Summary . The Public Health Workforce Consists Of A Large

By making the changes in how you training health profession, providing drug treatment, and expanding the public health work force could really help decrease the abuse of drugs and alcohol. The American Drug Policy is designed to help decrease the abuse of drugs and alcohol and I believe maintain status quo and maybe make a couple of changes could help better the policy. I believe if we train our health professional to know the warning signs it could help before the problem begins for people. Also if we educate people and provide proper treatment for people it could help people understand there is another way out and turn your life around. Then expanding the public health work force is something that could truly make a difference for people.

It is most important to protect public health workers, because they are first people who deal with the situation.

The health workforce of Australia undertakes a very fundamental role in our country. It is entrusted with the provision of a safe and cost-effective healthcare for all Australians. It is therefore a high priority and has recently received adequate investment so as to strategically achieve the set targets of quality healthcare. The following strategies attempt to address an increase in supply of the health workforce: • Education is the most basic area to begin with in addressing the continuous increment of a steady supply of the health workforce. Health Training should in accordance with the workforce requirements and deficit as projected.

Over the past several years, leaders in healthcare have noticed an increase in generational tension among employees, most often focused on the attitudes and behaviors of the arriving millennials (generation Y). While these employee relations issues were a nuisance, they rarely rose to the level of a priority demanding leadership intervention. Some leaders, in fact, hoped that the issues would resolve themselves as these young employees settled in and learned that they had to demonstrate new behaviors to be successful in the workplace. Most organizations adopted this wait-and-see attitude. Not so today. As the boomer generation has begun its exodus from the workplace, organizations are increasingly looking at the millennials as not a problem but a solution to the workplace manpower transition that is under way. The problem is that one doesn't yet know how best to lead such a diverse, multigenerational workforce. This article examines the generational topic and provides advice concerning

Introduction: Successful public health activities- focus on communities and populations in their efforts to ensure quality and accessibility of health and Improving the public’s health recognized as key part of how we will achieve this is to embed healthy lifestyles throughout communities by making public health ‘everybody’s business’ and importance to engage the public workforce for supporting by enabling a far greater number of people to gain access to vital health support and advice (NHS England, 2014). This report aims to discuss the role of the wider public health workforce and their potential to influence public health. The wider workforce has a great deal of potential to positively impact health and wellbeing by creating the environment

Public health nurses (PHN) “apply the nursing process”, “use data”, and emphasizes “prevention…educating and empowering” individuals in the community (Allender, Rector, & Warner, 2014). The government on federal, state, and local levels rely on the PHN to uses their nursing skills and critical thinking to do the “greatest good for the majority of people” in the community (Allender, Rector, & Warner, 2014). The funding provided by the federal, state, and local government is assessed and implemented based on nurses input and epidemiology. As a PHN they must have skills like, assessment, “priority planning”, and evaluation; working in conjunction with the three core functions of public health according to IOM, “assessment, assurance, and policy development” (Allender, Rector, & Warner, 2014).

The aging workforce is the focus demographic for this literature review and is classified as any employee over the age of 40. This age was selected because the Age Discrimination in Employment Act (ADEA) only prohibits age discrimination against people who are age 40 or older. We all are living longer which places a strain on the workforce and health care. It is predicted that by 2020 people over the age of 60 is projected to reach 1 billion and by 2050 almost 2 billion this representing 22 percent of the world’s population (Bloom, Canning, & Fink 2010), (Dall, Gallo, Chakrabarti, West, Semilla, & Storm 2013).

In the twentieth century, policy makers in the U.S have found the dimension, scope, and structure of the public health workforce to be of ample importance. However, extreme difficulties have been encountered in the counting of data. Before the year 1915, little documentation of the public health workforce was available. Certified health organizations were only found in cities in the early twentieth century. After 1976, the Health Professions Educational Assistance Act was passed requiring consistent reports to Congress about a state’s public health workforce. Hence, the Health Professions Educational Acts requires a report of the entire health workforce but does not necessarily entail direct counting of the public health workforce (Merrill,

Also, public health workers make sure that they know and consider the community in which they are allocated, they know the population and sub- populations, this is to develop, implement, evaluate and review all the interventions they have made. These public health workers caused discords among community members as they became suspicious of themselves, thereby creating clean and healthy homes and environments.

Dohm (17) suggested that the health and education sector will be most severely affected when the oldest of baby boomers start retiring and exiting from the labour market. She further suggested that the only way to prevent the enormous suffering of these sectors was to retain the soon-to-be retired personnel until adequately skilled replacements could be found. In addition, Ball and Gotsill (8) suggest that in industries like post- secondary education sector, where the learning curves are steep, proper succession and retention strategies are a must to ensure continuity in quality of service. According to Ball and Gotsill’s survey, almost 40% of the workforce in education and health sectors comprise of the baby boomers (8); therefore, these two sectors are the most likely to suffer when the baby boomers begin to retire.

Organizations need to be wary of losing a wealth of skills and knowledge that older workers possess through poor management (Beaver & Hutchings, 2005). As employees mature they are more likely to experience disengagement with the workplace and career plateauing, which can lead to an increased intention to leave. HR managers will need to work with both the employee and the organization’s goals to eliminate these barriers. There are various options available to organizations faced with the problem of retaining older workers. Providing phased retirement plans, moving older workers to part time work and creating more flexible working conditions can save organizations the costs involved with hiring new employees while maintaining older workers technical knowledge. Additionally it is important for organizations to recognize older workers personal commitments and their need for work life balance (Hutchings & Beaver, 2005). Contrary to the view of a career plateau, Armstrong-Stassen (2008) argues that majority of older workers want to continue learning and developing their skills and also desire a job that is challenging and meaningful. There will also be an increased attractiveness for organizations to hire mature age workers, even if it is on a part time basis, as older workers are readily available sources in terms of expertise that can impact the future success

Public Health Nursing (PHN) uses the nursing process every day to help the community on a local, state, and national level. The PHN is a vital part of the health care system because they are part of the interdisciplinary team. The government on federal, state, and local levels rely on the PHN to uses their nursing skills and critical thinking in order to provide information; which then influences funding. PHN work in conjunction with the three core functions of public health, according to the IOM, “assessment, assurance, and policy development” in order to provide patient centered care (Allender, Rector, & Warner, 2014).

Public health is preventing, educating, revealing, communicating and researching in an effort to optimize the health of a community. Nurses play a critical role in public health by working to prevent avoidable injuries and accidents. Nurses educate the community by providing information to promote healthy behaviors and a healthier environment. Statistics and observations also play a critical role in public health by revealing health discrepancies in communities. Public health involves conducting research that guides best practices. According to the American Public Health Association, “Public health promotes and protects the health of people and the communities where they live, learn, work and play” (2016). Overall, public health is a commitment to improvement.

Growing up I had witnessed many people that were not able to have access to health care. I have seen many children who had physical disabilities that could have been prevented. In some cities in my homeland, people used and still walk for days to get basic medical treatments because there is no clinics or hospitals in their town or the surrounding cities. Many people used to die to diseases that could have been prevented with single vaccine. Therefore, since I was young child I always wanted to help people to have access to health care especially young children, and that’s was the reason why I chose to become a public health worker. The public health workers ultimate responsibility is to promote, maintain, and improve the health of individual, family, and community. as any other profession public health workers have principles of ethics that they need to follow.

In the article “Today is the Tomorrow-You Worried About Yesterday: Meeting the Challenges of a Changing Workforce” author Nancy B. Kiyonga touches upon what she sees as issues facing those within Human Resources dealing with the aging workforce. The article explains how she feels that the practices of Human Resource managers in organizations need to come to the realization that the aging workforce is not only a challenge but an opportunity as well. There is a need to strategize and come up with ways to retain this population, reviewing “the role of human resources management in workforce and succession planning” and the “status of workforce and succession planning efforts today” (Kiyonaga, 2004).