Sexism and the Star System in Architecture Essay

Sexism and the Star System in Architecture - Essay Example This kind of discrimination, unfortunately, is quite common in the profession and continues up till this day and age; it is still a major dilemma. Here, it will be attempted to describe various elements of sexism as well as those who have overcome such barriers inherent in the field of architecture, which include—but are not limited to—sexism and the star system in architecture; womens’ roles in architecture and the ideal architect profile; how kingmakers in architecture are usually men; and what it would look like if a woman were to be a kingmaker in architecture. II. Sexism and the Star System in Architecture The star system has, for a long time, dominated the way that architecture is run. The star system in architecture dominates who are the most sought-after design gurus in the field. Unfortunately, many times this system has favored men more than women in a statistical sense. Denise Scott Brown’s article Room at the Top?: Sexism and the Star System in Architecture is found in Dana Arnold’s book: â€Å"[S]exism and the star system in architecture [exists because] ‘[s]tar [q]uality’ [is] a ‘mysterious amalgam of self-love, vivacity, star, and sexual promise†¦... III. Womens’ Roles in Architecture and The Ideal Architect Profile The reason one needs to get a good architect is paramount.   A good architect on the project lays the foundation for everything else. Ideally, one wants to choose an architect for the project who has character.   In the same way this architect’s character is, so shall your structure be. Women have been at the forefront of architecture for years, but have been relegated to the shadows. â€Å"For centuries, women have designed and built works of architecture around the globe. But when architecture officially became a profession requiring professional education and licensure, the doors were slammed shut to women†¦A less-than-welcoming educational environment and a hostile [and discriminatory] work environment awaited them.†2   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   Women who are able to be professional in their field underscore the need for professionalism in the field of architecture. à ¢â‚¬Å"The absence of women from the profession of architecture remains, despite the various theories, very difficult to explain and slow to change. It demarcates a failure the profession has become adept at turning a blind eye to, despite the fact that it places architecture far behind the other professions with which architects frequently seek to align themselves.†3 One wants an architect who will be able to see the project through from inception to completion.   Therefore, this person is going to have to envision the project as well as bring it to fruition. Maya Lin designed the Vietnam War Veterans’ Memorial when she was a 21-year-old student. The memorial now serves as a reminder of those who fought in Vietnam and lost their lives as a result.

A Brief analysis of HRM within Wal Mart

A Brief analysis of HRM within Wal Mart Human resource management  is process of management  of people working in any company or organization. There is another term used instead of human resource management is personnel management All the human resource management models emphasizes on following important things: searching new ways of working role of manager in change making managing the activities of employees Human working capital is very important for success of the businesses especially in service sectors. Human resources are one of major costs part for any business, they always play very important role in development which path company is adopting for success in business. Correct and efficient management of resources and their utilization is necessary for success of all businesses. Practitioners of human resource management have developed a modern view related to work management rather than previously set of traditional philosophy. In current competitive business world that is always dynamic organizations have to keep them advance with the pace of development in this changing environment. The division of work inside organization aimed at completing tasks on time. Among all of the important organizational departments is the department of human resource management. According to some experts organizational success basically depends on the success of human resource department. This department has lot of value inside the organization. Human resource management  is well set, properly designed  and rational  approach to any of the  management  work that contributes to the achievement of set business objectives. In all organizations human resource people have various functions. In companies department of human resource play a crucial role as they are responsible for dealing with diversity of staff. Starting from the recruitment identification process to the identification of the benefits that each employee can bring to the organization, with a proper planning for this achievement. There is always a way that ensures functions of human resources will be different for different organizations according to the needs of that organization. The people in human resource always have the focus and responsibility to improve the performance of the employee. Mainly the staffing is a vital step related to this process, but results and outcome lies in performance management. This is directly result of internal control of the Human Resources to make more of the workforce. Human Resources Department mostly tries its good efforts to give benefits to employees cause it wants them to perform well with higher satisfaction, according to their job description. Improvement in the s taff performance comes through a systematic approach adopted by human resource people. Current assignment will study the concept of human resource management, main responsibilities of the department, problems and issues faced by this department, workers incentive and appraisal, diverse approaches related to human resource management, and idea and administration of any change in origination. We also will try to find that how walmart making progress in current competitive business environment while managing all its Human Resources effectively to bring desired success. What are some critical features of walmart policy and strategy for its human resource management. 2 History of Walmart Date of Wal-Mart Most people know that most popular discount retailers started in 1962, K-Mart, flat and Wal-Mart opened its first store. (Company, 2010) actually started by Sam Walton of this work during the intense competition of the 1950s many of the regional discount stores. Before making the opening of its company Sam went to most of the parts of country to learn things about the discount retail business. He successfully convinced American consumers that he got the idea for a new and compared to the old. With confidence and vision, Sam with his wife Helen started the development of a major stake in the first store in Rogers, Kmart has expanded rapidly in the 1960s, while Sam was to get sufficient money for the development of 15 stores of Wal-Mart. In 1972, business shares were offered to public in the New York. With this combination of money, the company made growth in business established its stores in 11 countries with number of 276 stores by the end of its first decade. In 1983, opened its fi rst store Sam Club Members Gallery. The early Supercenter was opened by 1988, featuring grocery store and other 36 departments for general merchandise. By 1989, there were 1402 Wal-Mart Stores 0.123 Sam Club sites. Increased ten-fold work. Its sales grown to $ 26 billion from one billion dollar. (Milner, 2005) Today it have stores and sites numbered 8747 in more than 15 countries of the world that have 2.1 million Associates and provides service to at least 176 million customers in a year time. 3 Concept of Human Resources Management Human resource management Can be defined as the sum of all these activities that are associated with management of staff and their relationship within the company. Or And continue operations in the management of people and organizations in any way to achieve their goals and objectives. While an agent (2007) is defined as all the decisions and strategies and the factors managers processes and practices, functions, activities and methods for the management of the peoples who work as employees in any organization. So, human resources management is essentially a study as well as management in any organization that stands on the ideas and techniques to improve the status of employee motivation, efficiency and performance. Based on the idea of managing people to believe that the staff is very important for the specific business and its continued success. The organization can gain a competitive advantage only by using its staff effectively, drawing plans on the basis of their expertise and skills in order to achieve well-defined objectives. In organizations, and human resources departments play a crucial role as they are responsible for dealing with diverse staff. Of the recruitment process and to identify the benefits that each employee is done through the Department of Human Resources. Could be that the functions of human resources are always different to cover the requirements of organizations, similarly they always focus and take responsibility to improve the performance of the employee. Mainly the process of staffing is very important step for this, but mostly the result lies in performance management. This is linked to internal control by the Department of Human Resources and more of the workforce . 4 Workforce Planning and the difficulties Work force planning and preparation of all your options before going into the real work set for the staff to get the organizational goals is very important issue. It is well understood principle that the people are organizations important asset. Because without the capable staff it is difficult for all organizations to reach towards their goals. The bulk of organizational improvement will come only after ensuring that the right staff with the right skills, knowledge and behaviors in the organization. Workforce planning related to achieving this outcome, and any serious link between business planning and development, recruitment and retention, and staff training. Wal-Mart is much concern about this issue, human resources and recruitment system and effective to deal with their needs for this purpose and put the plan always. They announced the vacancy correctly, a pre-assessment before engaging in the selection process. They provide benefits to its employees and facilities in spite of, is blamed for some time to Wal-Mart facilities discrimination and ill-especially low-paid. This layout is about the workforce and provides the opportunity to work on long-term thinking about the relevant services in the future, and needs, and explore all viable strategies. Thus, the central planning for company work becomes important for the organizations. 4.1 Employment Requirements Critical stage in the recruitment of human resources management. It should be well planned and structured so that the organization can recruit the right person for the right place instead of just making the availability of another person at work. There are many of the problems faced during this process and managers for some time and the inability to focus, time and financial resources necessary to make this process effective. Wal-Mart that they always take qualified personnel and according to it, and it makes employees with proper education and skils efficiency. 4.2 Development and Training Appointment comes after the development and training stage. Most the organizations unfortunately sometimes even for technical jobs do not provide adequate training for their employees before hiring and employment. There must be made sound system which can ensure that the Organization the necessary arrangements to work before and on the job training and development for their employees. The-job training is the main part in the field of human resources at Wal-Mart is now not only offers these courses for their employees, but in times of recession, they offer training courses for some people who are by this time of recession. (Wal-Mart, 2010) 5 Administration of human resources and staff performance Human resources management are primarily responsible for the employees performance in business administration (Jones, 2007). To achieve its purposes, which is responsible for dealing with staff from induction to work on and improve their commitment and reduce absenteeism and turnover, and improving skills levels and productivity, and improve the quality and efficiency of its work. 6 Century 20 key ways to manage human resources There are some key criteria developed that are in use from the days of the 20 century and developed later by some HR professionals to achieve the highest standards of performance and strongly recommend the organization to follow the rules of these standards for the performance of high-quality employees. These are the best practices, fit this view of resources. 6.1 Best practices Also called as high commitment human resource management to ensure that the realization of the best practices in human resources makes improvement to organizational performance. There are many best practices to keep the advantage using the employees for profits by giving due importance to staff at Wal-Mart. These practices are: 1) job security, (2) recruitment of flour, 3) training and large-scale, 4) the exchange of information, 5) capable teams, 6) also paid a much higher according to the profit and reduce the inequalities in the position of the staff. 6.2 best fit, or approach of emergency Says that the management of human resources that can perform well when there was a suit involving the required vertical on the performance of human resources management and corporate strategy. There must be a unity between the process closely and human resources and policy with the policy of the foreign company. There are various theories related to vertical integration. For example is life cycle models, that argue in favor of the human resources which according to experts can be easily known in development stage of any organization by its policies and practices that it adopts at development or life cycle process. Some other models of competitive advantage that the idea of Porter on strategic choice. Maps a variety of human resources practices in the organization options for the development of competitive strategy. The third is configurationally models that provide a more accurate assessment depends safe from an organizational strategy to determine the appropriate human resources pol icies and practices. Wal-Mart is famous for this approach because it is conscious to get the best people to do their job, because they are not many offers, such as previous experiences of the application, it is also strict rules in the second performance evaluations. Showing 6.3 resources and building According to some is the basis for modern human resources management, and it focuses mostly on internal organizational resources, and considers how these resources contribute to competitive advantage. And the scarcity of resources is ideal for harmony and human resources management and its central role for the development of human resources organizational value, and this is rare, it is sometimes difficult to replace and organize effectively. Wal-Mart in the keyword in the field of human resources is a valid but the staff who works to meet these goals which are set by organization. 7 Academic theory It is based on the fundamental principle of human beings are not like machines, and therefore any organization needs to have multidisciplinary assessment at their workplace for all staff. Many areas of psychology, for example, sociology, industrial relations, economics, engineering, industrial and monetary theories play an important role and a key. Universities and colleges offer diverse courses in human resources management. Wal-Mart and a good learning approach to build capacity in the area of personnel. One commonly used way to explain the function of human resources management was developed by Dave Ulrich, which identifies four areas of the role of human resources management: collaborator and strategic business As a result of the change agent a hero of the staff and experts on Administrative. 8 Responsibilities of the Department of Human Resources Different companies and different departments working within the organization, and these departments including sales management to human resources management. Human Resources department staff muscles depends on size of staff in company. Job opportunities in this section includes human resources coordinator, human resources and assistant director of human resources management. Can the responsibilities of human resources management as follows: 1: Human resources management is doing all the planning, advertising, interviewing and selection of staff. 2: Department should know law at all levels from federal, state or provincial and local laws relevant to the work of staff. 3: This section helps companies on training and staff development. Companies train their staff to a variety of reasons, such as motivating staff to learn new things new. The length of hours of time for several weeks, depends on the nature of the exercises. Some time and include safety measures in the workplace. As mentioned by Derek, et al (2004) that It shall be the duty of every employer to ensure, so far as is practicable, the health, safety and welfare at work of all staff. 4: should any private company to use the drive is able to attract staff, skilled and hard work. After the payment of these benefits are shared to keep on encouraging workers for a long time on the functions of the organization. These include the benefits for time of unemployment. Companies offer a variety of benefits, including dental insurance, and vision insurance and payments for a few days off. 8.1 Tasks performed And human resources in any company that requires kind of management, that involves several steps for this process. They look to achieve all these goals mentioned above. Cannot be performed by each of these activities in human resources management, but some tasks can be outsourced or cannot be performed by these executives, even by other departments. People at Wal-Mart human resources, efficient in their jobs, they provide significant benefits to employees who claim Associates. The following are the main tasks carried out by human resources departments at Wal-Mart: Employment-planned Employment Employee induction and orientation to make them on-board Employee skills of management Employee proper training Employee daily base management Compensation Time Management Travel arrangements Payroll (some companies give this task to the accounts) Employee benefits management Planning staff costs Annual Assessment Labour Relations 9 Human resources strategy when some human resources management and strategy for implementing the tasks set by the department of handling human resources management. Have human resources functions of the Organization include the recruitment and selection policies, and procedures related to disciplinary procedures, policies, rewards and prizes, and human resources plan and policies specific learning and development. But it should be aliened all these regulatory issues in the overall strategy for the business sector. Human resources management strategy and the comprehensive plan, with regard to human resources policy in the implementation process. Human resources management strategy usually consists of the following factors: Wal-Mart always gives priority to the strategies that best fit and best practices, which means there is a link between human resources management strategy and corporate strategy. Encountered some blam critic Wal-Mart to use this strategy against the employee benefits and fair pay, so many times waltmart cases of discrimination against them. But the people Wal-Marts efficient in the field of continuous monitoring of the human resources strategy, through the study of the employee, feedback and surveys necessary for the organization. 10 Career Education There are a number of Universities and Colleges to study in the areas of human resources management and related benefits. It was the first Cornell University in the world who started their studies in human resources management and educational administration full. Wal-Mart and good training and education system for workers in the teaching profession and communicate with various projects and sectors that handle these projects in their human resources. There are many new careers at wallmart , which engaged things related to recruitment, employment, recruitment and the interviews done in general, equal opportunities in employment or professional employment organization. Training is conducted regularly with the development of specialization by the trainers. 11 case studies: critical analysis of the human resources approach Walmart Wal-Mart, which is famous for retail in the U.S. A and the top retailers in the U.S. market. Wal-Mart is the rapid growth in the awareness that you make. According to the site Wal-Mart (Company, 2010) Wal-Mart serves customers and members in more than 200 million times a week in more than 8747 retail units under the flags of different countries, 5515. With fiscal 2010 sales of 405 billion dollars, 2.1 million Wal-Mart is working partners all over the world. Leader in sustainability, charitable companies and jobs, in first place among retailers, Wal-Mart impressive in Fortune magazine as most companies in the survey for the year 2010. Wal-Mart has the status of these substances can also see that Wal-Mart to buy large quantities of items from its suppliers to create economies of scale, and inventory control with an effective system to assist in making operating costs less than those of its competitors. It is also many goods imported from China, factory of the world for its low cost. In the word of the strategy at the level of the company from Wal-Mart, the low cost strategy with a little insulation. Wal-Mart managers and engage in three levels of strategic planning (Gary Dessler, 2005) in the business, and corporate-level strategic function. As for Wal-Mart, corporate and business level strategy to drive low-cost. From the perspective of performance management, to Wal-Mart has very high standards and strict job titles. In career management, Wal-Mart and also goes great efforts to reduce costs, and there are many cases that women Su, Wal-Mart to its policy of discrimination against women by systematically denying them promotions and paying them less than men. There are women who have been paid to the departments to lower FEMALE complain about unequal treatment of male colleagues. From the perspective of compensation management, has also showed Wal-Mart human resources policies and activities of the very aggressive to fit the low cost strategy. Wal-Mart imported $ 15 billion worth of goods from China, but also Wal-Mart has some of the factories in China, which branded products with the name of Wal-Mart. We can see just how Wal-Marts strategy of companies only extensively with integrated human resources policy. Wal-Mart workers in California to earn 31 percent less on average than workers in large retail as a whole. In fact, with other operating costs that put it on the highest level of inventory management, and managers must turn to the storage fees to increase profits, Wal-Mart is expected to reduce labor costs by two-tenths of a year. So, these aggressive policies of human resources, not just more, the fittest. From the viewpoint of the employee and the interest of safety, as well as human resource policies at Wal-Mart, which aligned well with the strategy at the corporate level. Often accused of Wal-Mart failed to provide employees access to affordable health care, but the senior managers and HR managers know their focus was just trying to implement most of the low cost strategy. Wal-Mart strongly against the policy of the Union. It was reported in the United Kingdoms Guardian newspaper that Wal-Mart faces the prospect of a messy legal battle with the messy GMB bruises in a row about the rights of collective bargaining, to the Union does not accept the Wal-Mart has withdrawn its bid to pay 10% to more than 700 workers. (Milner, 2005) and here there may be some doubt as to why Wal-Mart has recently allowed trade unions in their stores in China, where trade unions are required. I tried Wal-Mart in China every possible effort to develop good relations with the Government of China and other groups of influence. So make this the exception of China and Wal-Mart unionizations except in accordance with the overall strategy and human resources strategy. If the company has ignored the rule of the Chinese government, the cost is more than just what would be saved by not allowing the Organization of Trade Unions. We may evaluate the various human resources practices and systems, Wal-Mart best fit the organizations strategy for competitive companies. Then here is the role of HR managers in this company who are professionals with strategic skills of human resources and other resources needed to build a human-oriented strategy. Human resource managers in one of the technical departments of Wal-Mart, and tried their best to fit the companys strategy to reduce the cost low. They made some rules and policies, for example, the implementation of the policy against the Union in its stores to reduce costs from outside the EU, but to assist in the implementation of the lock in policies; tried to resist the deficit in the loss of efficiency. Should encourage women to discrimination by giving them a far less chance of money, and workers in fact mentioned in the Wal-Mart has also received a salary much lower compared with the average level of the industry. Try Wal-Mart human resources managers and also to control the conduct of staff and competencies that require the companys strategy through the actions and policies of the companys strategy in support of human resources, some of which may be adduced. Wal-Mart human resources managers refers to its employees as partners and encourages managers to think of themselves as servant leaders, and this is to encourage them to serve others while staying focused on achieving results in line with the organizations values and integrity. Wal-Mart also faces lawsuits alleging that the companys discrimination against disabled workers, to employ these men intended to provide more facilities for them and lost efficiency to some extent. They also faced charges of child labor. Also charges of discrimination of women. All of these types of human resources policies are not enough compared to international best practices approved by the Department of Human Resources in all good companies. Regardless of Wal-Mart to adopt low-cost strategy or differentiation strategy, and these policies and practices to achieve specific objectives to save any additional cost, but to motivate employees to increase their contribution in helping companies and even in shapin g culture. 12 Conclusion and proposals With the update that brought the introduction of computers and mobile phones, information and technological advances robots to support human life and the work it is easy to be good performance in any business.

Internet technology boost china in next 10 years :: essays research papers

INTERNET TECHNOLOGY DEVELOPMENT BOOST CHINA FURTHER A perspective look at the country ¡Ã‚ ¦s transition in next decade relative to internet technology Bo Li, School of Technology & Management Submit to: Mr. Paul Reynolds INTRODUCTION Since 1980 China ¡Ã‚ ¦s economy has grown by more than 9 percent a year. The country now manufactures 75 percent of the world ¡Ã‚ ¦s toys, 58 percent of the cloths, and 29 percent of the mobile phones. More than $1 billion in foreign direct investment arrives each week. By 2008 China will be the world ¡Ã‚ ¦s third largest exporter, and by the decade ¡Ã‚ ¦s end its economy will be larger than that of either France or United Kingdom (Emmanuel, et al., 2004). China ¡Ã‚ ¦s GDP in 2004 growth by 9.5 percent to  ¢G851,072 million and IT(information technology) ¡Ã‚ ¦s contributions account for 25 percent. It is predicted that the IT market will growth by 15.8 percent every year to 2009. Economists are curious to know how long will China ¡Ã‚ ¦s strong economy be. When the advantage of low labor costs in China will subside in the future, what will support its fast growing economy? According to China Internet Network Information Center (CNNIC) ¡Ã‚ ¦s 2005 report, 94 million internet user and half of them are using broadband connection. China now has 4 internet-based companies listed in NASDAQ. As they reported profit since the SMS business introduced in 2002, many economists think there will be an internet technology boom in China again. IT industries in developed countries now are facing both challenge and opportunity since many mergers and acquisition happened in west countries from Chinese maker. That what will happen in China on internet technology in the next 10 years will affect every international business around the world. This study begins with the analysis of upcoming internet technology ¡Xexamining the effect of future internet technology and China ¡Ã‚ ¦s policy  ¡Xand then move on the analysis of the impact of internet technology on China ¡Ã‚ ¦s industries in next decade as well as its future contribution to the country ¡Ã‚ ¦s stellar growth. Internet Era Just Begin Internet will change more dramatically in the next decade than it has during its entire history. We have just seen the beginning of what the Internet can do for use as a revolution in communications and the way business is done (Gates, 2000). Internet application had moved from transaction phase to platform phase at the beginning of this decade. There are some trends will be prevailed. ƒÞ  Ã‚  Ã‚  Ã‚  Ã‚  Wireless connection on multi-device Wireless connection between different devices at high speed is probably the key component that is really going to take the scenarios of empowerment that we have always believed in and make them a reality.

Grassroots Computing Essay

The article â€Å"Changing the corporate IT development model: Tapping the power of Grassroots† defines that the IT world in the 21st century corporate world is evolving. No longer are there programmers and users. Many times the users become ad hoc programmers. In some corporate structures the lines between the two worlds are disappearing. The plus side to this ad hoc programming is the ability for the end user to develop the tool needed to accomplish the task at hand. Many of the programs available to the business communities are generic in nature and the business will adapt to the program available. In some companies the grassroots computing types are adapting or improving the programming to meet the needs of the organization. The negative side to the grassroots computing model growing in the corporate world is the barriers and silos often built around the IT environment. These barriers need to be taken down for the full growth of the computer industry to be realized for all users and developers. The current license agreements around programing usage and modification will have to be adapted to the changes taking place in the enterprise. The article specifically identifies that the IT genre must – in addition to other needed steps – â€Å"Actively cultivate an entrepreneurial atmosphere and Provide tools and services to enable workers to automate their own work environments. † (Cherbakov Et Al). With this changing idealism around IT and end user – corporate policy and culture needs to also evolve. The organization that will realize the full potential of the programing resources available – not only in the IT department – but across all boundaries in the organization – will establish a culture that will bring down established silos. There still needs to be licensing agreements and non disclosure agreements in place for proprietary rights. These licenses and agreements should not be drawn up in a way to quell the entrepreneurial spirit needed in any growing organization. Each member of the entire team needs to be able to contribute to realization of organizational objectives. Not seeking to be detrimental in any skill set in the organization – but creating a team culture that opens doors for the IT professionals and the professionals on the floor who use the IT tools. Bibliography Cherbakov Et Al. (2007). Changing the corporate IT development model: Tapping the power of grassroots computing. IBM Systems Journal, 46(4), 1-20.

Advanced Practice Nurse Essay

The Advanced Practice Nurse will play a crucial role in advancement of the healthcare system in the United States. There are several factors affecting today’s healthcare system which will influenced the future development of the Advanced Practice Nurse (APN) role. Some of the major factors include the evolving federal and states laws, rapidly growing and aging population, increasing rates of chronic diseases in children and adults, and the cost of healthcare. These challenges require increase need for well trained healthcare professionals (OJN). The Patient Protection and Affordable Care Act (ACA) that was singed into law March 23, 2010 had the greatest impact in healthcare reform in the United States since the creation of Medicare and Medicaid in 1965. This legislation established emphasis on preventive services with focus on primary care, funds for community health initiatives, and improve quality of care. It also afforded health insurance to millions of Americans who are c urrently uninsured (OJN). The influx of new patients will stress an already strained healthcare system. According to the American Academy of Family physicians, by 2020, the United States will need 40 percent more primary care providers . One way to meet the increasing shortage of primary care provider is to enhance and expedite the growth of Advanced Practice Registered Nurse. A government accounting office noted that Nurse Practitioner are the fastest growing group of primary care providers . (p-241-242). Nurse practitioners could fill the growing shortage of primary care more quickly than physicians. It only takes nurses 6 years of education and training while physicians may require 11-12 years.(health policy) The Advanced Practice Nurse role is also defined by the individual state’s Rules, regulations and statutes. Advanced Practice Registered Nurse practitioners in most states are still fighting their state laws which prevents them from independently practicing without a collaborative agreement with a physician. Currently only 19 states and the District of Columbia allow nurse practitioners to practice independently of a physician. (KHN) The American Nurses Association conducted a review of 19 studies in May 2010, which confirmed that care delivered by a nurse equivalent is equivalent to care provided by a physician.. In addition, the study showed that NP’s consistenly provided more patient care, follow-up, and Consultation time, b(OOO) Another factor that has impact on the future role of Advanced Practice Nurse is the increase healthcare needs of the aging population and chronic Diseases of children and adults. (Impact). More complex healthcare needs increases The cost of healthcare. The cost of U.S. healthcare is $7,538 per capita spending. This is nearly double than any other organization. (OJN) Nurse practitioner Providing care in primary care is less costly than a physician since since they tend to offer fewer to tests and expensive diagnostic procedure. According to the federal Health Resources and Services Administration, or HRSA, at least 55 million Americans live in areas with an inadequate supply of primary care doctors. Massachusetts has the most primary care doctors per capita; Mississippi has the fewest. The nation would need more than 15,000 additional providers to meet the target ratio of one primary care practitioner for every 3,500 residents, according to HRSA, a gap that cannot be filled with physicians. The Association of American Medical Colleges predicts a worsening shortage ahead. In the next 10 years, as one-third of all doctors retire, there will be 90,000 fewer doctors than needed to serve the nation’s aging population. Half of the shortage will be in primary care. Nationwide, 117,000 physicians practiced family medicine in 2012, according to the Kaiser Family Foundation; 134,000 nurse practitioners practiced primary care, according to the American Association of Nurse Practitioners. Last year, only 1,916 U.S. medical school graduates, or about 12 percent of the total, went into primary care residency programs, according to the nonprofit research group National Resident Matching Program. Nursing school graduates who went into primary care totaled 11,764 in 2012, about 84 percent of all NP graduates. But will relaxing state NP licensing laws improve patient access to care? A study reported this month in the journal Health Affairs says yes. The authors found that between 1998 and 2010, as more states relaxed licensing laws, the number of patients receiving care from NPs increased by a factor of 15.