Sally has been a nurse for ten years at her local hospital. She is proud of the work her health system has done since th

[answerhappygod]

Sally has been a nurse for ten years at her local hospital. She
is proud of the work her health system has done since the start of
the pandemic. She has continued to work and has felt lucky to have
family nearby to help her kids with at home learning. Sally
recently found out that a less experienced nurse on her unit, Mark,
is making substantially more money than her working as a travel
nurse.

Travel nursing has expanded in the past few years as a quick
solution to nursing shortages. People have moved all over the
county to help in COVID hotspots. This work is dangerous and can
take people away from their families for weeks or months at a time.
Yet, in thinking of salary transparency and like pay for like work
this can cause tension. Loyal, long-time employees are upset that
they often are training temporary staff to work on their unit who
are making vastly more money than they are and it is difficult to
build rapport on a unit with different nurses constantly rotating
through. Some staff nurses have even started to shun the travel
nurses and not help them when they run into trouble with the local
EMR.

Questions for Response:
1) What healthcare management tools and ideas are at play in this
scenario?
2) What creative solutions can you come up with to address unrest
on the units? Use at least two concepts discussed in class, feel
free to add other creative solutions
3) What are the possible outcomes?
4) What should Sally do to address her own concerns?