued and higher nursing educ ation, transforming nursing practice that overcomes barriers, and nursing leadership based with the belief that they are the shapers of their professions destiny will ultimately help to bugger off the vision of the IOM report to reality. References AACN. 2010. Enhancing diversity in the nursing workforce particular sheet updated March 2010. http//www. aacn. nche. edu/Media/FactSheets/diversity. htm (accessed July 1, 2010). AARP. 2010a. AARP 2010 policy supplement Scope of practice for go on practice registered nurses. ttp//championnursing. org/sites/default/files/2010%20AARPPolicySupplementSco peofPractice. pdf (accessed September 10, 2010). Beecroft, P. C. , L. Kunzman, and C. Krozek. 2001. RN internship Outcomes of a one-year master copy program. Journal of Nursing Administration 31(12)575-582. Buerhaus, P. I. , D. I. Auerbach, and D. O. Staiger. 2009b. The recent surge in nurse employment Causes and implications. Health Affairs 28(4)w657-668. Daly, R. 2007. Psychiatrists, all ies defeat psychology-prescribing bills.Psychiatric News 42(16)6. IOM. 2010. A summary of the December 2009 Forum on the Future of Nursing Care in the community. Washington, DC The National Academies Press. Kovner, C. T. , C. S. Brewer, S. Yingrengreung, and S. Fairchild. 2010. New nurses views of quality improvement education. articulate Commission Journal on Quality and Patient Safety 36(1)29-35. Stevens, R. 1999. In sickness and wealth, American hospitals in the twentieth century. Baltimore, MD The Johns Hopkins University Press.