...the main concerns I have seen in the hospital setting is staff turnover among the nursing profession. The turnover can ultimately lead to temporary problems like understaffing. Thankfully though, I believe this problem is amendable with proper intervention to facilitate a change toward staff retention. So why is staff turnover a problem in the nursing profession? First and foremost, this is not a unifactoral issue. In fact, staff turnover is the byproduct of multiple job related factors and stressors in the nursing profession. For instance, job-related stress plays a major factor in decreasing one’s job satisfaction. Stress in nursing usually occurs when one perceives that his or her resources are exceeded in a given situation (Esther, et al., 2005). Typical factors that can promote stress in a nurse are high job demands and excessive work hours. With these factors, the nurse may continually feel overworked, while also feeling like they are working “all the time.” Other factors that could cause stress are having little control over your work environment or having limited supportive relationships in the workplace. As we all realize, at least some sense of control and peer support are necessary to promote feelings of job satisfaction (2005). Finally, staff turnover itself can cause stress for the nurse, as he or she may feel overwhelmed by the increasing workload, which is promoted by the decreasing amount of available staff. Furthermore, “burnout” will usually occur after a prolonged...
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...Organizational Theory and Readiness for Change Assignment II: Force Field Analysis Denisha Hightower Morgan State University SOWK 608.185 Professor Sandra Austin The Human Service agency that will be described in this paper will identify the organizational issue, pin point a solution, strategize how to implement the solution and lastly determine how to assess if there was a change in the issue. This paper will also provide an analysis chart on the organization’s Strengths, Weaknesses, Opportunities and Threats (SWOT) and an appendix of both the SWOT analysis and an Organizational chart will be provided. The agency that was selected to be analyzed is a public governmental agency which was established in 1975 to aide families and persons who experience financial hardships and need assistance in obtaining basic necessities such as food and shelter to become self-sufficient. The organization also administers federally funded programs to aid individuals in obtaining medical assistance, financial stability through Family Investment Services and Nutritional needs through a food funding program. The organization further delegates other state programs for homeless people, child and adult protection and investigation, as well as programs extended for women victims of domestic violence. The organization’s mission is to aid and pursue those who are struggling economically, provide preventative services and protect defenseless children and adults. The organization’s governance...
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...Nursing Shortage and Nursing Turnover Nursing shortage is a phenomenon that is affecting nurses and the provision of adequate patient care in today’s health care industry. Nursing shortage is said to occur when the demand for employment of nurses is far greater than the number of nurses willing to be employed at that time (Huber, 2010). According to the American Association of Colleges of Nursing (A.A.C.N.), “the nursing shortage is expected to increase as baby boomers age, and the need for health care increases” (A.A.C.N., 2013, Para 1). In the United States, Registered Nurses (R.N.) make up the largest recorded working population of the health care profession, and the Bureau of Labor Statistics estimates that 2.7 percent of the workforce comprises of nurses compared to 3.6 percent in the last 6 years (A.A.C.N., 2013). This decrease is attributed to the current shortage and high turnover of nurses. This current trend in the nursing profession has a great effect on the provision of health care because it has reduced the quality of care of patients, increased accidents amongst patients, absenteeism rates and staffing among others. The purpose of this paper is to discuss the causes of nurse turnover and shortage, find out ways nurse leaders and managers may resolve this problem, and also to discuss the writer’s own personal and professional philosophy of nursing regarding this issue. Nursing shortage is also evident by the reduction in the availability of new nurses, inadequate...
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...Table of Contents Executive summary.................................................................... 2 Overview of Organisation........................................................... 3 Overview of Collaborative Platform........................................... 3 Knowledge Management Orientation........................................ 4 Analysis of KM and Collaborative Platform................................ 6 Recommendations..................................................................... 8 Conclusion.................................................................................. 8 References.................................................................................. 9 Appendix...................................................................................10 Executive Summary: The report is on oragnisation which is not for profit in market. So, we have chosen Salvation Army as our report topic because it has successfully running in market and it’s very well known as worldwide plus this is based on not profit business. Also, The Army is welfare social association in business world. The given report emphasize on the interviewing of either KT or IT manager to know that person ideal knowledge sharing and transfer platform. the empirical research done it basically begin with the overview of salvation army about history and work giving base idea of this terms outlining the specifications of this tools in business process, proceeding...
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...healthcare services increase every day. This tendency forces some people to reject sufficient medical service because it becomes too expensive for them to afford. The challenges we face are the shortage staffed 400-positions.15% of employees are paid overtime. Staff turnover is at an all time high of 30%. Accounts Receivable are 120 days past due instead of 45 days. Patient Satisfaction is at 65% instead of 80%. Expenses are up 2 million over budget. The first steps we are going to address is the staff turnover is at an all time high at 30%, you should be at 8% To solve the problem with the high staff turnover rate we will implement the following: We will hire the right people for the job. Hire people that have the same values and goals that match that of the organization. Next, Provide career developing opportunities so that they would know that we are interested in their career development. This will help the organizations in a long term. We will develop a career development program or skills training program, or even offer a tuition reimbursement for those who would like a more professional learning environment. When we are hiring for the vacant position, the organizations will make it a habit to always look to promote within if and when...
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...Gordonvale Fitness Center in order to address the current staffing issues and discuss further options into managing workforce planning. The below recommendations are to assist the business in promoting a fair and happy working environment in the hope that the Organisation is seen as an employer of choice to future potential job seekers whilst supplying job satisfaction to its current employee’s. Body Ultimate Fitness and Therapy currently employs on average of 30 individuals of various roles at any given time. The center has a member rate of approx. 1500 members; this number has fluctuated but not increased significantly. After surveying staff members to gain some insight on where the issues may lie, some common comments that where made where; - No-one cares, there is no future in this centre – loads of customers, but not enough staff - We have had no training at all since we have been here - I still haven’t a Position Description given to me - Never had an appraisal meeting – no feedback at all - Wages keep changing, I don’t know how I am paid - Don’t even know what our corporate goals are supposed to be - We don’t have any qualifications to do this work – I would like to do some - Friends are keen to start here, but don’t know how to apply The organization has a work place strategy in place in which they plan to achieve (including increasing the overall profit margin, increasing memberships and supporting community events)...
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...there is a broad pay spectrum for store managers (known as 'team leaders'). Recruitment Costa uses a range of different recruitment methods, including window advertising, coffee mornings and word of mouth. Vacancies for the support centre and wholesale operation are advertised on the company website, and store managers are responsible for their own recruitment. Horn also tries to boost diversity levels by targeting specific markets. It does this by using job centres, but Horn admits the company could better synchronise the programme. "We are working to change our recruitment process and develop our brand in the employment market," she says. Retention Horn estimates that the current level of staff turnover is about 73%, but points out that this has been reduced from a 100% turnover just 18 months ago. "We are dealing with a very transient workforce, with lots of international students," she says. Costa runs a...
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...BA employs about 13,000 cabin crew staff and half of them planning to take industrial actions against the management due to changes of pay structure, travel concessions charges, failure to restore staff travel arrangements, disciplinary action taken against staff. Millions will see their wages are going to be frozen or benefits cut while strike persists at an airline, half of them expecting that rises in basic salary from February 2011. Therefore existing cabin crew expect a new top-up payment to ensure receive a minimum amount in route allowances, if the salary increment has been raise them up. The company keeps having a high turnover of staff as it is using the method of Scientific Management towards its staff which is not appropriate for an airline company. It expects the cabin crew and pilots to work more to earn more, regardless their ability, health and fitness. However this leads to demotivate, stress, and tired staff. That was the most tremendous and worst industrial action and BA cabin crew expected to bring the airline to its knees. (Despite strike/Richard Scott, BBC News) Because they know that planes cannot run without them. And also Christmas BA strike which have ruined the holidays and holiday makers for thousands of travellers. According to diversity strategy BA manage diversity within company and motivating its staff is to promote them rapidly. Age, disability, flexible working, gender equality, harassments and bullying, racial equality, supplier diversity, religion...
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...Application of Theory Neukenya Jokines Chamberlain College of Nursing Application of Theory The future of nursing is dependent upon nursing leadership that adheres to the professional standards in regards to education, research and practice. On a daily basis decisions are made by nurses that directly affect the lives of others. Nursing theory is a guide that has been set in place in order for nurses to look upon when it comes to daily healthcare decisions. It was stated by Cody (2003), that “one learns to practice nursing by studying nursing theories” (pg. 226). This statement can be applied to the problems of nursing leadership, problem solving and decision making. Cody (2003), also states that “nursing practice will be transformed to the betterment of humankind when all nursing practice is fully autonomous and guided predominantly by nursing theory” (pg. 230). For many years nursing practice has found its foundations from nursing theories. Understanding how nursing knowledge within healthcare organizations influence patient and organizational outcomes are discussed in the middle range theory of nursing intellectual capital (Covell, 2008). Intellectual capital is defined as the combination of collective knowledge of individuals and structures in an organization or society. The theory consists of two concepts of nursing which includes human capital and nursing structural capital. According to (Covell & Sidani, 2013) “Intellectual capital theory defines human capital...
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...Executive Summary High employee turnover rate and low staff morale are the major issues in the Channel Department of Elitegroup Computer System. These two factors would lead to low performance of the whole department, thus damage the brand image. The channel department must improve the high turnover rate and turn itself into to a profitable and outstanding department in ECS. Interviews were conducted with staff and all levels of managers under Channel Department and some from several ODM Departments. Interviews were also conducted with employees who have resigned from ECS to understand their perspective and opinions on working environment and the reasons they quit from ECS. In addition, a review of strategies from other studies or literatures to demonstrate the value and feasibility of high staff turnover and low morale were conducted. The results is focused on the decrease of staff turnover rate by fostering good relationships among co-workers and distributing workload evenly, and thus improving staff morale in the long run. Recommendations of Employee-Manager relationship management plan will be given. In conclusion, the employee turnover rate and low morale in ECS will improve with complete strategies and plans of employee relationship management and moderate workload distribution. Introduction Elitegroup Computer Systems Co.(ECS) is a Taiwan-based electronics firm. It is the fifth largest PC motherboard manufacturer in the world. Many of these motherboards have been...
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...Analysing Staff Turnover, its Cost and Effects on the Business and Developing Strategies to Improve Staff Retention: Student Name: Fabio De Souza Lima Student Number: 0053455T Lecturer: Nathalie Hudson Sunday, 28 July 2013, 11:55pm In comparison with other types of industry, excess of labour turnover has become a chronic problem for Tourism related enterprises, especially in the Hospitality sector. It has the potential to cause (directly or indirectly) serious issues and generate a multitude of costs to a business. For example, the whole process of recruitment and training can be very expensive and, even costlier can be the potential decline in the levels of service quality and productivity, which can culminate in customer dissatisfaction and consequential weakening of the business. This paper seeks to analyse such scenario by investigating staff turnover cases occurred throughout a variety of corporations in the hospitality industry. It discusses how such situation will affect businesses and, at the same time, suggests how Human Resource Departments should approach the issue, in order to help companies retain its most valuable asset, the employees. The difference between staff turnover rates amongst managerial positions and other more peripheral positions became evident after research and so did the notion that staff turnover rates will vary depending on the size of corporations. But, above all, the most influential factor that appear to be affecting staff turnover levels...
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...High turnover rate at the Royal Brisbane Hospital’s Bone Marrow Transplant Unit Executive Summary Table of Content Executive Summary 1. Introduction The objective of this report is to analyse the high turnover rate at Royal Brisbane Women’s Hospital’s (RBWH) Bone Marrow Transplant Unit (BMT Unit). Excessive turnover in the BMT Unit is a prime indicator that lack of strategic planning in place from management. The purpose of the report will include the Unit’s background, the main causes of high turnover rate, negative effects of turnover, different misconceptions associated with employee turnover, recommendation for curtailing the rate of turnover within the Unit and manage those to increase retention. 1.1 Organisation Background Cancer Care Services at the RBWH is the largest cancer service in Queensland and it’s also one of the largest in Australia (RBWH Research Report 2011). The Service encompasses divisions such as: Medical Oncology, Radiation Oncology, Haematology and Bone Marrow Transplant. The BMT Unit offers all treatment modalities for adult bone marrow transplantation. The 86 staff in the Unit comprises: 1 Nurse Unit Manager 2 Nurse Staff Managers 1 Assistant Director 1 Nurse Director. The Nurse Unit Manager manages the staff’s recruiting and rostering within the Unit, while the Nurse Staff Managers manages the staff recruitment within the whole Cancer Care Services line. 2. Description of the Problem Despite Cancer Care...
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...adequately service our community. This report will discuss in detail the main issues the hospital has been faced with such as: * New hospital recently opens in the area increasing competition. * Local colleges eliminating its nursing degree program. * Employee turnover rate exceeding 20%, leading to over a 100 nursing positions vacancies. * Employee morale deteriorating over the last 12 months. Presented in the report will be strategies to overcome the new competition, proposals of working with the local colleges, and recommendations which would help improve employee morale as well as decreasing the turnover rate. Middlefield’s Competition: The new hospital in the area brings competition for Middlefield Hospital. This affects not only the hospital revenue; it also creates competition for retaining staff. Middlefield is currently losing our medical staff to the new hospital. In efforts to compete with our competitor we have to re-strategies the organization structure. One suggestion would be to renovate our current facility and to include new state of the art technology. Renovating the facility would bring more of an attraction to the hospital. Additional ways are to provide our staff with the most reliable state of the art technology. Teaming with local colleges: There is a problem with the inadequate capacity of the nursing education pipeline since many American students are interested in...
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...team leader at Duke University. Group motivation program that encourages high job satisfaction, productivity, quality of work and low turnover. It is important for managers to find significant elements to motivate and retain employees. Training and development, job design, compensation, benefits and recognition and reward programs are crucial for high job performance. Training and development increase the opportunity for staff to learn new things and upgrade skills. It helps individuals to expand their skills and reinforces the behavior that supports the company’s goal. Job design such as job enrichment, job enlargement and job rotation not only satisfy staff needs but also encourage high motivation, enhance morale, endorse low absenteeism and promote increase productivity. Job design can increase employee’s involvement, satisfaction and productivity. Organizations can provide innovative benefits curriculum such as wellness programs (on- site fitness centers, on-site weight loss meetings and stress management programs). Sick child care, corporate matching programs for charitable contributions and pre-retirement seminars also increase job satisfaction, productivity and low turnover. Educational programs and development workshop can be used to promote personal growth. The company could...
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...XXXXX 1. The Situation/Challenge: Organizational leadership challenges occur at various levels within health care settings. The model and behavior of a leader is detrimental to the overall team effort and that of one’s ability as a manager to effectively motivate, inspire, and empower staff. Employee motivation and empowerment is a critical asset to one’s dedication and commitment to an organization and it is necessary that leaders act upon critical factors of contemporary leadership theories and approaches to enhance the working experience in conjunction to management of health care personnel. a. Who, What, Where, When Why: Within UCLA health system’s ambulatory specialties, there are various leaders and appointed managers who work with different teams of diverse personnel who are under a lot of stress as a result of high work load and departmental demand. Working in health care is a stressor in its own. There are various responsibilities and duties placed upon staff and the possibility of job dissatisfaction and burnout are very high. Unfortunately, not always is the best leadership approach enforced when addressing departmental concerns or issues with staff. It is important that health care managers consider and enforce the most effective leadership approach based on situational occurrences and factors such as one’s emotional intelligence. “Emotional intelligence involves the ability to monitor one’s own and other’s feelings and emotions, to descriminate among...
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