annotated-Martin_second correction

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Running Head: THE PROBLEM BMAL 887 Page 1 of 7 The Problem Ke’Yarra Martin BMAL 887 Liberty University Online

Running Head: THE PROBLEM BMAL 887 Page 2 of 7 Martin, Ke’Yarra Post-Positivist Leadership Roles in Strategic Decision-Making Section 1: Foundation of the Study This study will focus on indicating that organizations lose billions of dollars annually when one is employed in a role where grievances to help organizations succeed are not effectively addressed. Employee grievances are a critical aspect of every organization, and leaders should be discussing and finding results that address these issues. Employee grievances include a significant number of organizational policies that are sensitive and controversial. Adams emphasizes that conflicts tend to arise due to differences in point of view, ideology, or unhealthy competition that may lead to positive or negative consequences (Adams 2019). Markovich emphasizes that the inability of those in leadership roles to address employee grievances effectively results in low productivity, high turnover rates, and job dissatisfaction (Markovich, 2019). Organizational leaders will focus on the negative effects of employee grievances not being addressed while also providing the underlying reasons why they must address the concerns brought before them and provide solutions. Furthermore, with a high turnover rate, jobs still need to be fulfilled, and nurses feel overworked, stressed out, and dissatisfied. Markovich (2019) mentions that the best way for organizations to lower turnover rates is to provide adequate training, reward employees for a job well done, and create an organizational culture of trust. Kelly mentions that workplace stress for nurses is not an uncommon concern. Although there is no easy, one-size-fits-all solution to recover from burnout, strategies include showing appreciation, encouraging breaks, and honing in on individual motivations that have proven to

Running Head: THE PROBLEM BMAL 887 Page 3 of 7 help people regain control over feelings and begin to find joy and meaning in work again (Kelly et al., 2021). The problem is that leadership and administration must be visible and available to their teams, and they must solicit input from nurses on critical work issues (Kelly et al., 2021). Abood (2020) emphasizes that effective interpersonal communication in personal and professional settings may reduce stress, promote wellness, and improve the overall quality of life. Empathy, collaboration, and relationship-centered communication skills can strengthen healthcare teams and promote a more supportive and positive work environment (Rosen et al., 2018). Abood (2022) mentions that individuals with strong communication skills often make effective leaders. Leadership can trust them to have positive outcomes at work, be a pleasure, maintain relationships with their colleagues, and encourage others while encouraging success (Abood, 2022). Problem Statement The general problem to be addressed is that some organizational leaders do not adequately address employees’ grievances resulting in reduced organizational performance and high turnover rates. Beer (2020) states that the lack of corporate leaders addressing employees’ grievances results in competitive environments and hidden roadblocks that cause the organization to be ineffective and reduce organizational performance, high employee turnover, satisfaction reduction, and limited resources. Aktar mentions that if those in organizational leadership do not address workers’ grievances effectively, employees are discouraged, unassured, and negative, decreasing overall satisfaction and work productivity (Aktar & Alam, 2021). Hooper emphasizes to readers that grievances that are not addressed in time result in inefficiencies in the organization and develop a concern for lower organizational performance. As a result, there is an increase in low morale,

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Running Head: THE PROBLEM BMAL 887 Page 4 of 7 high employee turnover rates, and absenteeism, none of which are good for the organization (Hooper, 2021). When an employee expresses that their grievance is not being addressed, their anxiety may increase, their growth may become inhibited, and they can feel increasingly eager to leave their current position (Griffith, 2023). The specific problem to be addressed is the possible failure of organizational leaders to adequately address employees’ grievances in Kissito Assisted Living in Martinsville, Virginia, United States, resulting in reduced organizational performance and high turnover rates. Purpose Statement The purpose of this flexible single case study design will be to expand the understanding of the reasons behind high employee turnover rates. Also, satisfaction reduction and limited resources within the healthcare industry affect the industry and revenue. The research will determine the factors in the turnover rates of employees in the healthcare industry and see if there is a specific influence on the turnover rates developed by the leadership style or the overall work environment. The bigger issue of employee turnover rates in the healthcare industry is explored through in-depth research of employee turnover rates and its effect on profit and revenue in Kissito Healthcare out of Martinsville, Virginia. Research Questions This research aims to identify the effects of leaders not addressing employee grievances effectively and the strategies that leaders can implement to aid in effectively addressing employee grievances. RQ 1. In what ways does the failure of leaders to adequately address employee grievances affect the performance of an organization?

Running Head: THE PROBLEM BMAL 887 Page 5 of 7 RQ 2. How are turnover rates affected by the failure of leaders to adequately address employee grievances? RQ 3. What are the elements that have caused leaders to be unable to adequately address employee grievances effectively? RQ 4. What effective strategies will persuade those in leadership to adequately address employee grievances?

Running Head: THE PROBLEM BMAL 887 Page 6 of 7 References Abood, Y. (2022, August 22). Why interpersonal communication is important in the workplace. SocialWeaver. https://www.socialweaver.com/blog/why-interpersonal-communication-is- important-in-the-workplace/ Adams, D. (2019, March 6). Positive & negative consequences of conflict in organizations. Small Business - Chron.com. https://smallbusiness.chron.com/positive-negative- consequences-conflict-organizations-10254.html Aktar, S., & Alam, M. (2021). Workers’ Satisfaction with Grievance-Handling Procedure: A Study on the Selected Garment Factories in Bangladesh. DOAJ (DOAJ: Directory of Open Access Journals). https://doaj.org/article/09e37c169eea4b4d94a8687afa54d51f Beer, M. (2020, June 22). 6 reasons your strategy isn't working. Harvard Business Review. Retrieved March 25, 2023, from https://hbr.org/2020/06/6-reasons-your- strategyisntworking Griffith, D. (2023, January 17). Strategies for avoiding employee grievances and discipline. HigherEdJobs. Retrieved April 1, 2023, from https://www.higheredjobs.com/Articles/articleDisplay.cfm?ID=3317&Title=Strategi es+for+Avoiding+Employee+Grievances+and+Discipline Hooper, S. (2023, February 15). Effective ways of reducing and handling employee grievances. Empuls. Retrieved April 1, 2023, from https://blog.empuls.io/employee-grievances/ Kelly LA, Gee PM, Butler RJ. Impact of nurse burnout on organizational and position turnover. Nurs Outlook. 2021 Jan-Feb;69(1):96-102. doi: 10.1016/j.outlook.2020.06.008. Epub 2020 Oct 4. PMID: 33023759; PMCID: PMC7532952. Markovich, M. (2019, February 4). The negative impacts of a high turnover rate. Small Business

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Running Head: THE PROBLEM BMAL 887 Page 7 of 7 - Chron.com. https://smallbusiness.chron.com/negative-impacts-high-turnover-rate- 20269.html Rosen MA, DiazGranados D, Dietz AS, Benishek LE, Thompson D, Pronovost PJ, Weaver SJ. Teamwork in healthcare: Key discoveries enabling safer, high-quality care. Am Psychol. 2018 May-Jun;73(4):433-450. doi: 10.1037/amp0000298. PMID: 29792459; PMCID: PMC6361117.

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