Motivating Employees At A Hospital Essay

Over the last decades both public and private hospitals have been experiencing severe financial situations (Everhart, Neff, Al-Amin, Nogle, & Weech-Maldonado, 2013). The financial shortage is associated with delay or even lack of governmental sponsorship and competition from their rivals. Enacting the policy will mount financial pressure on these hospitals that are on cost-cutting strategies. The salaries and wages of nurses are dominating the costs of operation in the hospitals and therefore adding more staff to correct the understaffing will be like creating another problem (Goddard, 2003). Contrary, Empirical studies prove that adequate nurse staffing produces better outcomes for both the staffs and the patients (Donaldson & Shapiro, 2010). These do not mean that the financial performance of the health centers will be at stake. Quality is associated with profitability. Understaffing leads to increased workloads, fatigue and job dissatisfaction. These situations that can be corrected on the implementation of proper staffing policies (Everhart, Neff, Al-Amin, Nogle, & Weech-Maldonado, 2013). The policy aims at offering quality service, reasonable patient-doctor ratios, reducing high mortality rates, improving the health of patients through proper examination and disease diagnosis among other

The healthcare sector is one where all key players should strive to ensure that they do not commit any errors in their operations; because it mostly involves the decision of life and death to a human being. Hospitals, therefore, have to ensure that they work towards ensuring that their patients feel satisfied with the service that they receive upon visiting the hospital. Hospitals remain assured to improve their satisfaction scores by creating a conducive working environment that allows their employees to undergo career growth. They also align their behavior and set their minds towards the achieving the hospital’s goals and objectives. Hospital management needs to communicate with their staff and put into place measures that give priority to meeting of all the patients’ needs; so that they can successfully attain and maintain a respectable satisfaction

According to my literature review, the workplace of many hospitals can be physical and emotionally demanding due to cutting staff and other resources to meet the budget (Mensik & Nickitas, 2015). Disparities in nurse satisfaction can impact turnover and generally the hospital profitability. Nurses who are satisfied are more likely to remain with their current employer which would reduce the costs of training and hiring new nurses (Everhart, Neff, Al-Amin, Nogle, & Weech-Maldonado, 2013). When it comes to the budget, looking at the overall picture regarding staffing is needed. Recruitment is needed and is an integral part of staffing. Hospitals have a large budget to recruit, whether those funds are used for marketing at various nursing schools, internship programs, scholarship programs, sign on bonuses, or even offering a bonus to staff for bringing in new employees, the amount of money spent can be

Staffing needs affect the nursing department’s budget, staff productivity, the quality of care provided to patients and even the retention of nurses (Jooste, 2013). The nurse manager has to explain to the management of the benefits of change in providing adequate staffing all the time. Adequate staffing helps staff retention. Staff retention saves a lot of money in terms of orienting new people to the unit. Safe staffing always helps in the reduction of falls, infection rates, pressure ulcers, decrease hospital stays and death. Flexible and creative scheduling is essential for retaining staff and promoting a positive work climate (Grohar-Murray & Langan, 2011). Adequate staffing with good staffing ratio will help nurses to concentrate on their patient care which may help in a reduction in medical errors and lawsuits to the hospital.

Motivation in the workplace is very crucial for businesses and people. For most healthcare managers they have a lot of stress on them daily. As manager they provide leadership, guidance, and skills to their employees. Making sure the workplace operates correctly not only for the success as a team but also for the public. There are different ways motivations can affect us in a behavior standpoint. Quoted “Based on psychological and neurobiological theories of core affective experience, we identify a set of direct and indirect paths through which affective

Adequate staff is vital in keeping Patient safe and keep up a positive patient Outcomes

With the increasing injuries and errors in healthcare facilities, strategies must be implemented to combat this the battle of nursing burnout. Many issues in healthcare are a result of overwhelmed employees as a result of increased caseloads and staffing shortages. Many nurses are not able to maintain a healthy work life balance and it’s necessary to resolve these issues if nurses are to provide quality care to the patients. Staffing and schedules must be catered to meet the needs of the unit and at the same time not leave the nurses exhausted and stressed. Vacations could be honored with better use of the float RN’s by using temporary staffing for chronic long term vacancies. Meetings should occur during the shift and not before or after. Incentives need to be given to those employees that engage in healthy activities such as healthy eating and exercise. Employee recognition should be increased and employees need to feel appreciated with things such as athletic event tickets, lunch vouchers, gift cards, etc. Many things can be done that are not costly to the

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

In recent years, the healthcare industry has seen a significant decline in the quality of patient care it provides. This has been the result of reduced staffing levels, overworked nurses, and an extremely high nurse to patient ratio. The importance of nurse staffing in hospital settings is an issue of great controversy. Too much staff results in costs that are too great for the facility to bear, but too little staffing results in patient care that is greatly hindered. Moreover, the shaky economy has led to widespread budget cuts; this, combined with the financial pressures associated with Medicare and private insurance companies have forced facilities to make due with fewer

The approach that fits the author’s personal and professional philosophy of nursing would be that of leadership. Patient satisfaction has a direct correlation with employee satisfaction. While there is an issue of lack of staffing related to current hospital census and patient’s increased needs, the best solution that is available to all facilities is creating a positive environment in which the available staff is motivated to provide the best possible care to all patients. Hiring a team that is willing to work together in a busy, hectic setting is the key to providing quality care. Leaders are able to motivate staff, enhance interpersonal relationships between staff and management, offer incentives for hard work, and provide positive feedback. Staff members who feel appreciated on a regular basis for

The purpose of hospitals is to restore a patient’s health. Individuals who decide to pursue a career in the healthcare field have a desire to help people. When tasked with a responsibility of that magnitude, healthcare workers find themselves burned out and now tackling personal issues for themselves. To no surprise, three out of four nurses surveyed by The American Nursing Association noted the effects of stress and overwork as a top health concern (McHugh et al., 2011). It behooves hospital management to encourage employee enthusiasm. Determining the

Nursing professionals are the principal embodiment amongst the healthcare team, indicating that nursing services play an integral part in the productivity of the clinical environment and predominately determines the satisfaction level of the patients being cared for (Gabi, Kontodimopoulos, & Niakas, 2013). More importantly, lack of productively by healthcare workers care can contribute towards the quality of care services provided if nursing staff are lacking support, poor morale, substandard leadership, and inadequate communication (Gabi, Kontodimopoulos, & Niakas, 2013). Furthermore, how can leadership entice employees in

The articles in this review explored motivational issues faced by health workers and made recommendations to improve health worker motivation. Despite these findings insufficient evidence was found to draw conclusions on how motivational factors affect different cadres of health workers as most studies sampled health workers as a whole and results were not produced outlining how each cadre valued each motivational factor. The expectancy theory puts forth the premise that for each specific task, employees will put forth an amount of effort commensurate with their perceived value of the compensation they will receive. Institute employee development programs, employee recognition programs and a positive, open company culture to tap into the acquired needs theory. Employee recognition programs can boost employees' self-esteem and feelings of achievement. Gauge the intrinsic motivation of your employees to determine whether McGregor's Theory X or Theory Y is more appropriate in your

The culture of an organization, especially one such as a hospital that involves a lot of different people and their values can greatly increase or decrease the chance of the success of an organization. The hospital doctors, nurses, and other health care workers greatly influence the care of the patient either positively or negatively. Policies and procedures govern the internal making of the regulatory aspects of the patient care. Following policies is a must, and usually leads to the safety of the patient (Jasper, Kangasniemi, Turunen, & Vaismoradi, 2013). The culture of the nursing staff in particular can help influence the retention of nurses, and

According to Herzberg, the factors leading to job satisfaction are distinctly different from those that lead to job-dissatisfaction. Therefore, the managers who seek to eliminate factors that create job-dissatisfaction can bring about peace at the workplace but cannot motivate the employees. These factors are termed as hygiene factors comprising administration, supervision, working conditions, salary and wages etc. While absence of hygiene factors will lead to dissatisfaction, mere presence of these factors will not satisfy (i.e. motivate) the employees. In order to motivate the employees, managers must resort to ‘motivators’ (those factors that motivate the employees towards better performance) such as recognition, challenging assignment, responsibility, opportunities for growth and self-fulfillment etc.