Personal And Professional Intrinsic Motivators

According to Suzanne Gordon “ whether young or old, nurses are disillusioned because they believe that health care systems guided by bottom-line concerns simply don’t recognize the specificity of their work” (234). Nursing is more demanding than many other professions or occupations, due to the combination of difficult patients, exhausting schedules and arduous physical work (Gordon 235). It can take a significant emotional toll on many, hence the higher levels of burnout. Job dissatisfaction as a result of increased workloads and unreasonable demands, such as inappropriate nurse staffing levels, was cited as the number one reason that drives many experienced nurses to leave the profession (Sanford 38+). Studies have shown that such working conditions also affected the retention of new graduate nurses by leaving their first hospital jobs within two years of graduating (Sanford 38+).

My two hours clinical of shadowing a manager was at the Washington Adventist University at Intermediate Care Unit (IMCU). The manager who I was shadowing was the unit manager assistance on IMCU units. Mrs. A is task oriented and well informed nevertheless numerous responsibilities facing her every single day. She was an amazing and good mannered woman along with so wide educational background. She manages three different units, which has more than thirty nurses. She completed her education at Washington Adventist University, which makes us share commonplace. The purpose of this paper is to shadow a manager to acquire and distinguish the roles and responsibilities of a nurse manager.

She always worked as a team member anddedicated nurse.This is evidenced by the number of compliments she received each time our patient satisfactionsurvey report was reviewed, as well as the compliments from her patients.

From a social perspective, H.B. 476 may help narrow the widening gap in supply verse demand of professional nurses needed in acute care settings. Nurses experience high levels of burnout, emotional exhaustion, depersonalization, and lack of personal accomplishment when compared to other health care professionals (Khamisa, Peltzer, & Oldenburg, 2013). The authors relate such high levels of burnout in nurses to the emotional strain they encounter from providing direct personal care to sick and dying patients. Consequently, this has a direct impact on job satisfaction and nurse retention. A survey by the American Nurses Association (ANA) found 74% of nurses proclaim acute or chronic effects of stress and overwork

When nurses experience high levels of job satisfaction, they have increased morale and organizational commitment, and are more inclined to stay in the organization and in the profession. Nursing job satisfaction is also important to patients, families, and healthcare practitioners because it's been linked to positive patient outcomes and quality care. Although there's no one definition of nursing job satisfaction, for nurses working in acute care hospital settings, contributing factors include the intrapersonal, such as age, the interpersonal, such as autonomy, and the extrapersonal, such as pay. (Coladonato and Manning

Working with the available staff increases the nurses’ workload and the risk for patients’ negative outcomes. Heavy nursing workload adversely affects patient safety and negatively affects nursing job satisfaction (Carayon & Gurses, 2008, p. 1). Furthermore, a study on the hospital nurse shortage and the California legislation about minimum hospital patient-to-nurse ratios concluded that the nurse staffing levels affect patients’ outcomes detrimentally; for each additional patient per nurse was associated with a 7% increase in the likelihood of dying within 30 days of admission and a 7% increase in the odds of failure-to-rescue. In addition, this study concluded that 23% of the nurses were associated with burnout and a 15% increase in job dissatisfaction (Aiken, Clarke, Sloane, Sochalski, & Silber, 2002, p.

Nursing shortage refers as a difference between supply and demand of registered nurses (RN) and turnover refers to the loss of an employee due to transfer, termination, or resignation (Huber, 2014). Worldwide, Hospitals are experiencing nursing shortage despite of intervention and innovation attempt. Nursing shortages can lead to longer working hours under stressful situation that can result in fatigue, burnout, medical errors, mistake, and job dissatisfaction which can endanger patients’ safety and quality of care (American Nurses Association, 2015). Hospital leaning toward the profit making is also adding up nursing dissatisfaction. Therefore, visionary leader and manager can help to resolve these issues and promote the friendly working environment to reduce the nursing shortage, turnover, dissatisfaction and safety issues. In this paper, the writer explains the necessary steps that manager and leaders need to take to minimize the nursing shortage based on philosophy of nursing, organizational structure along with the writer’s personal approach finding the solution of the problem.

Additionally, the study found that a high patient to nurse ratio resulted in greater emotional exhaustion and greater job dissatisfaction amongst nurses. Each additional patient per nurse was associated with a 23% increase in the likelihood of nurse burnout, and a 15% increase in the likelihood of job dissatisfaction. Moreover, 40% of hospital nurses have burnout levels exceeding the normal level for healthcare workers, and job dissatisfaction among hospital nurses is four times greater than the average for all US workers. 43% of nurses involved in this study that reported job dissatisfaction intended to leave their job within the upcoming year. (Aiken et al.)

When discussing professions that demonstrate the highest form of compassion, the role of the nurse is frequently mentioned. Often, nurses are praised for their hard work, dedication, and ability to understand the needs of others. However, some nurses find it hard to stay compassionate as our healthcare moves in a direction away from quality care, and into a direction that focuses on profit, quick discharge, and accumulating a reputation that does not always support quality. Nurse Job satisfaction is a measure of how a nurse feels about his or her job. It Nurse Job satisfaction encompasses many factors, and these factors are considered while

Learning from life experience and reviewing articles, the impact a manager makes is vast, but to gain a better understanding I had an opportunity to gain insight from the perspective of a nurse manager. L.M. was kind enough to allow me to interview her and learn more about the role of a leader and the responsibilities they must uphold. L.M. is currently the nurse manager of the Pediatric unit, Pediatric Intensive Care Unit (PICU), and interim manager of the Neonatal Intensive Care Unit (NICU). L.M expressed to me going into nursing school that she knew becoming a

Businesses across the world deal with absenteeism and poor productivity in their workforce on a daily basis. In any capacity, nursing is one of the most physically and mentally demanding professions. Due to the physical and mental demands of the job, absenteeism, turnover and burnout rates for nurses are on the rise (Svrakic, 2012). Compassion fatigue is a growing phenomenon throughout all healthcare mediums. Smart, English, James, Wilson, Daratha, Childers and Magera (2014) discovered positive and negative impacts of job satisfaction influences nurse’s ability to deliver quality patient care. Furthermore, healthcare workers that have a good balanced work and home life provide better superior patient care than that of others that

In my current position as the nurse of Coastal Carolina Integrated Medicine, I exercise ownership and compassion to promote patient satisfaction. My prior position as a medical assistant, at Dr. Zukoski’s office, afforded me opportunities to develop and refine my customer service, telephone etiquette, interpersonal, time management, and Microsoft Office skills. These skills enable me to successfully perform clerical duties. I made it a point to gain work experience while in school, thus demonstrating a solid work ethic. My academic courses helped me to acquire a vast knowledge of management skills, as well as healthcare policies and procedures. I am adept at business troubleshooting and problem-solving, along with management related issues

The success of any business depends on the productivity and satisfaction of its employees. Employees need to be motivated to work. Motivation can be defined as the inner force that drives individuals to accomplish personal and organizational goals. Motivation can be either intrinsic or extrinsic. For an individual to be motivated in a work situation there must be a need, which the individual would have to perceive a possibility of satisfying through some reward. Intrinsic motivation stems from motivations that are inherent and arise from performing the task of the job itself, which the individual gets a feeling of either positive or negative motivation as a result of

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.

The relationship between job satisfaction, motivation, and efficiency or productivity is very important in the business industry as well as in personal life. Long term research has found that the single greatest predictor of longevity is work satisfaction. Work is one third to one half of a persons' lifetime, and if frustrated the mental and physical effects are very costly. Job characteristics including skill variety, task identity, and task significance lead to psychological conditions in which in turn leads to increased motivation, performance and job satisfaction. It is important to investigate this area in order to determine how much of an effect does