Running head: MIGRATION OF INDIAN NURSES TO IRELAND
DUBLIN BUSINESS SCHOOL
MBA DISSERTATION
TOPIC: Migration of Indian Nurses to Ireland
MBA Human Resources
Submitted by : Miss Nisha Nizar
Student Number : 10269639
Word Count : 19,879
(Under the supervision and Guidance of Mrs. Darina Reilly
Lecturer, Dublin Business School)
Dissertation submitted in part fulfillment of the requirements for the degree of International
Masters in Business Administration at Dublin Business School
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DECLARATION
I, Nisha Nizar declare that no portion of the work referred to in the dissertation has been
submitted in support of an application for another degree or qualification of these or any other
university or other institute of learning. Further, all the work in this dissertation is entirely my
own, unless referenced in the text as specific source and included in the bibliography.
Signed: —————————— Date: 23.05.2016
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ACKNOWLEDGEMENT
I would like to extend my heartfelt thanks my parents and my son who have given me all the
support for my studies. Thanks for the exceptional care, knowledge and the wise advice that you
have always given throughout my life. I would like to take this opportunity to thank those who
have contributed in any way, shape or form to the completion of my dissertation. The journey so
far has been easier only with your help and support.
A sincere salute to my supervisor, Mrs. Darina Reilly, for the support and guidance she showed
me throughout my dissertation writing. Without her gracious co-operation, it would not have
been possible for me to complete this research work by covering all the aspects of research.
I would like to extend my sincere thanks to all my best friends and classmates and a sincere
thanks to my friend Mr.Utsav Panwar and Mrs. Gloria John who boosted me morally and
provided me with great information sources. I would also like to thank all the Indian nurses in
Ireland who had helped me for the successful completion of my research by participating in my
survey and Interview. I have gained in-depth knowledge about the reasons behind the migration
of the skilled nurses from India to Ireland from this research work. Therefore, I would like to
appreciate and thank everyone associated with this research for making it a success.
Above all, I would like to thank God Almighty for wisdom and perseverance that he has been
bestowed upon me during this dissertation, and indeed throughout my life.
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Table of Contents
Chapter 1: Introduction 1 …………………………………………………………………………………………………. 9
1.1. Executive Summary ………………………………………………………………………………………………….. 9
1.2. Introduction
……………………………………………………………………………………………………………… 9
1.3. Background ……………………………………………………………………………………………………………. 12
1.4. Rationale of the Research ………………………………………………………………………………………… 13
1.5. Research Questions
…………………………………………………………………………………………………. 14
1.5.1. Sub questions ………………………………………………………………………………………………………. 14
1.6. Problem Statement ………………………………………………………………………………………………….. 15
1.7. Rationale of the Study
……………………………………………………………………………………………… 15
1.8. Significance of the Study …………………………………………………………………………………………. 15
1.9. Research Hypothesis
……………………………………………………………………………………………….. 15
1.10. Research Aim and Objectives:
………………………………………………………………………………… 16
1.11. Research Structure ………………………………………………………………………………………………… 17
1.12. Summary ……………………………………………………………………………………………………………… 18
Chapter 2: Literature Review
………………………………………………………………………………………….. 19
2.1. Introduction
………………………………………………………………………………………………………… 19
2.2. Motivating Factors for Migration ………………………………………………………………………….. 20
2.3. Push and pull factors affecting the migration of nurses from India to Ireland ……………… 22
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2.4. Ireland as a receiving country ……………………………………………………………………………….. 26
2.5. India in Global Migration …………………………………………………………………………………….. 29
2.6. Migration of Indian Nurses
…………………………………………………………………………………… 29
2.7. Motivating Factors for Migration of Indian Nurses
………………………………………………….. 31
2.8. Reasons for research ……………………………………………………………………………………………. 32
2.9. Nurses to Ireland …………………………………………………………………………………………………. 32
2.10. Culture of Ireland
………………………………………………………………………………………………. 34
2.11. Patterns and trends of this relocation ……………………………………………………………………. 35
2.12. Impacts of Nurse Migration ………………………………………………………………………………… 35
2.15. Nurses from India choose to relocate, to stay, or to come back to their home country
… 42
2.16. Issues in Nurse Migration …………………………………………………………………………………… 43
2.17 Migration Criteria ……………………………………………………………………………………………… 44
2.18 Proposed strategies can be used to diminish migration of nurses from India
……………… 44
2.19 Advantages and Disadvantages of Nurse Migration
………………………………………………… 48
2.20 Ethical questions related to Nurse Migration…………………………………………………………. 49
2.21 Conceptual Framework
……………………………………………………………………………………….. 49
2.22 Conclusion ………………………………………………………………………………………………………… 50
Chapter 3: Research Methodology……………………………………………………………………………….. 51
3.0 Introduction
…………………………………………………………………………………………………………. 51
3.1 Present Research Proposition
…………………………………………………………………………………. 51
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3.2 Research Onion
……………………………………………………………………………………………………. 52
3.3 Research Paradigm……………………………………………………………………………………………….. 53
3.3.1 Justification of the research paradigm ………………………………………………………………….. 53
3.4 Research Approach ………………………………………………………………………………………………. 54
3.4.1 Justification of the research approach
…………………………………………………………………… 54
3.5 Research Design…………………………………………………………………………………………………… 55
3.5.1 Justification of the research design ………………………………………………………………………. 55
3.6 Sampling Method and Sample size
…………………………………………………………………………. 56
3.7 Research Collection ……………………………………………………………………………………………… 56
3.7.1 Primary Research ………………………………………………………………………………………………. 56
3.7.2 Secondary Research …………………………………………………………………………………………… 56
3.7.2.1 Quantitative Research ……………………………………………………………………………………… 57
3.7.2.2 Qualitative Research ……………………………………………………………………………………….. 57
3.7.3 Justification of the method of data collection ………………………………………………………… 57
3.8 Data analysis ……………………………………………………………………………………………………….. 58
3.9 Ethical Consideration
……………………………………………………………………………………………. 58
3.10 Summary …………………………………………………………………………………………………………… 58
3.11 Research Timeline ……………………………………………………………………………………………… 59
4.3 .1Interview no:1 …………………………………………………………………………………………………… 60
4.3.2 Interview no:2 …………………………………………………………………………………………………… 62
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4.4 Quantitative data analysis ……………………………………………………………………………………… 62
4.4.1 Quantitative data analysis …………………………………………………………………………………… 64
Demographic Details …………………………………………………………………………………………………. 64
Q1.Gender of the Respondent
……………………………………………………………………………………… 64
Figure:4.1-Gender of Respondent
………………………………………………………………………………… 64
Q2.Age Group of the Respondents ………………………………………………………………………………. 65
Figure 4.2-Age of Respondent
…………………………………………………………………………………….. 65
Q3.How long you have been working away from India in Ireland?
………………………………….. 66
Figure 4.3-Duration in Ireland …………………………………………………………………………………….. 66
Q4. What are the factors about India that were not desirable for you? ……………………………… 67
Figure 4.4-Push Factors ……………………………………………………………………………………………… 67
Q5. What are the factors which made you choose Ireland as a place to work in ?
………………. 68
Q6.Which work environmental factors of Ireland if implemented in India would drive you
back to India ?
………………………………………………………………………………………………………….. 69
Figure 4.6-Stay Factors
………………………………………………………………………………………………. 69
Q7. “I would be happy to go back to India if same conditions of Ireland is replicated because”
………………………………………………………………………………………………………………………………… 71
Figure 4.7-Stick factors
………………………………………………………………………………………………. 71
4.4 Correlation between the Factors ………………………………………………………………………………… 72
Non Parametric Correlation ………………………………………………………………………………………… 72
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4.5 Results and Discussion ………………………………………………………………………………………… 73
4.6 Qualitative data and Discussion
…………………………………………………………………………….. 74
4.7 Summary …………………………………………………………………………………………………………….. 75
Chapter 5: Conclusion and Recommendation
……………………………………………………………………. 76
5.1 Linking objectives with the findings……………………………………………………………………….. 76
5.1.1 Calculating the number of nurses that have migrated from one place to another during
2005 to 2015 …………………………………………………………………………………………………………….. 76
5.1.2 Identifying the ways of their relocation ………………………………………………………………… 76
5.1.3 Identifying the factors have led to their migration and the reasons why other nurses have
still continued their service in India
……………………………………………………………………………… 77
5.1.4 The facilities those are available in Ireland that attracts nurses for migration from India
to Ireland. …………………………………………………………………………………………………………………. 77
5.1.5 Understanding and Analyzing the affects of migration of the skilled nurses in India
….. 78
5.1.6 Identifying the policies and strategies that influence the retention or deployment of
Indian nurses. ……………………………………………………………………………………………………………. 78
5.1.7 Identification of the continuing methodologies to ease the negative impacts of migration
………………………………………………………………………………………………………………………………… 79
5.1.8 Recommendation of the strategies and the policies to decrease the level of migration of
skilled health experts………………………………………………………………………………………………….. 79
Chapter 6
……………………………………………………………………………………………………………………… 83
6. 1 Self Reflection on own Learning and Performance
………………………………………………….. 83
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6.2. Reflection on Learning MBA ……………………………………………………………………………….. 84
6.3 Challenges
………………………………………………………………………………………………………………. 86
6.4. Why to do a MBA ? ………………………………………………………………………………………………… 87
6.5. Skills developed from MBA …………………………………………………………………………………….. 88
6.5.1 Time administration Skills
………………………………………………………………………………….. 88
6.5.2 Critical assessment Skill ……………………………………………………………………………………. 88
6.5.3 Research and Investigative Skills ………………………………………………………………………… 89
6.5.4 Diversity and Teamwork aptitudes ………………………………………………………………………. 89
6.6 Conclusion …………………………………………………………………………………………………………. 89
References
……………………………………………………………………………………………………………………. 92
Appendix
……………………………………………………………………………………………………………………. 101
Fig 1:Questionnaire Link shared in Social Media ……………………………………………………………. 104
Fig 2:Survey Responses
……………………………………………………………………………………………….. 104
Fig 3:SPSS Output ………………………………………………………………………………………………………. 105
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Chapter 1: Introduction 1
1.1. Executive Summary
The research contains a detailed discussion about the pull and push factors influencing
the migration of the Indian nurses to Ireland. The migration trends and patterns are also studied
and the reason behind the migration is also analyzed. Additionally, the research study also
contains the implications of such migration of the health care expert and the recommendations
are provided to control the migration of the health care expert. These establishments can add to
the improvement of the human resource approaches and the methods of reinforcement to control
the healthcare systems. It is therefore, hoped that this research will help in the generation of the
interest so that people take deep interest in understanding the reason of migration of the nurses
from India to Ireland. This research study contains a useful insight and details that can help the
lawmakers and the policymakers in planning ahead of the strategies and policies. The research
also helped in the analysis of the reasons that leads to the migration of nurses outside India.
1.2. Introduction
Globally there was a shortage of skilled workers; especially nurses. The number of nurses
that are trained for being a part of the labor market often fall short and it is because of this reason
why there is a need for employing skilled persons in Ireland (Bach 2016).The developing issue
that most of the developing nations face is with regards to the mass migration of the people who
are experts in health who go to the developed nation for their employment (Skeggs 2015). The
replacement of work force is defined as, the international movement of workers from one
employment base to another employment base (Bach 2016). The relocation crosses within the
national and international boundaries. The reason behind such migration is to face changes in
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their work environment. The factors that contribute to the change of work of nurses are as
follows: concerns of individual and absence of chances for professional growth (Timmons 2014).
Other factors may include the low income rate, bad working conditions and too much pressure at
the time of working (Skeggs 2015). These variables have induced the nurses to shift their
workplace from one country to another country altogether (Bach 2016). Of all the most
significant grievances that health care experts hold is relating to low compensation rate and
overpowering of the workload (Skeggs 2015). Despite that the income rates were revised as per
the sixth pay Commission in the year 2008. The pay rates and the stipends are however, still
lower than most of them offered in India. This creates an impression that most of the nurses
preferring migrating to other countries than just staying in India (Timmons 2014).
Other economical factors are also referred to other than the organizational
variables. It is the aim of this research study to instigate an idea of further research study to
understand the reason why the migration takes place (Bach 2016). The research shall also
understand the critical impacts of the migration of the nurses and with the help of the
methodologies in this research study; we shall also identify the capacity and at the same time
diminish the flow of the experts from health sector of India (Timmons 2014).
In Ireland there is an increasing demand for the skilled nurses since the early 2000. It is
because of this reason ‘why Ireland has focused on attracting nurses who have skilled value and
look at ways for attracting the nurses’ (Skeggs 2015). The introduction of the green card
facilities help in attracting more and more highly skilled workers to Ireland. Such measures have
been a controversial issue over the past years in Ireland (Timmons 2014). The green card
facilities allow only those workers to work who are considered as professionals as per the ICT
norms having technologist and engineers. The nurses who are eligible for such occupations may
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make an application to the experts group who after proper scrutiny of their skills may issue green
card to the nurses for their employment course. It was initially decided that the green card
holders should include those people who stay far away or have a long distance to overcome.
However, it was seen that those who do not stay at a very distance were also getting access to the
green card facilities (Timmons 2014). The reason behind this was that Ireland wanted all kind of
skilled persons in their region. When a person is employed in Ireland as a worker then he or she
is subject to any kind of facility that shall be part of Ireland. Nurses are inclined towards making
their life better and it is because of this reason they have decided to migrate to Ireland from India
(Bach 2016). The nurses spent a huge amount of money in their education however, they fail to
get proper job satisfaction in their course of time and this becomes the main reason why they opt
to migrate from one region to another region (Skeggs 2015). This however, creates a shortage of
nurses in India, but the Government of India has still not understood that the skilled nurses are
leaving their own nation serving elsewhere (Timmons 2014). The Government should take
appropriate steps for the improvement of the working conditions of the nurses. It is evident that
Ireland shall be the next country in reaching the levels of employing immigrant skilled staff. The
rapid increase of nurses from India to Ireland is soon to create a big history. The working
conditions in Ireland are well enough that it is bound to attract many people there and this is the
main reason why people want to opt for Ireland as part of their daily job employment (George
2016).
Many nurses have reported that, “Low salary is a huge issue in India(Timmons 2014).
Most of the nurses who leave India, especially those from Kerala, say they have to work abroad
to earn their dowry.” As per the report of one of the nurses in India, “They tell me that they come
from middle and lower middle class families and dowry is present in their communities due to
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which they have to earn more money.” It because of lack of respect and negative attitude towards
them they chose to stay abroad instead of staying in India (George 2016). Apart from the
prevalent economic factors and bad working conditions the social attitudes that people have
towards nurses have also influenced migration .The infrastructural condition of nurses in India
make the migration of nurses possible all across the nation. The fact that Ireland offers a more
relaxed work environment creates a scope of the migration of workers (George 2016).
1.3. Background
The craving to establish more professionally and personally is referred to as the global
movement of health experts across the nation. The aim of this research study is to identify the
factors that motivate the nurses for migration. The factors that motivate the nurses for migration
are economic, political and general living conditions of the health experts in all the nations
(Skeggs 2015). The conveyance of healthcare labor is very intensive. The proficiency, quality
and value of administrations are all subject to the availability of capable nurses whenever
required. Restructuring of health sectors is in progress and in many nations the privatization and
centralization of such conventional patterns of work and managing the health sector and
financing system of the nations wherein the migration takes place (George 2016). The migration
shifts from one place to another nation, from public sector to private sector and it ranges from
one speculation zone to another speculation zone. This however, helps in the interconnection of
nations and ensures that there is cross border transactions of trade and services (Kurien 2014).
Nurses from developing nations mostly started migrating because of variety of reasons like
advanced training and perpetual travelling. Nurses are interested in having better lives for
themselves and for their families. Nurses in India fail to enjoy the work they are into and that is
why they seek for a job change outside India. In India, particularly, the nurses are not given
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respect and value and when it comes to their work they are often avoided and treated as servants
of their patients. The Indian people fail to understand the importance of nurses and that is why
there is a shortage of good nurses in India. There are many factors that help in the determination
of job satisfaction and comfort level (George 2016). Ireland for this reason is considered as one
of the best places for the nurses to work. It offers great opportunity to people and help in
increased job satisfaction levels. The climate, culture and the friendly nature of people makes
Ireland a comfortable place to work at. The health sector in Ireland is at constant boom (Kurien
2014). The skilled people at the health sector have the tendency of migrating to Ireland only
because there is enough to exploit and create such a scenario that helps in the growth of people in
that sector (Skeggs 2015). Every year many vacancies are open at Ireland for many employers to
employee people who are skilled at the field of nursing or otherwise. The Irish people are proud
of the fact that so many people come to Ireland every year and that Ireland is considered as one
of the best places to work at. The formation of the Green Card has enabled the employers to
work at Ireland. The significant feature of the Green Card has helped in the employment of skills
in Ireland. To obtain the green card work permit, a person should be employed in Ireland for a
salary more than 30000 pounds, this includes the nurses and other skilled people in the field of
health. If the employee continues to stay in Ireland for the period of 5 more years then he or she
may then apply for a long term visa application. Once this is granted he or she shall be
considered as an Irish citizen (Kurien 2014).
1.4. Rationale of the Research
The reports of many Indian health sectors have reported that many Indian nurses are not
contented with their present scenario of working. The most common factors that has caused
discontent amongst them is late payment of salaries, deferred promotions and lack of growth or
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recognition and the failure to achieve the basic comforts of life. Hence, this is why many of the
health care experts chose to move out from their comfort zone of work. The health care experts
look for a more financial and more intrinsic organization that they may choose to work in. There
is an emerging concern in the locale so that the effects of the brain drain can be understood.
There is a need for the creation of the approaches and methodologies that will help them in
retaining their health expert staff in their region. However, the issues of the return and
maintenance of heath expert staff are not well explained and understood and require a detailed
study. This is an area of concern that most of the countries need to focus on (Kurien 2014).
1.5. Research Questions
1) What are the push and pull factors affecting the migration of nurses from India to
Ireland?
1.5.1. Sub questions
a) What is the extent of the migration of gifted skilled nurses? What are the patterns and
trends of this relocation?
b) Why do nurses from India choose to relocate, to stay, or to come back to their homecountry?
c) What are the impacts and/or outcomes of migration?
d) What are the economic consequences of migration?
e) What policies and strategies to be implemented to hold, or to moderate the impacts of
Migration?
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1.6. Problem Statement
The proposed research examines the reasons and the recommendations that is to be
conducted to understand the reason of migration of the nurses and the ways to control their
migration. The recent problem in the area of nursing in India is related to the migration of the
nurses from India to abroad.
1.7. Rationale of the Study
In this research, the researcher will conduct an in depth research of the reasons that have
led to the migration of nurses abroad India. This study will focus on the reasons and at the time
also provide recommendations for the control of their migration. This shall amount to the
rationale of the research study.
1.8. Significance of the Study
This study will help the policy makers in identifying the reasons why the migration of
nurses take place. The research will also help them in comprehending ways and the possible
implications of such marketing concerning the deployment of the heath skilled nurses. This will
help in the retention of the nurses in their home country.
1.9. Research Hypothesis
The research was conducted in the light of the following assumptions:
The poor economic conditions of the nurses have affected their job security
Unfavorable healthcare sector changes and affects the organizational feature and the
conduct of the skilled health care experts.
Strong support from accomplices for the healthcare system enhances the association and
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thus reduce the propensity of skilled nurses to migrate.
Unfavorable socio cultural factors and other financial components and organizational
influences improve the chances of the nurses to migrate.
A good quality training programs help in the retention of the nurses back in their home
country.
Negative relationships between the service provider and the service receiver push the
nurses out from their home place.
1.10. Research Aim and Objectives:
The aim of this research study is to identify the pull and push factors that force the
migration of the nurses from India to Ireland. The aim of this research is to understand and
analyze the consequences thereafter on the health care setting and make appropriate
recommendations and the ways how nurses can be retained in their countries. The following are
the main aim of this study:
Calculate the number of nurses that have migrated from one place to another
Identify the ways of their relocation
Identify the factors have led to their migration and the reasons why other nurses have
still continued their service in India
The facilities those are available in Ireland that attracts nurses for migration from
India to Ireland.
Understand and analyze the affects off migration of the skilled nurses in India
Identify the policies and strategies that influence the retention or deployment of
Indian nurses.
Identification of the continuing methodologies to ease the negative impacts of
migration
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Recommendation of the strategies and the policies to decrease the level of migration
of skilled health experts
1.11. Research Structure
Figure 1: Research Structure
(Source: Created by author)
1.11.1Introduction:
This chapter provides a brief introduction of the selected topic that shall be researched
on. This chapter contains the questions, background, aims, objectives, significance and
rationale of the study.
1.11.2 Literature Review:
This chapter shall discuss the studies and relevant theories including the models and
concepts related to the topic chosen for research.
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1.11.3 Research Methodology:
This chapter shall contain the data collection process, sample size and research
philosophy of the researched topic.
1.11.4 Analysis and Interpretation:
This chapter shall discuss the results that were conducted on the sample size and
interpretation of the results shall be discussed accordingly. The researcher will then explain
the data collected and explain them accordingly.
1.11.5 Recommendation and Conclusion:
This is the final chapter that shall show the relation between the theories and the research
objectives and the approaches that were taken in the literature review with the help of the
collected data. The researcher at the end of the research shall provide the recommendations
that shall help in the retention of the nurses in India.
1.12. Summary
The first chapter of this research study shall give a brief introduction about the topic on
which the research is conducted. The researcher shall perform a research methodology by the
use of research objectives and aims. Finally, the researcher shall provide a set of
recommendations that shall be applied to the problem identified.
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Chapter 2: Literature Review
2.1. Introduction
The international mobility of nurses has grown significantly in late decades because of
globalization and supply-demand flow. There is a growing demand for skilled nurses across the
developed countries due to ageing population, the increased prevalence of chronic diseases,
shortages of doctors, nurses and pharmacists. (Gostin, 2008:1828). Developed nations has came
up with many strategies and solutions for this shortage .These incorporate eliminating the
staffing necessities of clinics from one perspective and training and retention of local nurses ,
upgrading productivity by increasing and utilizing the skills of existing nurses etc. Recruitment
of migrant nurses was an imperative technique to address deficiencies. Progressively, in any
case, it is seen with worry by some developed countries and confined, in this light, as a short
term solution. Indian nurses search for abroad open doors on account of the absence of chances
for expert professional development and skill development at home and in light of poor working
conditions and low quality training. They also aspire to work and live abroad. Plus, relocation
additionally relies on portability of skills, acknowledgment of capabilities, recognition of
qualifications, social networks and active recruitment(Dussault et al, 2009: 22).
This particular section reveals the issues concerning migration of Indian Nurses to Ireland. It is
important to consider the fact that Globalization characterizes as the interconnectivity between
nations (Zachs 2012). This particular aspect ensures cross-border nations in case of trade,
services as well as cash and individuals for the same. It expands ways for creating openness
through nations in streams as well as improved universal principles in managing with cross-
border flows. Nurses from developing nations mostly started migrating because of variety of
reasons like advanced training and perpetual travelling (Ygnace, Al-Deek and Lavallée 2012).
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Nurses are interested in getting better life for themselves as well as for their families in an
overall manner. Migration besides the benefits,further burdens activities on home nations for
facing compounding nursing shortages in an overall manner. As a result, it is essential in
understanding nursing workforce for solving the conveyance issues that is considered as
imperative in nature. The primary aim is to guarantee the ways for compelling asset
improvement in case of educating nurses in and around the globe in the near future (Ygnace, Al-
Deek and Lavallée 2012). It checks ways for appropriation of ways inside nations in way of
crosswise in and across countries border along with the aim of impacting ways and approaches
for identification of social, political as well as financial and human resources frameworks. With
respect to the current context, one thing which should mentioned is that this particular aspect
outlines a positive feedback that influences nursing activities in an adverse ways. So, as a result,
it is important to understand the fact that nursing shortages considers as the HR crisis in case of
health care systems in the near future (White 2012).
This study clearly mentions about the issue pertaining to nurse migration to developing
countries. Each individual are liable in taking decisions for their own good. If they migrate for
better living conditions as well as pay structure, these people should be encouraged. It is
necessary to understand the fact that living in poor working condition will spoil the future of
fresh nursing aspirants in any forms.
2.2. Motivating Factors for Migration
Many researchers suggest that migration of Indian nurses to Ireland is mainly for individual
reasons or systematic(Walten-Roberts, 2010: 208).Among most of the developed countries
North America (the USA and Canada), the UK, Ireland and Australia are figured as vital and
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favored destinations of Indian nurses. in the event of vast shortage of nurses, migration has
started in a very large extent worldwide since the 1990s.
Probably the most regularly referred explanations behind migration from nations of low pay,
which makes it difficult to bear the cost of the essential necessities of life; absence of training
and higher education; pay rates that are not practical regarding the dangers and measure of work;
absence of social and/or retirement advantages; absence of modern facilities; and an unsuitable
or shaky political environment(Bundred and Levitt, 2000).
Another factor which should be highlighted is that young professionals for deciding relocation
because of the absence of chances in professional development (SAVASDISARA 2012).
Important aspects which are concerned in particular domain are skill development,
organizational perspectives as well as low pay rates and poor working conditions.Other elements
in pushing nurses for outside nation like poor pay, dangerous workplace as well as political
flimsiness for nation origin in the near future. It includes variable like ‘pull in medical attendants
especially from outside nations like high pay rates, better working conditions as well as vocation
improvement in an overall manner’ (Roy 2012).
The International Council of Nurses (ICN) states that keeping in mind counteract migration, it is
basic to comprehend the examples, basic causes and the long haul results of relocation on health
care. The pattern of movement is from provincial to urban, lower pay regions to the more well-
off, and from developed to developing nations. On account of nurses, the primary driver of
movement (‘push’ components) stem from the longing for more professional improvement
opportunities, the requirement for greater wage compensation and the issue of individual
wellbeing despite political changes. (ICN, 2001).
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MIGRATION OF INDIAN NURSES TO IRELAND
On critical analysis, it is noticed that various scholars analyses migration for different purposes
(Polakoff and Lindio-McGovern 2011). Sociologists emphasizes social as well as cultural
consequence in case of migration in the most appropriate way. Most of the geographers lay on
stressing ways on time as well as distance significance especially on migration. It emphasizes
economists in undertaking economic aspects of migration in the near future (Oonk 2012). The
main objective of the study is to examine in the socio-economic as well as characteristics among
the migrants. It finds out the significant push as well as pulls factors in case of migration to
developing countries in an overall manner.It is important to consider various factors of migration
as these various factors help in motivating people by classifying into various categories under
study. It includes economic factors that indicate that migration primarily gets motivated by
economic factors in an overall manner (Nasta 2013). As far as developing countries are
concerned, it deals with low income as well as unemployment for pushing the migrants in way of
developed areas.
2.3. Push and pull factors affecting the migration of nurses from India to Ireland
There are certain pull and push factors which affects the relocation of the nurses from
India to Ireland. Low salary is the major push factor in the source country, like India. Due to
poor working conditions and lack of facilities, the nurses migrate to the developed countries like
Ireland. In an overall manner, in nursing profession, it lacks respects back in India. Heavy
workload is one of another reasons behind this relocation. The other factors responsible for
migration, are poor infrastructure, lack of facilities in an advanced manner. Non-adherence of the
rules, policies and protocols also go under push factors The element of poor quality of education
and lack of enough opportunities in case of professional growth in restrictive system is also
considered to be important (Monroe 2012).
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MIGRATION OF INDIAN NURSES TO IRELAND
Another thing which should be mentioned with respect to the current context is the
involvement of heavy workload for the nursing profession that makes them migrate in
destination countries like Ireland (Nash 2012).
Attractive salary packages in the foreign countries, like, Ireland, play the role of pull
factors. Modern facilities alum with better opportunities will be provided here. This will help in
career progression as well. Adhering to the system or to the protocol will help to do so. The
nurses will also be treated with respect, which is missing in the base country (Lindio-McGovern
2014). There, the best opportunities come along with less work pressure. The personal skill
development as well as professional growth will also be indulged here. It also gives the chance to
work with better technology. The pull factors also includes,good life styles along with better
future.
Aside from economic factors, disappointment with working conditions and despondency
with common social attitudes towards medical caretakers were recognized as being of
significant significance for the global relocation of Indian nurses. It was observed that nurses
working in the private division and from some linguistic and religious groups were especially
inclined to movement. The way that they delighted in better pay scales, a more casual work air
and more offices may have likewise had impact here. (Thomas 2006)
The worldwide nursing shortage is not the sole deciding element for why nurses enter
the migration process and the hidden reasons are muddled. Nurses are pushed by their nations of
origin and pulled by beneficiary nations to move. The availability of jobs, open doors for expert
or professional success, self-improvement, acknowledgment of expert skill, an expert workplace,
delicate business approaches, stable socio-political situations, personal satisfaction, appealing
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MIGRATION OF INDIAN NURSES TO IRELAND
pay rates, and social and retirement advantages speak to a few of the force figures that pull in
nurses to the recipient nations. The accompanying push components in the source nation add to
nurses migration: low wages, constrained profession opportunities, restricted training
opportunities, absence of facilities, insecure and/or unsafe working conditions, absence of social
and/or retirement advantages, an unsuitable or precarious political environment and the
pervasiveness of HIV/AIDS. It is a mix of both the push and pull factors that contribute to the
nurses migration worldwide
Stick Factors includes family responsibilities as well as ties in case of sources country
like India in the present study. High cost of immigration process as well as lack of information of
the destination country also is a major factor. Familiarization of ways in regard with immigration
process for the same and involves in socio-cultural as well as language differences in the near
future (Medica 2012).
Stay Factors involves in good income by the destination country like Ireland in the
present study, which includes work satisfaction as well as flexible systems for conducive in
migrants like migrant-friendly policies in an overall manner (Li 2014). It enhances in viewing at
the dignity in case of nursing profession. The factor takes care of marriages as well as families in
accordance with proper course of action and ensures better working conditions as well as quality
of life for the same (Hemianaxephippiger 2013).
