Examinando por Autor "Gareth H. Rees"
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Publicación Sólo datos Forced displacement and the health workforce crisis: Venezuelan healthcare workers in Peru(2024-01-09) Gareth H. ReesAbstractThe migration of health workforces tends to be economically based benefiting high‐income countries, while draining lower‐income countries of workers and skills However, national instability or civil conflict may also have the effect of forcing out health workers. However, few articles focus on the experiences of these types of migrants. Peru has become the second largest Latin American destination for Venezuelan forced displaced migrants, a number of which are health workers. While the exact numbers of these workers is unknown, it is estimated that 4000 and 3000 doctors and about 2500 nurses and health technicians from Venezuela reside in Peru. These workers find entry into the heath system difficult due to bureaucratic and costly registration and qualification validation procedures. However, during Covid‐19 these conditions were relaxed, and a large number of these heath workers entered the heath workforce. These workers were primarily doctors and worked in urban medical facilities, though there was some distribution across the country's departments. This avenue to the health workforce allowed the mobilisation of dormant health skills and lifted workforce density numbers. Nonetheless, it is too early to see if there have been sustainable improvements, and it remains uncertain how these policies have contributed to the country's UHC goals. Peru's experiences raise the issue of how to mobilise dormant displaced health worker migrants.Publicación Sólo datos Forced displacement and the health workforce crisis: Venezuelan healthcare workers in Peru(2024-01-09) Gareth H. ReesThe migration of health workforces tends to be economically based benefiting high‐income countries, while draining lower‐income countries of workers and skills However, national instability or civil conflict may also have the effect of forcing out health workers. However, few articles focus on the experiences of these types of migrants. Peru has become the second largest Latin American destination for Venezuelan forced displaced migrants, a number of which are health workers. While the exact numbers of these workers is unknown, it is estimated that 4000 and 3000 doctors and about 2500 nurses and health technicians from Venezuela reside in Peru. These workers find entry into the heath system difficult due to bureaucratic and costly registration and qualification validation procedures. However, during Covid‐19 these conditions were relaxed, and a large number of these heath workers entered the heath workforce. These workers were primarily doctors and worked in urban medical facilities, though there was some distribution across the country's departments. This avenue to the health workforce allowed the mobilisation of dormant health skills and lifted workforce density numbers. Nonetheless, it is too early to see if there have been sustainable improvements, and it remains uncertain how these policies have contributed to the country's UHC goals. Peru's experiences raise the issue of how to mobilise dormant displaced health worker migrants.Publicación Sólo datos Health workforce governance and professions: a re-analysis of New Zealand’s primary care workforce policy actors(2023-05-07) Gareth H. ReesBackground This article contributes to the health workforce planning literature by exploring the dynamics of health professions in New Zealand’s Primary Care sector and deriving broad lessons for an international audience. Professions tend influence health policy and governance decisions and practices to retain their place, status and influence. Therefore, understanding their power dynamics and the positions that they have on workforce policies and issues assists workforce governance or health system reform plans. Methods Using the infrequently reported health workforce policy tool, actor analysis, a reanalysis of previously collected data is undertaken using an actor-based framework for the study of professionalism. Two models were developed, (1) the framework’s original four-actor model and (2) a five-actor model for the comparison of the Medical and Nurse professions. Existing workforce actor data were reclassified, formatted, and entered into actor analysis software to reveal the professions’ relative power, inter-relationships and strategic workforce issue positions. Results In the four-actor model, the Organised user actor is found to be most influential, while the others are found to be dependent. In the five-actor model, the Medical and Nurse professions are individually more influential than their combined position in the four-actor model. Practicing professionals and Organised user actors have strong converging inter-relationships over workforce issues in both models, though in the five-actor model, the Nurse profession has weaker coherency than the Medical profession. The Medical and Nurse professions are found to be in opposition over the workforce issues labelled divisive. Conclusions These results reflect the professions’ potential to influence New Zealand’s Primary Care sector, indicating their power and influence over a range of policy and reform measures. As such, the four lessons that are derived from the case indicate to policy makers that they should be aware of situational contexts and actor power, take care when encountering divisive issues and try to achieve broad-based support for proposed policies.Publicación Sólo datos Transition to Telework in an Academic Setting in Peru(2023-05-31) Oswaldo Morales; Sergio Morales; Gareth H. ReesWidespread disruptions of the Covid-19 pandemic affected people and organizations worldwide, but deeply transformed universities that in a short period of time were forced to switch from traditional teaching and learning in face-to-face classrooms to intensive use of online platforms and teleworking for professors. The transition was challenging and costly because, although advances in online education programs had started, most institutions implemented rapid change without previous experience. This chapter presents the case of ESAN Business University in Peru. The discussion is based on a study conducted to identify features of the organizational culture that facilitated change. The analysis is targeted on 2 pillars of Human Centered Management: Pillar 2 – disruption resilience and Pillar 4 – agility, and ESAN's organizational culture is measured using Hofstede's Organization Culture Dimensions to test alignment that supported rapid adaptation and better outcome of the transformation affecting performance and wellbeing of professors and students.
