The Problem Of Malawi Country

Nurses worldwide are renown for their immense passion to care, and it is certainly not a profession embarked upon without serious consideration and commitment. Nursing in Australia is a highly regulated and regarded profession, offering enriching work environments with the latest technology at hand. In comparison, nursing in a developing country, such as Malawi, is extremely challenging. Malawi’s population of just over fifteen million people is amongst the poorest in the world and has the lowest number of nurses in the South African Developed Community (Maluwa, Andre, Ndebele & Chilemba, 2012). There are many factors compounding the severe nursing shortage in Milawi. The profession suffers from poor remuneration, and has been critically

With the existing trend of shortages in healthcare providers and professionals, the recruitment and retention of this type of staff in a rural area may

Western Health System provided the management staff with good salaries and benefits, but this was not enough to keep them motivated. The managers were looking for recognition, growth opportunities, and additional

The challenges associated with the HRM i.e. human resource management includes the distribution and composition of health care work force. In addition to this, the issues related to the training of the work force are also a challenge for the human resource management. The relocation of the health workers is also a great concern. Moreover, the degree of economic development is also a great challenge that negatively impacts the level of performance shown by a health care organization. These challenges must be addressed properly in order to have an effective health care delivery anywhere in the world.

The most challenging area Mrs. Dukes faces is staffing. For a well- developed health care system, sufficient, highly motivated and skillful employees are essential components (Saleem, 2015). It is important that we remember people are the most important and valuable asset of an organization. Every position is an important position and it takes skillful and effective people to fill those spots. “Staffing is the managerial function concerned with the procurement and maintenance of human resources” (Dunn, 2010). Having the right staff members is key in running an organization. If you hire individuals who are

UNIT1: MANAGING SERVICE DELIVERY IN HEALTH AND SOCIAL CARE (Learning outcome) 1. Develop awareness and skills for effective managers and leaders’ in health and social care sector. 1.1. Analyse the main roles of managers in health and social care sector.

The poor areas have many less doctors than the wealthy spots, even though the rural areas suffer from much harsher diseases on a larger scale. The countries either provide medical training for their own citizens or fund their training from somewhere else, but once the students have the skills to save lives, they move to different places for higher pay. This issue lies not only in South Africa, but in the entire continent. For example, for every Liberian doctor working in Liberia, there are two working abroad. Not only is there a shortage of doctors in general (averaging about 1.15 doctors for every 1,000 people in sub-Saharan Africa) but a shortage of nurses and midwives. Over two-thirds of mothers in Africa have no health professionals to guide them through hardships regarding pregnancy and childbirth, causing Africa alone to be responsible for over one half of the world’s infant and maternal

Healthcare employees expect their employers to provide: Infrastructure, HR practices and support which are linked to improved performance especially in relation to patient care and service innovations. Public service values may be a strong determinant of performance as it relates to patients, moderating potential short-term adverse effects of unmet expectations of the employer.

This report focuses to identify Newlands’ problems in their processes of increasing their effectiveness and professionalism, to adapt to new changes required to maintain its reputation. Higher demand in health care service requires Newlands prompt actions in raising its standards and professionalism among clinical and non-clinical staff. This report revealed that Newlands is currently facing serious problems to overcome changes in health and social care industry: disengaged workforce, lack of performance management and career structure, poor leadership and especially no sign of learning and coaching culture. The report analysed problems in Newlands from the perspective of individuals, functional departments and

The residents of Africa are suffering from preventable, treatable, and fatal diseases everyday at a higher rate compared to developed countries. The healthcare crisis in Africa is the primary cause of all these deaths, and includes inefficient healthcare systems. Consequently, African's inefficient healthcare systems results in poor delivery of care and a shortage of health professionals. The healthcare crisis in Africa is a current issue impacting the lives of many African's who don't have the same access to resources as developed countries such as the United States. These resources can save the lives of many African's dying of preventable and curable disease, and understanding why the African continent has little access to them

Doctors and nurses were motivated by way of higher salaries and profit sharing systems in the form of bonuses compared to other hospitals in the region and reasonable workload leading to sense of belongingness amongst the doctors and nurses leading to low attrition.

We chose the same research topic from the scenario that was given, which was nursing shortage. Using a quantitative approach to study the problem of nursing shortage is feasible; it would involve looking at the nurse to patient ratio and comparing that to the mortality rate of the patients. In order for the patient to receive quality care, it is vital to have an appropriate amount of human resources (Abhicharttibutra, Kunaviktikul, Turale, Wichaiknum, & Srisuphan, 2016, p. 23). Having a shortage in nurse staffing can affect the patient as well as the nurses.

Work related factors can cause many effects within an organization and many times these go unidentified until a problem becomes so evident that it requires a study to find the cause. A study was conducted by Han, K., Trinkoff, A., & Gurses, A (2015). Han, et al (2015) state that “the objective of the study was to examine the relationships of work-related factors (e.g. autonomy, work schedule, supervisory and peer support) to nurses ' job satisfaction and intent to leave their current position” (p. 3224). The problem revolves around low job satisfaction and high turnover among nurses in the health care industry. The study was conducted in order to investigate the work related factors of job satisfaction and the factors surrounding low retention numbers among nurses. The study surveyed 5000 licensed nurses from Illinois and North Carolina in a cross-sectional data analysis. According to Han, et al (2015) “nurses who were dissatisfied with their jobs reported significantly higher psychological demands and lower autonomy than nurses that were satisfied” (p. 3224). Factors that attributed to low job satisfaction were psychological demands, autonomy, long working hours, and lack of supervisor/ peer support. Factors that attributed to intent to leave were job autonomy and lack of peer support. The study concluded that if addressed these factor can be modified to create an environment that would give the nurses a higher level of job satisfaction and

Structural Adjustment Programs were instituted in Kenya in the 1980-81 fiscal year and had disastrous effects on the social development of Kenya resulting in the collapse of social services, namely education and health (Rono 2002: 82-84). Healthcare disparities are rampant across Kenya where fragmented and under staffed facilities are the norm and a physician to patient ratio of 1.69 per 1000 inhabitants falls well below the World Health Organization standard (Green 2013: 1348). The gap left by the weakened and fragmented public sector health services has since been filled by numerous non-governmental organizations (NGO’s) (Pfeiffer 2003: 726). The presence of the private and NGO sectors and lack of funding have hindered the development of strong public systems (Simms et. al. 2007), as healthcare workers are offered better salaries and opportunities to work for the NGOs (Sanders et. al. 2005:756). This has resulted in an overcrowding in the NGO sector and a staffing crisis in the public sector (Sanders et al. 2005:756).

Who, What, Where, When, Why: According to the study ‘What makes staff consider leaving the health service in Malawi?’ (Chimwaza, W., Chipeta, E., Ngwira, A., Kamwendo, F., Taulo, F., et al. (2014). What makes staff consider leaving the health service in malawi? Human Resources for Health, 12(1), 17.), mid-level providers (MLP’s) who perform clinical and diagnostic functions are shifting towards private and other non-health related jobs due to lack of motivation and job satisfaction. Participants of this study provided a range of demotivating factors creating a disabling environment for MLPs to perform their duties properly and pushing these workers to the brink of leaving their jobs. Some of the most commonly mentioned demotivating factors that made MLP’s seriously consider leaving their job included: (a) being treated unfairly or with disrespect, (b) lack of recognition of their efforts, (c) delays and inconsistencies in salary payments, (d) lack of transparent processes related to upgrades and promotions, (e) housing and infrastructure issues related to poor housing for employees, (f) lack of resources, (g) high workload due to existing staff shortages, (h) negative interaction amongst the staff and, (i) occurrence of avoidable patient deaths. These findings also echo with the