D7 W. 9. Peer reply 1-Ariel Garcia Comparable worth, which is also regarded as pay equality, is defined as a principle of receiving equal pay for equal value. There is a range of effective tactics that APNs can use to promote strategic positioning regarding their pay equality. In particular, they can measure their productivity with an account of the amount of the work done and clinical services provided under the available resources (Pickard, 2014). The other strategy refers to the avoidance of polarizing positions. Specifically, APNs should place a particular emphasis on the formation of those health delivery systems that are directly patient-oriented as well as the ones that are based on maintaining positive relationships. In other words, comparable worth should be a priority. APNs should promote the comparable worth, same service, as well as the same pay rather than position themselves as lower-cost providers who are able to provide better care. It is true that in comparison to physicians, APNs are able to offer high-quality care to patients at a relatively lower rate. However, how can physicians and APNs receive a different payment if they provide the same services? In this case, APNs should strive for better payment. Actually, the health care system should be focused on evaluating the services and resources provided rather than the type of the provider. APNs should position themselves at the forefront of innovative models of health care delivery to provide an opportunity for people to “age in place, become their own providers, and maximize wellness in their lives” (Mason, Leavitt, & Chaffee, 2016, p. 546). In other words, they should aim at enhancing their comparable worth since such a tactic would be beneficial not only for APNs but also for the U.S. health delivery system. As a result, the United States should redesign its health care and orient it to paying for value rather than other qualities. References Mason, D. J., Leavitt, J. K., Chaffee, M. W. (Eds.). (2016). Policy and politics: In nursing and health care (7th ed.). St. Louis, MO: Elsevier, Saunders. Pickard, Todd. (2014). Calculating your worth: Understanding productivity and value. Journal of the Advanced Practitioner in Oncology, 5(2), 128-133. doi:10.6004/jadpro.2014.5.2.6 2-maceda The main impact that global migration has on the nursing workforce is that it causes many imbalances in the resources that exist in the nursing field. This imbalance in the resources generally arises from the fact that when nurses migrate from their regions to others, they deplete the medical resources available in the areas where they go (Mason et al. 2013). At the same time, they leave behind underutilized resources from their regions, thus causing an imbalance in the resources. It mainly has a significant influence on the demand and compensation for the Advanced Practice Nurses (APN) .

1. D7 W. 9. Peer reply
1-Ariel Garcia
Comparable worth, which is also regarded as pay equality, is
defined as a principle of receiving equal pay for equal value.
There is a range of effective tactics that APNs can use to
promote strategic positioning regarding their pay equality. In
particular, they can measure their productivity with an account
of the amount of the work done and clinical services provided
under the available resources (Pickard, 2014). The other
strategy refers to the avoidance of polarizing positions.
Specifically, APNs should place a particular emphasis on the
formation of those health delivery systems that are directly
patient-oriented as well as the ones that are based on
maintaining positive relationships. In other words, comparable
worth should be a priority.
APNs should promote the comparable worth, same service, as
well as the same pay rather than position themselves as lower-
cost providers who are able to provide better care. It is true that
in comparison to physicians, APNs are able to offer high-
quality care to patients at a relatively lower rate. However, how
can physicians and APNs receive a different payment if they
provide the same services? In this case, APNs should strive for
better payment. Actually, the health care system should be
focused on evaluating the services and resources provided
rather than the type of the provider. APNs should position
themselves at the forefront of innovative models of health care
delivery to provide an opportunity for people to “age in place,
become their own providers, and maximize wellness in their
lives” (Mason, Leavitt, & Chaffee, 2016, p. 546). In other
words, they should aim at enhancing their comparable worth
since such a tactic would be beneficial not only for APNs but
also for the U.S. health delivery system. As a result, the United

2. States should redesign its health care and orient it to paying for
value rather than other qualities.
References
Mason, D. J., Leavitt, J. K., Chaffee, M. W. (Eds.). (2016).
Policy and politics: In nursing and health care (7th ed.). St.
Louis, MO: Elsevier, Saunders.
Pickard, Todd. (2014). Calculating your worth: Understanding
productivity and value. Journal of the Advanced Practitioner in
Oncology, 5(2), 128-133. doi:10.6004/jadpro.2014.5.2.6
2-maceda
The main impact that global migration has on the nursing
workforce is that it causes many imbalances in the resources
that exist in the nursing field. This imbalance in the resources

3. generally arises from the fact that when nurses migrate from
their regions to others, they deplete the medical resources
available in the areas where they go (Mason et al. 2013). At the
same time, they leave behind underutilized resources from their
regions, thus causing an imbalance in the resources. It mainly
has a significant influence on the demand and compensation for
the Advanced Practice Nurses (APN) in that; it takes time for
the migrating nurses to comply with the policies of the
countries where they migrate.
For instance, they are required to fit in the tax systems
as well as licensing systems of the countries where they go to
work. On the other hand, shortage of nurses is one of the
significant issues in the practice authority as well as collective
bargaining which the nurses face. The implementation of
policies for the nurses drags behind because of such situations
that see limited nurses available to advocate for their needs to
be addressed by relevant authorities. Advanced Practice Nurses
are responsible for offering primary care to patients in
emergencies. It is because research has established that chronic
diseases go up as the populations become of age (Pickard 2014).
Therefore, Advanced Practice Nurses are required to
offer this primary care since the number of physicians globally
is low. One of the most effective tactics that Advanced Practice
Nurses should use to get pay equality is a partner with other
doctors and healthcare providers, and improving skills and high
quality in health care delivery service y continue education. As
such, they will not isolate themselves from others, and thus, the
government will pay them on the same scale as the others.
They should therefore not accept to be low-cost service
providers, but they should push for better pay the same as other
healthcare providers as they provide quality healthcare.

4. REFERENCES
Mason, D. J., Leavitt, J. K., & Chaffee, M. W. (2013). Policy
and Politics in Nursing and Healthcare-Revised Reprint.
Elsevier Health Sciences.
Pickard, T. (2014). Calculating your worth: understanding
productivity and value. (2)128.
Zaccagnini, M., & White, K. (2015). The doctor of nursing
practice essentials. Jones & Bartlett Learning.
https://www.ncbi.nlm.nih.gov