Resources: The World Who Owns It

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Resourceshttpwwwzerohedgecomnews2013 06 02its 1 World Who Owns Resources Aug-14 1 FAST FACTS The Nursing Workforce 2014: Growth, Salaries, Education, Demographics & Trends RN Job Growth Rate (new and replacement)–By State/Region, ) ï‚Ÿ 14 states project an annual growth rate of 20% or more, with 8 in the West and Texas (TX, UT, AZ, CO, ID, AK, MT, WA). ï‚Ÿ 30 states are projected to have annual growth rates of 15 percent or more (38 states when including those whose latest figures are ). ï‚Ÿ 10 states are projected to account for half of the job growth: TX, CA, FL, NY, PA, OH, NC, IL, MI, MA. Source: U.S. Dept. of Labor, Bureau of Labor Statistics Note: KY, ME, MI, NC, RI, TX, WI, WV had figures available only for Overall New Job Growth and Replacement Needs () ï‚Ÿ Nurse employment to increase from 2.86 million to 3.44 million jobs (20.2%) ï‚Ÿ Projected number of new RN jobs: 574,400. ï‚Ÿ Current RNs projected to retire/leave labor force: 555,100. ï‚Ÿ Total number of new RNs needed (new jobs and replacements): 1.13 million Figures include RNs and advanced practice registered nurses (APRNs). Source: U.S. Dept. of Labor, Bureau of Labor Statistics Median RN Salaries (Median means half of RNs are above, half below) National median salary for RNs (2013): $66,200 The highest median salaries are in the Northeast and West. Of the 17 states (and Washington, DC) with salaries above the national median ($66,200), 9 were West (CA, HI, AK, OR, NV, WA, AZ, CO, TX) and 8 were Northeast (MA, NJ, DC, CT, NY, RI, MD, DE). 10 states with the lowest median salaries (lowest first): SD, IA, WV, AL, MS, AR, ND, NE, KS, TN. Source: U.S. Dept. of Labor, Bureau of Labor Statistics Aug-14 2 Average (Mean) RN and APRN Salaries ï‚Ÿ Registered nurses: $68,910 ï‚Ÿ Nurse practitioners: $95,070 ï‚Ÿ All advanced practice registered nurses: $109,352 ï‚Ÿ Nursing instructors and teachers, post-secondary: $70,200 Source: Bureau of Labor Statistics, Occupational Employment Statistics RN Median Salaries in Top 50 Metro Areas ï‚Ÿ The top 5 highest salaries are in California ï‚Ÿ The highest salary (San Francisco, $131,800) is two times or more higher than the bottom 25 areas ï‚Ÿ 19 of the top 20 areas are in the West (including Houston) or Northeast. ï‚Ÿ Of the bottom 25 areas, 13 are in the South and 9 are in the Midwest/Central (including KY, OK). ï‚Ÿ 7 East Coast metro areas rank in the top 20 (Boston, New York, Hartford, Washington, DC, Providence, Baltimore, Philadelphia). ï‚Ÿ The 10 largest metro areas (in order) do not reflect highest median salaries: 1. New York (7 th highest salary) 2. Los Angeles (4 th ) 3. Chicago (21 st ) 4. Dallas (22 nd ) 5. Houston (12 th ) 6. Philadelphia (16 th ) 7. Washington, DC (14 th ) 8. Miami (45 th ) 9. Atlanta (27 th ) 10. Boston (6 th ) Source: U.S. Dept. of Bureau of Labor Statistics Occupations with the most annual openings () ï‚Ÿ RN ranks first of all occupations requiring at least an associate’s degree for entry: 105,260. (Only two others are projected to increase more than 10,000 per year: pre-school teachers, dental hygienists.) Source: U.S. Dept. of Bureau of Labor Statistics Occupations with the largest employment ï‚Ÿ For all education levels, RNs rank 5 th (2012): 2.8 million. Source: U.S. Dept. of Bureau of Labor Statistics Highest Concentration of RNs per 100,000 Population, in order ï‚Ÿ 22 states and Washington, DC have more than 1 nurse for every 100 people. The 15 states with highest concentration, in order: SD, MA, NE, ME, RI, DE, ND, MT, PA, IA, OH, MN, WI, MO, TN. Aug-14 3 ï‚Ÿ Of the 17 states with the lowest concentration (less than 0.9 per 100 residents), 13 are Mountain/West and Texas: (CO, WA, OR, AK, AZ, NM, WY, TX, CA, NV, HI, UT, ID) Source: Health Resources and Services Administration, The U.S. Nursing Workforce: Trends in Supply and Education Rural/Urban RNs ï‚Ÿ 445,000 RNs (15.7% of RNs) live in rural areas. (17% of the U.S. population lives in rural areas). ï‚Ÿ Per 100 residents, the U.S. has 0.85 RNs in rural areas and 0.93 RNs in urban areas. ï‚Ÿ Urban RNs have higher levels of education compared to rural RNs. Urban: 46.6% have a bachelor’s, 11.4% a master’s or doctoral degree. Rural: 33.9% and 6.8%, respectively. Source: Health Resources and Services Administration, The U.S. Nursing Workforce: Trends in Supply and Education Age ï‚Ÿ Average: 50 ï‚Ÿ Percentage of working nurses over age 50: 53 percent Source: The National Council of State Boards of Nursing and The Forum of State Nursing Workforce Centers 2013 National Workforce Survey of RNs Percentage of Nurses Under Age % .8% .7% .6% .5% Source: Health Resources and Services Administration, National Sample Survey of RNs Percentage of nurses licensed between 2010 and 2013 who were male: 11 percent Aug-14 4 ï‚Ÿ Percentage of nurses licensed before 2000 who were male: 5 percent Source: The National Council of State Boards of Nursing and The Forum of State Nursing Workforce Centers 2013 National Workforce Survey of RNs. ï‚Ÿ Percentage of male nurses: 9 percent ï‚Ÿ Increase in proportion of males in the RN Workforce, : 12.5% Source: Health Resources and Services Administration, The U.S. Nursing Workforce: Trends in Supply and Education Nursing Education Licensure Since 2000 – Average number passing exam annually ï‚Ÿ years): 143,809 o Average annual increase from : 22.8% ï‚Ÿ years): 117,141 o Average annual increase from : 58.3% ï‚Ÿ years): 74,021 Source: National Council of State Boards of Nursing Nursing Schools ï‚Ÿ Job offers at time of graduation for nurses earning a bachelor’s (BSN) degree: 59% o For nursing master’s degree graduates: 67% ï‚Ÿ New BSN graduates employed in nursing 4-to-6 months after graduation: 89% ï‚Ÿ RN job offers at graduation by region: ï‚· South: 68% ï‚· Midwest: 59% ï‚· Northeast: 50% ï‚· West: 47% ï‚Ÿ Job offer at time of graduation for new college graduates, all professions: 29.3% Source: American Association of Colleges of Nursing Hiring Preferences for Nursing School Graduates ï‚Ÿ Require new hires to have a minimum of a bachelor’s degree (BSN): 43.7% of hospitals and other healthcare settings Aug-14 5 ï‚Ÿ Express strong preference for BSN graduates: 78.6% Source: American Association of Colleges of Nursing Nursing Education – Institute of Medicine Goal: ï‚Ÿ 80% of RNs to hold a bachelor’s degree or higher by 2020 Source: Institute of Medicine, “The Future of Nursing† Currently, 55% of the RN workforce holds a bachelor’s or higher Source: Health Resources and Services Administration, The U.S. Nursing Workforce: Trends in Supply and Education Nursing School Capacity/Faculty Shortage ï‚Ÿ Qualified applicants turned away from nursing baccalaureate and graduate programs (2012): 79,659 ï‚Ÿ National nurse faculty vacancy rate (2013): 8.3 percent ï‚Ÿ Percentage of full-time nursing faculty age 50 and over: 72 percent (Source: NCSBN 2013 National Workforce Survey of RNs) ï‚Ÿ Average age of doctorally-prepared nurse faculty holding title of “professor†(2013): 61.3 ï‚Ÿ Average age of master’s degree-prepared nurse faculty holding title of “professor†(2013): 57.2 Source: American Association of Colleges of Nursing

Paper For Above instruction

The assertion that it isn't enough for a multinational corporation to be socially responsible and that it must operate as a triple bottom line company to meet ethical obligations is a compelling and pertinent perspective in today's globalized economy. This paper aims to support this claim by exploring the differences between corporate social responsibility (CSR) and the triple bottom line (TBL), emphasizing the importance of broader ethical considerations including economic, environmental, and social factors. Additionally, it will discuss the concept of distributive justice and its relevance to current wealth distribution, arguing that true ethical corporate behavior necessitates accountability across multiple sustainability domains.

Introduction

The debate surrounding corporate responsibility has evolved significantly over recent decades. Traditionally, corporations were primarily judged based on their profitability and shareholder returns. However, the rising awareness of social and environmental issues has prompted a redefinition of corporate ethics. Corporate social responsibility (CSR) emerged as a framework that encourages companies to operate ethically by considering social and environmental impacts. Yet, critics argue that CSR often remains superficial, centered on philanthropy or public relations efforts rather than substantive change. The concept of the triple bottom line (TBL) asks corporations to balance profit (economic), people (social), and planet (environment) for a truly sustainable and ethically responsible enterprise.

Differences Between CSR and the Triple Bottom Line

Corporate social responsibility generally refers to voluntary initiatives undertaken by corporations to operate in a socially responsible manner. These initiatives include charitable donations, community engagement, and environmentally friendly practices aimed at improving the company's image and stakeholder relations. While CSR is valuable, it often acts as an augmentation to business operations rather than an integral part of strategic decision-making. It tends to be reactive rather than proactive, and its scope may be limited to public relations efforts that do not necessarily alter core business practices.

In contrast, the triple bottom line presents a holistic approach to sustainability, integrating economic performance with social equity and environmental health into the core strategy of a business. This framework advocates that organizations should evaluate success based on a combination of financial profit, social justice (including fair labor practices, community development, and equitable wealth distribution), and environmental stewardship. The TBL encourages companies to pursue long-term sustainability by embedding ethical practices into every facet of operations, rather than merely addressing CSR as a separate activity.

Distributive Justice and Wealth Distribution

The notion of distributive justice relates to the fair allocation of resources and opportunities within society. It challenges organizations and governments to consider whether wealth is being distributed equitably. Currently, wealth concentration in the hands of a few has led to increased social disparities and economic inequality. Corporations practicing only CSR may contribute minimally towards rectifying this imbalance. However, adopting a true triple bottom line approach inherently demands fairer distribution of economic benefits, such as living wages, equitable access to goods and services, and investments in marginalized communities.

In the context of global capitalism, the pursuit of profit often exacerbates disparities, raising questions of ethical responsibility. A TBL-oriented corporation would seek not only to maximize shareholder value but also to ensure that its operations advance social justice, supporting policies that reduce inequality and promote the well-being of all stakeholders. By doing so, companies can help foster social stability and sustainable development, aligning their strategic objectives with broader ethical imperatives.

Conclusion

In conclusion, evolving societal expectations and the pressing need for sustainable development justify the stance that corporations must operate as triple bottom line entities rather than merely engaging in superficial CSR activities. The triple bottom line's integration of social, environmental, and economic concerns ensures a more comprehensive approach to corporate ethics. Furthermore, embracing principles of distributive justice and fair wealth distribution positions organizations as truly responsible actors within the global economy. Ultimately, ethical corporate behavior involves accountability across all spheres of impact, which the TBL framework thoroughly promotes.

References

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• Carroll, A. B. (1999). Corporate social responsibility: Evolution of a definitional construct. Business & Society, 38(3), 268-295.
• Hart, S. L., & Milstein, M. B. (1999). Creating sustainable value. Academy of Management Executive, 13(2), 57-68.
• Crowther, D., & Aras, G. (2008). Corporate social responsibility. Sage.
• KPMG. (2015). The KPMG Survey of Corporate Responsibility Reporting 2015.
• Montiel, I. (2008). Corporate social responsibility and sustainability: The new bottom line? International Journal of Sustainable Development & World Ecology, 15(3), 256-269.
• Schaltegger, S., & Burritt, R. (2010). Sustainable entrepreneurship in practice. Journal of Business Venturing, 25(5), 510-523.
• Baumol, W. J., & Blinder, A. S. (2015). Economics: Principles and policy. Cengage.
• Sen, A. (2009). The idea of justice. Harvard University Press.
• World Economic Forum. (2020). The future of corporate sustainability: From CSR to the triple bottom line. Retrieved from https://www.weforum.org