Description
Hi,Assignment is as follows:Synthesize and briefly (no more than 2-3 paragraphs) describe a theory from another discipline and discuss how you could use this theory in your current practice.I am attaching several articles that were given for this week.
Unformatted Attachment Preview
Available online at www.sciencedirect.com
Nurs Outlook 63 (2015) 41e47
www.nursingoutlook.org
Advancing Health Through Nursing: Progress of the Campaign for Action
A bold new vision for America’s health care system
The Future of Nursing report becomes a catalyst for change.
Susan B. Hassmiller, PhD, RN, FAAN*, Susan C. Reinhard, PhD, RN, FAAN
The 2010 Institute of Medicine (IOM) report, The Future
of Nursing: Leading Change, Advancing Health (IOM, 2011),
offers a bold vision for a new kind of health care system
in America. The report redefines the field of nursing
and asserts that nurses should be full partners in
reforming health care. It recognizes the invaluable
contributions nurses make as both acute care and
primary care providers and envisions pivotal roles for
nurses in public health, education, research, business,
governance, and public policy. The report challenges
the nation’s 3 million nurses, the largest segment of
the professional health care workforce, to learn more
and lead moredand it urges decision makers to create
circumstances that will help nurses to succeed in all of
these roles.
Issued at a time when the United States was reinventing its health care system through unprecedented national reform, the IOM report generated both
broad and deep interest. It quickly became the primary
reason people visited the IOM website, and it has been
the IOM’s most-read report. Since its release, it has
generated conversation among a wide array of stakeholders, including policymakers, and has set in motion
not just incremental changes but significant momentum toward a new U.S. health care delivery
systemdone that offers the promise of improving access and quality while lowering costs.
Less than two months after the report’s release in
early October 2010, the Robert Wood Johnson Foundation (RWJF) and AARP teamed up to launch the farreaching, multifaceted Future of Nursing: Campaign
for Action to implement the IOM’s recommendations.
Risa Lavizzo-Mourey, MD, the president and chief executive officer of the RWJF, noted the importance of the
campaign, which was announced during the National
Summit on Advancing Health Through Nursing in
Washington, DC, by declaring it “the first day of a new
future for nursing.”
The IOM report asserted that a transformed nursing
profession would lead to an improved health care
systemdone that was more accessible, affordable, and
patient- and family-centered, and, at the same time,
safe, effective, and efficient. The joint initiative between the RWJF, the nation’s largest philanthropy
devoted to health, and AARP, one of the nation’s largest
Risa Lavizzo-Mourey, president and chief executive
officer of the Robert Wood Johnson Foundation
(RWJF), center, and Susan B. Hassmiller, director of
the Future of Nursing: Campaign for Action and
senior adviser for nursing at the (RWJF), center right,
meet with members of the District of Columbia and
New Jersey action coalitions during the Campaign
for Action’s Summit 2013: Transforming Health Care
Through Nursing, in Washington, DC. Photo by Greg
Gibson from Greg Gibson Photography, on behalf of
AARP.
Reprinted with permission from the American Journal of Nursing. Hassmiller, SB, Reinhard, SC. A bold new vision for America’s health
care system. Am J Nurse 2015 Feb; 115(2):65-71.
* Corresponding author: Dr. Susan B. Hassmiller, Robert Wood Johnson Foundation, Senior Adviser for Nursing, P.O. Box 2316, Route 1,
Princeton, N.J. 08543, United States.
E-mail address: shassmi@rwjf.org (S.B. Hassmiller).
0029-6554/$ – see front matter Copyright Lippincott Williams & Wilkins. All rights reserved.
http://dx.doi.org/10.1016/j.outlook.2014.11.017
42
Nurs Outlook 63 (2015) 41e47
consumer organizations, was intended to help make
this vision a reality.
In the four years since, the Campaign for Action has
helped to make the Future of Nursing report a genuine
catalyst for change. From the start, it was envisioned
that the work of the campaign would take place at the
state level, carried out by Action Coalitions. These state
coalitions quickly multiplieddfrom just a handful at
the time of the campaign’s launch to 51 today. They
have had a nationwide impact.
This article, which is also reprinted in AJN and freely
available online, examines the progress, barriers, and
not inconsiderable work still needed to implement the
IOM’s recommendations. Subsequent articles, which
will be published in AJN and Nursing Outlook, examine
the IOM report’s recommendations and detail the
progress that has been madedoffering an in-depth
look at the achievements of the Campaign for Action
as well as a roadmap for the work that lies ahead.
Promoting Lasting Change
The Campaign for Action was intended to transform
and diversify the nursing profession. Because building
awareness of this work is essential, those involved in
the campaign began educating the public by speaking to
groups across the country, often using one of their
greatest assets: the members of the IOM committee that
produced the Future of Nursing report. Former U.S.
Health and Human Services Secretary Donna E. Shalala,
PhD, president of the University of Miami and chair of
the IOM committee, and Linda Burnes Bolton, DrPH, RN,
FAAN, vice president and chief nursing officer of
Cedars-Sinai Medical Center and IOM committee vice
chair, both devoted considerable time to ensuring that
leaders in nursing, health care, education, business, and
other fields recognized the importance of implementing
the IOM recommendations.
Other high-profile leaders, too, have spoken out in
support of the campaign’s work, almost from the start.
Former Pennsylvania governor Ed Rendell, a Democrat,
was an early supporter and advocated to expand
nurses’ scope of practice; more recently, New Mexico
governor Susana Martinez, a Republican, advocated for
the education and scope of practice recommendations.
The campaign has also sought to use social media to
engage key communities, generated thousands of news
stories, and contributed articles and commentaries to
prestigious journals, including AJN, the Journal of Professional Nursing, AARP International: The Journal, BoardRoom Press, Frontiers of Health Services Management, Health
Affairs, the Journal of Change, and the Journal of Healthcare
Management, among others (Hassmiller, 2013;
Hassmiller & Combes, 2012; Hassmiller & Truelove,
2014; Lumpkin, 2013; Reinhard & Hassmiller, 2009,
2012; Shalala, in press; “Six Sites Meet”, 2013).
Awareness was critical, but the campaign aimed
even higher: it wanted to inspire nurses, other health
care workers, and educational leaders to help implement the IOM’s recommendations and bring about
lasting change. Although elaborate plans were made to
advance each IOM recommendation, it was clear from
the start that only a sustained commitment and a shift
in attitude about nurses and nursing could secure the
progress the campaign envisioned.
To begin addressing this challenge, the campaign
brought in powerful partners. It created a strategic
advisory committee led by Sheila Burke, MPA, RN,
FAAN, of the Harvard School of Public Health, and
including leaders in business, health care, and education to guide the national implementation of the IOM
recommendations and to serve as campaign ambassadors (Future of Nursing, n.d.).
The campaign also engaged two entities created
by the Center to Champion Nursing in America
(CCNA), a joint initiative of the RWJF and AARP
created in 2007 to strengthen the nursing workforce,
in the effort to advance the IOM report’s recommendations: the Champion Nursing Council (Future
of Nursing, n.d.), which brought together 23 leading
nursing associations, and the Champion Nursing
Coalition (Future of Nursing, n.d.), which engaged
national business, consumer, and health professional organizations.
These efforts generated significant national momentum. For example, in 2011 the Leapfrog Group, a
nonprofit organization made up of large purchasers of
health care, began considering Magnet status when
scoring hospital safety. Additional action, however,
was needed at the state level through the passage of
state laws and regulations. Therefore, the campaign
began to establish Action Coalitions in each state that
were modeled after similar entities created for the
CCNA. Within two years, each state and the District of
Columbia had an Action Coalition working to advance
the goals of the Future of Nursing report.
These state coalitions were deliberately structured
to ensure a variety of perspectives, and each was coled by a nurse and a non-nurse. Leaders of the Indiana Action Coalition, for example, are Kimberly J.
Harper, MS, RN, chief executive officer of the Indiana
Center for Nursing, and Richard Kiovsky, MD, director
of the state’s Area Health Education Centers network.
All Action Coalitions include nurses, other health care
providers, consumers, educators, businesses, and
other stakeholders.
With grants from the RWJF totaling nearly $18
million to datedand supplemented by more than $11
million in additional funding raised within the
statesdthese 51 Action Coalitions have formed a
powerful community that tests strategies, shares
lessons learned, and achieves goals. The RWJF has
also provided substantial financial resources to the
CCNA to give Action Coalitions technical assistance in
addition to communications and research and evaluation support. Finally, generous in-kind resources
have been devoted to the campaign by the states and
AARP.
Nurs Outlook 63 (2015) 41e47
Progress on IOM Recommendations
The Campaign for Action is making progress implementing the recommendations in the Future of Nursing
report (see Table 1), particularly in regard to education,
scope of practice, workforce diversity, nurse leadership, and workforce data collection.
Education
The campaign is focusing on three IOM education
recommendations: to increase the number of nurses
with baccalaureates, to double the number of nurses
with doctoral degrees, and to encourage interprofessional education, in which students from different
health specialties are educated together, at least some
of the time, in classrooms or during academic
activities.
Baccalaureate-Prepared Nurses
The IOM report noted that the United States needs
many more highly educated nurses. This is because
Americans are living longer and with more chronic
conditions; there is a fast-growing need to provide
preventive and primary care at home, in schools, and
in the community; and there is a debilitating nurse
faculty shortage. And although the report recognized
the enormous contributions of nurses with an associate’s degree in nursing (ADN), the IOM issued a call to
make it easier for nurses to obtain bachelor of science
in nursing (BSN) and more advanced degrees (IOM,
2011).
When the Campaign for Action launched in 2010,
49% of employed nurses in the United States had BSNs
(according to figures compiled from the U.S. Census
Bureau’s American Community Survey Public Use
Microdata Sample). The IOM report recommends that
80% of RNs have a bachelor’s or more advanced degree
by 2020 (IOM, 2011).
The Action Coalitions set out to advance this
recommendation by encouraging strong partnerships
between community colleges and universities to
make it easier for nurses to transition to programs
that confer higher degrees. Every Action Coalition is
working to advance the IOM’s education recommendations. However, nine of thesedTexas, California,
Washington, Hawaii, North Carolina, New York,
Montana, Massachusetts, and New Mexicodwere
chosen to be part of the RWJF’s Academic Progression
in Nursing program, which is helping to lead this
work.
The campaign has established measurable goals
that are tracked through the use of “dashboard indicators” to assess progress (Future of Nursing, n.d.).
These focus on nurse education, barriers to practice
and care, interprofessional collaboration, RN leadership, and the collection of workforce data. The
campaign collects information from various data
43
sources and uses this to measure progress regarding
these indictors.
In 2014, for instance, the campaign was able to
show that the percentage of employed nurses with a
baccalaureate is on the rise: in 2013, 51% of the nation’s employed nurses had a BSN, and there was a
10% rise in the number of RNs with bachelor’s degrees between 2010 and 2012, from 1.37 million to
1.52 million (according to figures compiled from the
U.S. Census Bureau’s American Community Survey
Public Use Microdata Sample). More nurses are
enrolling in baccalaureate programs, according to
the American Association of Colleges of Nursing
(AACN, 2014a), and the number of enrollees in RNto-BSN programs is ballooning, rising 57% from
2010 to 2014.
Doctoral Degrees
A second IOM education recommendation is to double
the number of nurses with doctoral degrees by 2020
(IOM, 2011). The IOM report notes that only 1% of the
nation’s 3 million nurses had doctoral degrees in 2010.
It recommends that this number double, because
nurses with doctorates are needed to conduct scientific research, provide advanced care, assume leadership roles in health care, end the critical shortage of
nursing faculty, and educate the next generation of
nurses.
The dashboard indicators revealed significant
progress toward this goal. From 2010 to 2013, the
number of nurses enrolled in doctoral programs rose
70%, from 11,645 to 19,828. Much of this growth was
in doctor of nursing practice (DNP) programs: the
number of students enrolled in these practiceoriented programs jumped from 7,304 in 2010 to
14,688 in 2013. Enrollment in research-oriented PhD
programs has also grown: in 2013, 5,140 students
were enrolled in these programs, up from 4,611
in 2010.
To accelerate the progress, the RWJF has created
the Future of Nursing Scholars program, which is
supported by the Independence Blue Cross Foundation, UnitedHealth Group, the Rhode Island Foundation, North Shore-LIJ Health System, the Johnson and
Johnson Campaign for Nursing’s Future, Cedars- Sinai
Medical Center, and Ascension Health and is
providing grants to schools of nursing to support a
growing number of nurse PhD candidates each school
year.
Interprofessional Education
The IOM also called for an end to “educational silos,” in
which students of one health profession are isolated
from those in other fields (IOM, 2011). According to the
dashboard indicators, in the 2013-2014 academic
school year, of the 10 nursing schools at universities
with graduate health professional schools that were
surveyed, nine required at least one interprofessional
clinical course or activitydup from four during the
2010-2011 academic year.
44
Nurs Outlook 63 (2015) 41e47
Table 1 e Recommendations of the IOM’s Future of Nursing Report
Recommendation
1. Remove scope-of-practice barriers.
2. Expand opportunities for nurses to lead and diffuse
collaborative improvement efforts.
3. Implement nurse residency programs.
4. Increase the proportion of nurses with a baccalaureate to
80% by 2020.
5. Double the number of nurses with a doctorate by 2020.
6. Ensure that nurses engage in lifelong learning.
7. Prepare and enable nurses to lead change to advance
health.
8. Build an infrastructure for the collection and analysis of
interprofessional health care workforce data.
Details
Advanced practice RNs should be able to practice to the full
extent of their education and training.
Private and public funders, health care organizations,
nursing education programs, and nursing associations
should expand opportunities for nurses to lead and
manage collaborative efforts with physicians and other
members of the health care team to conduct research
and to redesign and improve practice environments and
health systems. These entities should also provide
opportunities for nurses to diffuse successful practices.
State boards of nursing, accrediting bodies, the federal
government, and health care organizations should take
action to support nurses’ completion of a transition-topractice program (nurse residency) after they have
completed a prelicensure or advanced practice degree
program or when they are transitioning into new clinical
practice areas.
Academic nurse leaders across all schools of nursing
should work together to increase the proportion of
nurses with a baccalaureate from 50% to 80% by 2020.
These leaders should partner with education accrediting
bodies, private and public funders, and employers to
ensure funding, monitor progress, and increase the
diversity of students to create a workforce prepared to
meet the demands of diverse populations across the
lifespan.
Schools of nursing, with support from private and public
funders, academic administrators and university
trustees, and accrediting bodies, should double the
number of nurses with a doctorate by 2020 to add to the
cadre of nurse faculty and researchers, with attention to
increasing diversity.
Accrediting bodies, schools of nursing, health care
organizations, and continuing competency educators
from multiple health professions should collaborate to
ensure that nurses and nursing students and faculty
continue their education and engage in lifelong learning
to gain the competencies needed to provide care for
diverse populations across the lifespan.
Nurses, nursing education programs, and nursing
associations should prepare the nursing workforce to
assume leadership positions across all levels, while
public, private, and governmental health care decision
makers should ensure that leadership positions are
available to and filled by nurses.
The National Health Care Workforce Commission, with
oversight from the Government Accountability Office
and the Health Resources and Services Administration
(HRSA), should lead a collaborative effort to improve
research and the collection and analysis of data on
health care workforce requirements. The workforce
commission and the HRSA should collaborate with state
licensing boards, state nursing workforce centers, and
the U.S. Department of Labor in this effort to ensure that
the data are timely and publicly accessible.
Source: Committee on the Robert Wood Johnson Foundation Initiative on the Future of Nursing, at the Institute of Medicine, 2011.
Scope of Practice
Advanced practice RNs (APRNs) provide highly skilled
care to an increasingly complex population of patients.
The IOM report said that the United States needs more
APRNs, but in many states, overly restrictive laws and
regulations prevent APRNs from practicing to the full
extent of their education and training. This has led to
what an appendix to the IOM report calls a “crazy quilt of
widely varied, often inconsistent, sometimes contradictory licensure and payment laws” (IOM, 2011).
Opponents of lifting restrictions on APRN practice
sometimes claim that doing so will compromise the
quality and safety of care. However, the IOM report
Nurs Outlook 63 (2015) 41e47
notes that there is no evidence that care is better in
states with more restrictive scope-of-practice laws or
that APRNs are any less able than physicians to provide
safe, effective, and efficient care. The National Conference of State Legislatures has noted that removing
APRN restrictions benefits patients by improving access to care, especially in regions in which there are
shortages of primary care providers (Ewing & Hinkley,
2013). In many states, the local AARP offices are
bringing consumers’ voices to these debates, as staff
write letters and visit state legislatures to emphasize
the need for access to nursing care.
Since 2010, seven stateseConnecticut, Kentucky,
Minnesota, Nevada, North Dakota, Rhode Island, and
Vermont have removed statutory barriers that prevented NPs from providing care to the full extent of
their education and training. Other states have passed
laws toward guaranteeing full practice authority for
NPs. Texas, for example, has removed a restriction
requiring on-site physician supervision of nurse-led
retail health clinics, and Utah has allowed NPs to be
reimbursed by Medicaid for services they provide to
beneficiaries.
Diversify the Nursing Workforce
The nursing workforce has historically been, and remains, predominantly white and female. A more diverse
workforce is needed to provide culturally and linguistically appropriate health care services to an increasingly
diverse population. Racial and ethnic diversity among
nurses can also strengthen the relationship between
nurses and minority communities and is an important
step toward reducing disparities in health and health
care, according to the IOM, which also notes that greater
gender diversity among nurses would be beneficial (IOM,
2011). Currently, men make up less than 10% of the
nursing workforce (U.S. Census Bureau, 2013).
The number of minorities in the nursing workforce
is gradually rising, as is the share of the nursing
workforce they represent, according to the Campaign
for Action. In 2010, approximately 24% of the nation’s
RNs identified themselves as minorities (AACN, 2014b);
that percentage inched up closer to 25% in 2012. Data
collection is improving, too. In 2011, 34 states collected
race and ethnicity data regarding their nursing workforces; in 2013, that number jumped to 45.
Nurse Leadership
Nursing is consistently ranked as the nation’s most
trusted profession (Gallup, 2014). Nurses represent the
largest group of health care professionals, and they are
the providers who spend the most time with patients.
As such, they have unique and valuable insights into
health and health care. Nevertheless, the IOM report
pointed out that nurses are often overlooked during
discussions and decisions about health care reform,
even though patients, providers, and payers would
benefit from their input.
45
One principal reason for this is that relatively few
nurses occupy positions of influence in the health care
system or society. The nursing profession, the IOM
report argues, must do its part to correct this. It calls on
the profession to “produce leaders throughout the health
care system, from bedside to boardroom, who can serve
as full partners with other health professionals and be
accountable for their own contributions to delivering
high-quality care while working collaboratively with
leaders from other health professions” (IOM, 2011).
Action coalitions around the country are working to
do just that, putting in place programs that train nurses
to serve on a variety of health and health care boards,
and keeping track of board openings and encouraging
nurses to apply. Progress toward this goal is difficult to
measure because the American Hospital Association
last issued survey results in 2011, when it found that 6%
of the nation’s hospital boards included nurse members
(Van Dyke et al., 2011). A new study has confirmed that
the number is probably even lower, with about 2% of
nurses included as voting members on hospital, health
system, and academic medical center boards (Szekendi
& et al., 2014). The Campaign for Action, with the support of Action Coalitions, is working with nursing associations nationwide to meet its ambitious goal of
putting 10,000 new nurses on boards by 2020.
Workforce Data Collection
Policymakers need comprehensive data on the health
care workforce to make informed decisions about
policies that can influence the supply of and demand
for nurses and other health professionals. At present,
such analysis is hampered by gaps in data on the
numbers and types of health professionals currently
employed, where they are employed, and in what role.
To address this lack of consistent data, the IOM report
calls for the creation of a national health care workforce commission, state and regional workforce centers, and funding for workforce data collection and
studies. This was authorized under the Affordable Care
Act but remains an unfunded mandate.
Action Coalitions are helping to ensure that this
recommendation is realized by working with state
boards of nursing to increase the number of data items
collected when nurses are licensed or renew their
licenses. From 2010 to 2014, 24 states increased the
number of data items collected about the nursing
workforce, including information about race and
ethnicity, entry-level education, and employment
setting. This is helping to build the national infrastructure for the collection and analysis of interprofessional health care workforce data.
More Work Ahead
Although the progress made during these first four
years of the Campaign for Action has been
46
Nurs Outlook 63 (2015) 41e47
TEN WAYS YOU CAN HELP
Implementing the Recommendations of the IOM’s
Future of Nursing Report.
1. Read the Future of Nursing report and encourage
colleagues to do the same.
2. Follow the Future of Nursing: Campaign for Action on
Twitter and “like” it on Facebook.
3. Learn what your state Action Coalition is doing and
get involved by visiting www.campaignforaction.org.
4. Invite your state Action Coalition to send a speaker to
an upcoming forum at your place of employment or to the
local chapter of a nursing or other association to which you
belong.
5. Seek out a mentor who will help you to develop as a
nurse.
6. Dedicate yourself to mentoring and supporting a nurse
in the next generation.
7. Contact the dean at the school(s) where you studied
nursing and ask if the school has integrated the IOM report
into its curricula. Ask if there is an opportunity to speak to
students about how the IOM report is shaping their future.
8. Consider obtaining a more advanced degreeda BSN,
MSN, PhD, or DNPdor encourage a colleague to do so.
9. Seek an appointment to a board of directorsdof a
community group, nonprofit organization, health clinic, or
similar entitydin your local community, or encourage
another nurse to do so.
10. Blog about Future of Nursing: Campaign for Action
activities and goals. Submit a letter to the editor of your
local newspaper about the IOM’s Future of Nursing report.
impressive, it has been predictably uneven, and
considerable work remains. To fully realize the
IOM’s vision for the future of nursing, the campaign
must expand its leadership, strengthen its Action
Coalitions, increase and stabilize its resources, and
win the hearts and minds of many more stakeholders.
Even among nurses, campaign leaders know there is
more work to do. The community of highly educated
nurses has embraced the IOM vision and many nursing
students are engaged, but some staff-level nurses
remain unaware of the report. Further, the recommendation that 80% of nurses have BSNs by 2020 has
been polarizing, alienating some nurses who have
ADNs.
To more fully engage the nursing community and
create a sustained force for change, campaign
leaders are appealing to nurses’ social mandate to
contribute to the good of society. Many nurses take
the Florence Nightingale pledge in recognition of
their mission to contribute to society through
research and evidence-based practice and to do all
they can to elevate professional nursing standards.
The IOM report outlined a way to fulfill this oath. The
campaign is thus asking all nurses, “How are you
going to implement the IOM report in your institution and state?” The goal is to inspire each nurse to
become an active participant in implementing the
IOM recommendations.
Another priority is to strengthen the Action Coalitions across the country. Somedincluding those
in California, New Jersey, North Carolina, and
Texasdhave been extremely successful, bringing in
diverse and powerful stakeholders and large grants
to support their work. They have set up active
workgroups that are advancing a range of IOM
recommendations.
Other Action Coalitions have started more slowly,
encountered more barriers, and made more modest
progress. Some are raising money through bake sales
and other small events, still building their infrastructure and seeking to engage stakeholders. Most
continue to rely on in-kind support.
The campaign is using a model of evidence-based
indicators of success (Raynor, 2011) to identify
effective coalitions. The goal is to share lessons
learned about the most effective ways to strengthen
the infrastructure of Action Coalitions across the
country.
To learn how you can implement the IOM recommendations, see Ten Ways You Can Help.
Conclusion
The IOM’s groundbreaking Future of Nursing report
called for a radical overhaul of the nursing profession
as a way to transform U.S. health and health care. Five
years after its release, it is clear that the IOM did much
more than chronicle an ongoing conversation about
expanding the role of nurses. It imagined a world in
which all nurses could become lifelong learners, practice to the extent of their education and training, and
serve as full partners in providing care and promoting
health on the front lines as well as in boardrooms.
The IOM did not simply suggest that nurses
contribute to changing our health care systemdit
warned that change would not succeed unless nurses
helped shape and lead it. It said that a highly educated,
skilled, diverse nursing workforce is a prerequisite for a
high-quality health care system poised to meet current
and emerging needs.
In doing so, one of the nation’s most prestigious
institutions launched a new era for health care in the
United States. But the promise of that era will only be
fully realized if the progress to implement the Future of
Nursing recommendations continues.
Susan B. Hassmiller is director of the Future of Nursing:
Campaign for Action and senior adviser for nursing at the
Nurs Outlook 63 (2015) 41e47
Robert Wood Johnson Foundation, Princeton, NJ. Susan C.
Reinhard is senior vice president of the AARP Public Policy
Institute and chief strategist at the Center to Champion
Nursing in America, Washington, DC. Contact author: Susan
B. Hassmiller, shassmi@rwjf.org. The authors have disclosed
no potential conflicts of interest, financial or otherwise.
references
American Association of Colleges of Nursing. (2014a). AACN Finds
Slow Enrollment Growth at Schools of Nursing [press release].
Retrieved from http://www.aacn.nche.edu/news/articles/
2014/slow-enrollment.
American Association of Colleges of Nursing. (2014b). Fact sheet:
enhancing diversity in the workforce. Retrieved from http://www.
aacn.nche.edu/media-relations/diversityFS.pdf.
Committee on the Robert Wood Johnson Foundation Initiative on
the Future of Nursing, at the Institute of Medicine. (2011). The
Future of Nursing: Leading Change, Advancing Health.
Washington, DC: National Academies Press. Retrieved from
http://www.nap.edu/catalog.php?record_id¼12956.
Ewing, J., & Hinkley, K. N. (2013, April). Meeting the primary care
needs of rural America: Examining the role of non-physician
providers. Denver: The Rural Health Connection. http://www.ncsl.
org/documents/health/RuralBrief313.pdf.
Future of Nursing. (n.d.) Campaign for action: campaign
progressd dashboard indicators. Center to Champion Nursing in
America. Retrieved from http://campaignforaction.org/
dashboard.
Future of Nursing (n.d.). Campaign for action: who’s involvedd
strategic advisory committee. Center to Champion Nursing in
America. Retrieved from http://campaignforaction.org/whosinvolved/strategic-advisory-committee.
Future of Nursing (n.d.). Campaign for action: who’s involvedd
champion nursing council. Center to Champion Nursing in
America. Retrieved from http://campaignforaction.org/whosinvolved/champion-nursing-council.
Future of Nursing (n.d.). Campaign for action: who’s involvedd
champion nursing coalition. Center to Champion Nursing in
America. Retrieved from http://campaignforaction.org/whosinvolved/champion-nursing-coalition.
47
Gallup. (2014). Americans rate nurses highest on honesty, ethical
standards. Retrieved from http://www.gallup.com/poll/180260/
americans-rate-nurses-highest-honesty-ethical-standards.
aspx
Hassmiller, S., & Combes, J. (2012). Nurse leaders in the
boardroom: a fitting choice. Journal of Healthcare Management,
57(1), 8e11.
Hassmiller, S. B. (2013). The RWJF’s investment in nursing to
strengthen the health of individuals, families, and
communities. Health Aff (millwood), 32(11), 2051e2055.
Hassmiller, S. B., & Truelove, J. (2014). Are you the best leader you
can be? Am J Nurs, 114(1), 61e67.
Lumpkin, J. (2013). The missing voices. Boardroom Press,
24(6), 1e2. Retrieved from http://library.
governanceinstitute.com/Research- Publications/
ResourceLibrary/tabid/185/CategoryID/34/List/1/Level/a/
ProductID/1427/Default.aspx?SortField¼DateCreated
þDESC%2cDateCreatedþDESC.
Looking ahead: trends and challenges in the future of nursing.
(2013). Journal of Change, 2(1), 8e9. Retrieved from http://
webversion.staywellcustom.com/ibc/2013/spring.
Raynor, J. (2011). What Makes an Effective Coalition? Evidence-based
Indicators of success. Philade
