Experience of being an overseas trained health professional working in Dissertation

Experience of being an overseas trained health professional running(a) in mental health, Australia - Dissertation Examplep.27 Chapter 7 Conclusion and Recommendation .. p.28 References .. p.31 List of Figures Figure 1 comparison of foreign-trained and foreign born doctors in OECD countries. .page 13. Abstract end-to-end much of the world, there is a shortage of nurses in both medical and psychiatric fields. These shortages will influence the prospects and experiences of medical and mental health professionals desire to live and work abroad. A literature analysis of current projections on the subject is performed to determine the apparent outcomes for nurses migrating to a new country, specifically Australia. A case study analysis using secondary info is obtained and analyzed to develop insights on the cultural differences nurses are likely to experience when attempting to establish themselves in Australia. closure This work contains no clobber that has been accepted for the a ward of any other degree or lambskin in any university or other tertiary institution and, to the best of my knowledge and belief, contains no material previously published or written by any other person, except where due fibre has been made in the text. Abbreviations ACMHN Australian College for mental health nurses. OECD Organization for economic cooperation and development. Chapter 1 Introduction Throughout much of the industrialized world, there have been repeated instances of concern over fluctuating shortages in capable nurses. (Smith, 2008) The worst shortages tend to occur in low income countries, especially sub-Saharan Africa the continent which, according to the human race Health Organization has 36 out of 57 countries with chronic treat shortages. There are rudimentary issues of migration people voting with their feet. This problem for Africa and certain third world countries represents an opportunity for industrialized countries to address their admit nursing issu es (Martin, 2007). Vigorous debate exists concerning the rights and responsibilities of healthcare personnel regarding migration, and what measures could be employed to address these shortages. (Aiken et al. 2004) There is an reflux and flow to the quantity of qualified nursing personnel based on patterns of career choice, and educational opportunity. virtuoso strategy by which hospitals and medical organizations can address this shortfall is through a fundamental utensil of economic exchange taking an attractive commodity in question from where it is abundant and relocating it to where it is needed. This is often the cum of shortfalls in underdeveloped countries, but a shortage of qualified medical professionals is not limited to nonpareil society or continent. Certainly, it is to the advantage of British Commonwealth countries to attract talented nurses from abroad, and measures must be taken to encourage and support them to meet the countrys own medical needs. There is no do ubt that the expertise of nursing personnel is an attractive commodity and extraordinary measures are worthwhile if the nursing shortages can be sticking out(p) where they are most serious. There are numerous pitfalls and challenges for foreign nurses, language being among the foremost, (Konno, 2008) but not always for the most obvious reasons. While knowledge of the English language itself is relatively widespread most the globe, there can still be cultural idiosyncrasies that may lead to errors and confusion as a result of the precise language required for the medical profession. For example,