NURS 1030 Lecture Notes - Working Poor, Glass Ceiling, Advantageous

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Published on 16 Apr 2013
Department
Course
Work and Retirement
The Nature of Work
1. Choice of occupation reverberates through our lives
2. Main determinant of SES & social class (significantly influences health and health outcomes)
3. Roles define society’s expectations (especially nursing (angels in white BS))
*important to ask this information when assessing health history
Reasons for Working
1. Financial security (#1)
2. Self esteem
3. Social acceptance & respect
4. Entree into adulthood
5. Personal fulfillment
6. Social contact (women cite this more)
7. Generativity
*loss of a job can spiral people into depression
Current Work Force
1. Requires higher skill level
2. Majority require secondary education (means delay in starting a family)
3. Workforce is diverse
4. Wage gap for women & minorities (women have more disruptive work cycle)
5. More cognitive, less physical (tech jobs)
6. Multiple work arrangements
Required Competencies
1. How to use resources
2. Interpersonal skills
3. How to acquire/evaluate info (onus on nurses to be progressive & self directed)
4. Understanding systems & technology (most difficult for aging)
5. Basic skills. Thinking skills, & personal qualities
Strategies for Nurse Retention
1. Quality of work life
2. Decreased violence (ensure plan/support)
3. Appropriate workloads & utilization
4. Continuing education (make sure to ask at interview)
5. Substitution (New roles like NP & IPHE)
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Non-traditional Patterns of Career Development
1. Women and minorities (more movement in & out of jobs)
2. Socioeconomic conditions (more layoffs)
3. Occupational choice (don’t want to stay in 1 place/interests change)
4. Career self-efficacy (want challenges)
Why We Choose Our Work
1. Knowledge of options (25,000 jobs young people not exposed to)
2. Market conditions (HP, engineering, trades, physical, labour)
3. Family attitudes, traditions, expectations (is a perception of reduced aspiration for daughters)
4. Proximity factors (has been improved by online/distance ed.)
5. Social class (lower SES jobs with horizontal movement only, high SES= vertical/careers)
6. Gender roles
Effectiveness of Choice
1. 2/3 had no career plan when started 1st job
2. ½ of pop in Atlantic Canada have no retirement plan
3. Major hopping of uni students (not working in jobs related to major 5 yrs after graduation)
4. Median duration of first job is less than 1 year
5. Stabilization in occupation in 20s due to financial or family obligations not personal
satisfaction (unable to change jobs)
6. Majority wish they had chosen another career
Levinson’s View on Male Career Development
1. Novice phase (enter the work world)
2. Formation of the dream (the vision of the kind of life you want, e.g. to be at top of co.)
3. Mentorship (find someone to emulate in career, women do not normally have one)
4. Formation of intimate relationships (find life partner, who shares the dream, reinforces
confidence)
*women are more relational in combining work and family and often sacrifice their own
goals in relationships
(80% of household duties)
Women’s Career Paths
1. More women in work force than men
2. Close to 2/3 of all married couples are DI families
3. Women often motivated to work for:
- Economic reasons
- Relieving tedium of home life
- Self fulfillment
4. Gender socialization has led many away from highest levels of occupational achievement
5. Discontinuous complex work histories
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