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Strategies to build up Employee Satisfaction in Healthcare

Motivation and Willpower That Brings Employee Satisfaction in Healthcare

  • Crystal Mullen

ASSIGNMENT: Read the following situations and answer the questions in paragraph format. The solution for each circumstance should be 2 internet pages long. Your final submission should be 4-5 pages long.

Scenario 1: With the continuing concentrate on managed attention, your employees are worried that concentrating on cost cutting will reduce the quality of patient care. As a health services administrator, you are worried about the ongoing dissatisfaction. Develop three strategies that would stimulate and increase employee satisfaction.

Keeping staff determined is a very important part of management in any industry. Furthermore, the high stress dynamics of managed attention means implementing policies and types of procedures regarding work place desire and support which then generates staff satisfaction are very important to hold on to qualified healthcare pros (Cardenas, 2014). Maintaining your healthcare staff involved and motivated can be particularly if the healthcare center is short-staffed or often includes short-term workers or floating nurses. However, even in a work place environment that searches for any means to cut costs, you may still find ways to encourage staff and can help improve performance and morale (Leviticus, 2014).

If I were a health services administrator, one strategy any I would execute is to simply take advantage of my staff's strengths. This would help my staff feel well informed and accomplished, which could then increase my complete team's efficiency. When team members are given to jobs that match their talents, these are then in a position to complete their duties in a shorter period of time. Because they're concluding their required responsibilities sooner, they will then providing personnel with more the perfect time to complete additional assignments. For example, if I were to assign a confused or disoriented patients to a health care professional who thrives on these types of patients, I would be able to raise the patient willingness to cooperate with the health care professional and decrease the need for multiple staff members to be engaged in inconsequential issues (Leviticus, 2014).

Furthermore, easily were a health services administrator researching to motivate my staff, I would make it a spot to require their feedback about health care issues on a regular basis. I would like to encourage dialog about their daily problems with things like work schedules, patient attention, medical center environment, or any other nerve-racking managed care and attention issues they are simply facing. I'd create a variety of options for them to point out their thoughts and ideas in a positive, proactive way, while discouraging unproductive griping, whining and complaining. I'd look for their feedback on the most frequent issues in the manage health care facility that they offer with by holding meetings implementing advice boxes and despite having regular or quarterly research. I would be sure to keep my demands for staff opinions that would create positive solutions, not just negative thoughts, gossip or ideas (Cardenas, 2014).

Also, easily were a health services administrator looking for ways to motivate my staff, I would provide them with opportunities to show as well as experience management in their occupation on a steady basis. I'd also schedule team members with authority tendencies for responsibilities like leading team staff conferences, research information on current medical issues or even mentor someone utilizing their own experience. Finally, however, not exhaustively, I would assign my health care team members to perform small group periods for peer-to-peer learning about such issues as medical procedures, hospital policies, and patient care and attention trends and tasks. Therefore, by creating leadership opportunities, my team can then make their own problem-solving skills. (Cardenas, 2014).

Finally, though certainly not exhaustively, easily were a health services administrator researching to motivate my staff, I would apply policies that would pay back my team for the brilliance they bring to the managed care facility. I believe rewarding achievements in my own personnel helps them staff stay determined and actively involved. I would acknowledge their excellence inside our weekly staff meetings, congratulate them via email or post of these achievement via communal media. Also, I would suggest my team members for professional or clinic awards or perhaps even offer them a fresh title upgrade as a means of showing my team that how much I appreciate their effort. Finally, though definitely not exhaustively I would considered allocating them a perfect parking spot for the team member in the managed attention facility who surpasses expectations each monthly or give surprise credit cards when my team surpasses a specific goal(Leviticus, 2014). Therefore, I believe easily were to implement these measure, my team would be motivated to keep to excel at their post in the managed care and attention facility and be satisfied in their job because they'll know their work concerns and is appreciated.

Scenario 2: Pretend that you will be a fresh nurse manager, you have opted to select the positive discipline approach to controlling employee actions. List the steps in the positive willpower approach and clarify how you'll put it on to the nurses that you supervise.

The positive self-discipline approach is one that presents the role of an discipline as the one which tries to regulate the negative tendencies of employees to make sure they are better workers. It really is a procedure for discipline that uses corrective action in order to create more productivity, better performance and a more effective labor force.

Although severe, negative punishment is effective for producing short term results, this approach will demonstrate futile because negative willpower often generates employee frustration, higher absenteeism rates, low office efficiency and high turnover. Positive willpower however, tries to correct the negative worker action by first counseling the employees of what is expected from them, then supplying an oral warning, and followed by a written alert. Only after those steps are methods such as termination or discharge considered. Here are the step to positive self-control.

Counseling is the first necessary step of the positive self-discipline process. This step would give me the chance to isolate the nurse's action problems so that I can offer him or her possible solutions. When I'm counselling a nurse, my goal is to make employee him or her alert to the facility's procedures, procedures and guidelines. Often, the nurses desire to be a productive member of the facility and simply need a better understand of the guidelines. Then during the counseling I can have a much better understanding of the nurse's point of view so that we can both agree on the ultimate way to stick to the facility's guideline. Therefore, I believe the guidance step may easily solve lots of the problems that occur in a nurse's action.

The second step in positive self-discipline would be an oral warning. This step may also be given during counseling however, it is commonly a lttle bit more confrontational. This is when I would become even more of a manager than a friend and remind my nurse of the action that requires correction.

If nevertheless the nurse's behavior has not been improved by counselling or oral alert, I would then implement the 3rd step of positive self-control which is a written warning. This task requires documentation that correction was presented with but the behavior is unchanged. The written alert is where the nurse and I would write out a plan to correct the challenge such that it would not arise going forward.

If the nurse fails to receive positive self-control through counseling, oral alert, or written alert, I'd then put into action the fourth step in the positive willpower approach which really is a final warning. AS I implement a final warning, I would hold a seminar that would emphasizes to the nurse precisely how important it is that he / she correct his / her inappropriate actions. This is not a step I'd wish to execute because I would have to insist that he or she have a non-paid day off. I recommend to my nurse that he / she utilize this day to choose if his / her actions are well worth correcting in order to remain with the center. While I'd not enjoy implementing this step, I could see how it could be quite effective in demonstrating to my nurse the seriousness of the problem that is established by his / her inappropriate behavior and this it can't be tolerating as of this facility.

Finally, if the nurse won't submit to counselling, react to an oral alert, or a written alert and seem unchanged by a final warning, then and only then would I put into practice the fifth and final part of positive discipline that is certainly to discharge the nurse from his / her responsibilities. As difficult as it could be to discharge a worker it is necessary if I want to maintain the positive characteristics of the facility as a whole.

What I really appreciate about positive willpower is that it encourages problem solving somewhat punishment. Positive self-discipline combines positive confrontation with the nurse with the problem behavior and therefore provides him or her with the chance to be justified. I would then inform her or him of the company policies and techniques. Therefore, I believe positive discipline supplies the most opportunities for permanent employee satisfaction because employees will understand the correction process without being coerced or belittled (Industrial Relations - Naukrihub. com, 2014).

References

Cardenas, H. (2014). Strategies to Motivate Staff Nurses. Retrieved January 12, 2014, from Chron. com: http://smallbusiness. chron. com/strategies-motivate-staff-nurses-15427. html

Industrial Relations - Naukrihub. com. (2014). Positive Discipline Procedure. Retrieved January 12, 2014, from Industrial Relationships - Naukrihub. com: http://industrialrelations. naukrihub. com/positive-discipline-approach. html

Leviticus, J. (2014). Effective Strategies That Bolster Nursing Teams. Retrieved January 12, 2014, from Chron. com: http://smallbusiness. chron. com/tools-techniques-use-team-effective-24079. html

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