Framework of the Law According to the labor economics theory, employers are required to offer rewards in order to increase the productivity of the workers and attract them. These rewards could be in form of pecuniary rewards and non-pecuniary rewards. Non-pecuniary rewards are of a diverse range, including personal satisfaction, rewards, pride and professional status. Pecuniary rewards are in forms of benefits, bonuses and wages. The effect of these rewards vary with respect of individual’s personal and demographic preferences. According to the theory, workers can work wherever they want to, and the levels of productivity depending on their perspective of the rewards.
In the areas where there is a labor shortage, employers differentiate themselves and their incentives for the workers. Employees with the larger number of capital including the greater educational experience or work experience are considered more productive and flexible, therefore, have a greater power of bargain and negotiation with employers. Impact of the Law According to the study by Tellez, there has been an increase in the satisfaction level of nurses ever since the implementation of the minimum staffing law.
The maximum increase of satisfaction was seen between the year 2004 and the year 2006, among all the working registered nurses and the staff employed in the acute direct patient care settings (Tellez & Seago, 2013). By the year 2008, all the nurses had been more satisfied than the initial values but they were still not satisfied enough with the work environment. Overall satisfaction of working was related with the amount of work and the decision to work in the first place. There was a looming of the shortage of experienced nurses as the nurse workforce retired and aged in larger numbers in the coming years.
Meanwhile, there was an increase in the demand for healthcare due to the implementation of the Affordable Care Act and the aging general population. All of these statistics enforced a pressure on the healthcare system with fewer nurses and more patients. In such situations, the nurse-staffing legislation was helpful in countering such pressure levels. There was also a need for a change in the work environments in order to accommodate the changes within the population of the nurses.
There was a report of more adult dependents and fewer children, which was likely a result of the average increase of ages within the nurses. There was also an influx of the second-career seeking individuals who might have contributed for the levels increase in the education of the Californian nurses.
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