Factors Contributing At The Behavioral Health Sector Of Public Service

I will Use secondary research to give me a wider understanding and hopefully trends within the subject, staff turnover is an ongoing issue for most if not all organisations so there should be readily available information available for me to use in my study.

The annual turnover rate among health care employees is startling. Some turnover is unavoidable: people get married, move away, go back to school or retire. However, other types of turnover are preventable. According to the Human Resource Management Association, 20.4 percent of health care employees (one in five) quit their jobs every year. The number easily exceeds the

By discovering the reasons as to why employees leave the organisation, strategies for organisations to increase retention can then be identified (Mowday 1984).

Before we can examine the consequences of high nurse turnover, we must examine the reasons nurses choose to leave their employer and look elsewhere for work.

2. Use information provided in the case to determine if the turnover is functional or

A significant amount of individuals experience job insecurity and are not satisfied with the job markets. Jobs in healthcare have taken a negative turn and seems to be dramatically downsizing. During the early to mid 1990s, the health care sector in several countries engaged in restructuring and downsizing to contain costs (Burke & Singh, 2016). Currently, health care is the largest budget item in almost all countries and is projected to increase as the population ages (Burke & Singh, 2016). Hospitals are the target for cost reductions which results in many employees out of a job. Burke and Singh (2016) state that health care restructuring and downsizing produce challenges such as job insecurity, low job satisfaction, higher levels of burnout,

Well-functioning organizations usually have quality employees who work hard to accomplish the organizations mission statement and goals. However, organizations on occasions face issues as for retaining these employees, subsequently failing to fill these positions and fulfilling their organizational goals. Due to the importance of retention, organizations may hire industrial/organizational psychologists to resolve retention issues in order to remain competitive in their field. At JC’s Casino, improving retention is an issue not only for the owner but also for the employees as well as the patrons that frequent the casino. The pay is reasonable but employees are still unhappy and resorting to leaving the organization.

The Behavioral Health Division is a county operated program that is contracted with several community agencies to provide short term and long term treatment for the emotional and mental-ly challenged residents of Milwaukee County. As revealed by intensive research the mental health system in Milwaukee County needs to be reformed. The current system is a direct result of state laws drafted by public defenders in the mid-1970, which ultimately has lead today’s cri-sis.

Back to the “Brier” we go healthy, wealthy, wise and you’ll know. Fairfield is the epitome of health. They have many doctors and even places like DHEC. We are wealthy in history that goes as far back as the Civil War. We have many wise people such as students and elders who have extensive historical knowledge. Fairfield is and has all of these things and much much more.

P & Barnwell, N. 2006). In an investigation conducted by two Australian researchers, Peter Dawkins & Craig Littler, about the consequences of downsizing, concluded that as the organisation undergoes elimination of staff, the probability of losing honed staff and knowledge is unavoidable. Further, it may lead to unqualified staff and tyros to get promoted, which is certainly vile for the welfare of organisation (Robbins, S.P. & Barnwell, N. 2006). In relation to healthcare system, healthcare organisations require skill and honed individual day-in and day-out for the sterling progress of the organisation and deliver standard and prompt service to the patients. Curtail of such health workforce from the organisation unquestionably creates an obstacle in the services and productivity of the organisation which certainly tarnish the culture and the value it embodies.

The employee turnover in health care industry is very high. In fact in some of the US states, it is double the national average of 15.6%. The statistics related to employee turnover rate are highly alarming and are growing even worse day by day. While on the one hands it would appear that the chief reason behind this phenomenon is the relatively short supply of talented individuals or workers(Jones, 2000). But over time research has identified another important factor behind this phenomenon which is the mismanagement of human resources in health care sector. Limited talent supply coupled with poor human resource management have led to compounding the problem. Due to poor health care workforce management the turnover rate in this sector has remained high. An aging talent pool which is not being replaced at the rate it is depleting has compounded the problems being faced by the health care industry.

The authors of this article give the misconceptions of employee turnover by systematically breaking down myths that organizations tend to believe cause employees to leave the workplace. The misconceptions are replaced with evidence based strategies that show the underlying factors beyond pay compensation that drive turnover in addition the employee morale. One of the meta-analytical relationships that

Employee retention has always been an important focus for human resource managers. Once a company has invested time and money to recruit and train a good employee, it is in their own best interest to retain that employee, to further develop and motivate him so that he continues to provide value to the organization. But, employers must also recognize and tend to what is in the best interest of their employees, if they intend to keep them. When a company overlooks the needs of its employees and focuses only on the needs of the organization, turnover often results. Excessive turnover in an organization is a prime indicator that something is not right in the employee environment. We will look at

The author currently consults in employee relations, organization change, and development. His clients include both private and public sector organizations.

Employee retention has always been an important focus for human resource managers. Once a company has invested time and money to recruit and train a good employee, it is in their own best interest to retain that employee, to further develop and motivate him so that he continues to provide value to the organization. But, employers must also recognize and tend to what is in the best interest of their employees, if they intend to keep them. When a company overlooks the needs of its employees and focuses only on the needs of the organization, turnover often results. Excessive turnover in an organization is a prime indicator that something is not right in the employee environment. We will look at