Health Worker Retention

This research work is based on finding out the factors of motivation that can be employed for the NHS foundation staff. The NHS Foundation trust is a semi-autonomous organization within the National Health Service in the United Kingdom. These trusts have a certain degree of independence and work in an autonomous form as related to the Department of Health in the country. As computed in March 2014, there are 147 foundation trusts for NHS operating in the country. The factor of motivation of the employees in the workplace is extremely important for deciding the performance levels of an organization that functions in the healthcare segment. As such, this research is conducted to evaluate the existing motivation levels, strategies and performance within the organization. In addition, the motivation strategies that can be used by the business managers in the organization are considered and their practical application is analysed. The research would be mainly based on secondary research methodology in which data would be gathered from the employee groups working in the NHS foundation Trust. The research report is structured in a methodical and step by step manner. Suitable research aims and objectives are designed followed by a thorough review of the available literatures on the topic of motivation. The literature review would help to provide a base for the development of the research work and for analysing the collected data from a theoretical

Lots of nurses build up a mainstream of the health care profession. Today, several concerns occur in the United States health care profession later the 2010 Affordable Care Act was executed which help to prevent nurses from deliver best care. “These concerns are necessity to be managed to confirm that nurses are good in position to lead variation in advance health and also important that the IOM and RWJF promote their resourcefulness to support making the alteration wanted in the nursing field and report these concerns (Institute of Medicine, n.d).This will also big support to recover the public health and provide that nurses are in suitable position to prime in this modification.

Buchbinder, S., & Shanks, N. (2012). Management and Motivation. In Introduction to Health Care Management 2nd ed (p. 42). Canada: Michael Brown.

Staff retention is a question that many of firms struggle with. As a result to staff turnover, companies have to spend an enormous amount of time, money and energy to recruit the right people for the job. Furthermore, in a profession field like nursing it may take months of training to have an completely efficient employee. Indeed, the medical field has it’s share of nursing job turnover. But, according to the case study, where it is indicated that East Hampshire Medical Services employee turnover rate is at 40% (Borden & Cooper, 2012). This rate would put hampshire well above the normal rate for nursing turnover according to nursing solutions, “ After years of a steady rise, hospital turnover leveled off in 2015. The current national rate

Having worked in healthcare for over a decade in various entities, member appreciation remains a consistent area for improvement. To maintain standards in the current demands of healthcare, organizations are required to focus on patient satisfaction in effort of obtaining reimbursement, future business acquisitions and returned business. However, important to note with the increased focus of patient satisfaction components, it is integral to also appreciate the great deal of man power and maintenance by health care staffers. Focus on staff incentive for maintaining and exceeding organizational requirements remains an area for improvement. Within the subsequent paragraphs this writer will evaluate strategies for the implementation of staff appreciation

More than a quarter of the world’s countries do not have enough health care workers. The world needs 4 million new health workers to address global workforce shortages. The urgency to address the health care worker crisis is a challenge for all high-, middle- and low -income countries alike. Health care worker shortages affect Germany and the USA, just like they affect India or Uganda. Western countries ‘import’ workers from developing countries, because they are also short of trained health workers. Aging populations are exacerbating the problem (Global Health Workforce Alliance, 2013).

A revolutionary leader need to find a way to facilitate the acquisition of new ideas and knowledge by stimulating that aspect of employees that motivates them to attain organizational goals. In our case patients’ safety, employee’s engagement and general satisfaction are some of the hospital goals. In response to the need to find a better and working method on motivation to learn the ARCS Model of motivation was developed with great emphasis on Attention, Relevance, Confidence, and Satisfaction as noted by Loorbach, Peters, Karreman and Steehouder (2015). Although cultivating learners’ motivation to study is seen as the main inspiration behind ARCS model (Keller, 1987), improving workers’ motivation to carry out their duties has benefited from Keller’s motivation

As indicated by the European Union’s 2012 Commission Action Plan for the EU Health Workforce, the health sector faces major challenges, owing to labour shortages, attrition and relatively low pay in some health occupations. While turnover rates differ across health cadres—for instance, nurses are less likely to leave the workforce than medical doctors and other specialized health professionals—the replacement is costly because of the subsequent hiring and required training of new employees. Moreover, high turnover rates have great implications not only for the quality, consistency and stability of services provided to people in need, but also for the working conditions of the remaining staff, e.g. increased workloads, disrupted team cohesion and decreased morale (Steinmetz et al., 2014).

According to this theory, simply eliminating job dissatisfiers is not enough, what truly motivates employees more effectively are job satisfiers. In order to motivate employees, managers should lessen the amount of dissatisfiers and increase the amount of satisfiers (Starling, 2011). Luckily in this case, the privatization of health benefits falls under the dissatisfiers of company policy and administration. Therefore, even though the employees are upset with the decision to privatize, the human resources director can still motivate employees by lessening the other dissatisfiers and by focusing more on increasing the satisfiers for employees such as giving them more recognition and responsibility.

The challenges related to workforce in Health systems are varied as a result of diverse health systems in different countries. However, there are still some global challenges that affect both the developed and developing countries in the world. The purpose of this report is to discuss these challenges encountered by most of health systems and possible approaches to satisfied the health needs now and into the future by using theoretical models and international practical examples.

All across the globe, there are people in need of the care and knowledge that health care professionals provide. Given so, it should come as no surprise that there is a very high demand for health care providers internationally. The recruitment and retention of health care employees is vital to the success and growth of the health care industry. That is why it is so important that health care facilities provide excellent work conditions, as well as competitive wages and reasonable work hours, for their employees.

The key to an organization's success is motivation. Motivation of employees is one of the most important issues facing education today. The need to instill our employees with motivation is becoming more important especially with the shift towards a more socially and culturally responsive workforce. Knowing what motivates employees, how to provide a motivational plan that includes incentives both traditional (money) and nontraditional elements, keeping our focused on the plan and giving them the tools they need to make the plan successful, and what effect will the motivational plan have on the working atmosphere of our organization are all vital topics to tae into

Motivating people that are working under management can be a difficult task at times. Everyone is unique, no people are exactly the same and each person needs something different to become motivated and with that the challenge comes in for the managers, finding the right motivator for the right employee. Knowing and caring about the employees needs will help managers know what type of rewards to offer as a way to motivate their employees. The success of any organization, especially health care organizations solely depends on the skills of managers and how they present the work environment for their employees. When employees are motivated they tend to be more satisfied with their jobs and will stay with the organization much longer as a result of their satisfaction.

In the recent years, there has been viable evidence that shows that other factors in the work environment may also be strong push factors for retention (Burns, Bradley and Weiner, 2012, pg.445). The factors that contribute to forcing workers to leave the public sector include: "workload and staff shortages are contributing to burnout, high absenteeism, stress, depression, low morale, and de-motivation" (Burns, Bradley and Weiner, 2012, pg.445). It is also shown that poor working conditions also contributes to preventing staff morale and motivation and it also contributes directly to recruitment and retention (Burns, Bradley and Weiner, 2012, pg445). According to Burns, Bradley and Weiner (2012),

One of the challenges that have interested me for a long time is how to motivate the people who work for me. Prior to doing my first paper on motivation, I believed that money is what motivates employees and it was the responsibility of the employee to engage themselves in the company, I was incorrect. I learned that there are several theories on what motivates people and all of these theories suggest that money isn’t a prime motivator that creates a happy effective workforce. All of the motivation theories suggest that employee satisfaction is the key to maintaining an effective workforce. There are warning signs an employee’s needs are not being met, they may begin to regress rather than advance in their assigned duties or career advancement which, is a sign they have issues with their position and intervention may be needed. In my readings on motivation when preparing to write the first paper, I read a quote from Jack Welch, CEO of General Electric, who explained that it is the company is responsible to engage the minds of every single employee, the employee is treated as an investment