1. What problems did you encounter when handling the complaint? Whenever I received complaints, the problem is that the subordinates usually deny or come up with some explanations making it difficult to discuss it in a genuine manner. Sometimes even if we reprimand them for their mistakes it creates a very tense environment in the hospital and it also affects the quality of work. Also I need to find times to handle complaints patiently or else the situation gets angered and gets further complicated. 2. Are there differences in how you handle a patient, family member, or staff complaint? Yes, there is a major difference on how you handle complaints. Patients are our priority and when there is any complaint from their side, it should be handled and sorted …show more content…
Some of them that I have personally experienced are mainly when they are not happy with wages. They are not happy with what they are paid and some of them are underpaid for the amount of work they do. This leads to decreased motivation and interest in working and they look for opportunities to take a leave from the work and even pretend sick when they are not. They even look online for better opportunities where they can be paid more for the same work. Secondly, many of the employees in the hospitals have fixed job status for a very long time and when there is no scope for any growth, they get frustrated and it is seen in their performance and when they get any offer from other organization even for the same position with higher salary they tend to move out of the organization. Thirdly, I believe that flexibility is very important today with the employees, because if the working hours are not flexible, they tend to either do not prefer working here or when they get the opportunity they move out. So if wee summarize, in my experience I believe that wages, growth and flexibility are the main reasons that cause turnover in the
Part A: The professor was driving to work one day, and another driver ran a red light, then hitting him. After this incident, whether the situation was harmless or not does not matter; as we saw with Watson's study, with little Albert and the white rat/rabbit. (Reference: Watson exposed a child to a series of stimuli with a white rat and a rabbit, then observing the child's reactions. The child initially showed no fear response on either animal. The next time Albert was exposed to the white rat, Watson made a loud noise by hitting a metal pipe with a hammer.
Based on the expense in November through January I’ve divide it into seven categories which are utilized, transportation, Store/Grocery, restaurants, school, loans, and Health/clothing. After tracking my spending most of the money went into the loan and utilizes categories. The Loan category is made up on two loans which are my car and school loans. In my loans I spend around a total of 840 dollars per month. Even though I made my final car payment in April most of my spending is still in the loan category.
My role as a patient advisor with Kaiser Permanente began in 2010 after the birth of my daughter. I was induced and spent 6 days in the hospital and during that time my family and I experienced wide fluctuations in the level of care and communication provided by the various healthcare professionals attending to us. At the end of my stay, I shared my observations and perception of the labor & delivery and postpartum hospital experience with the department administrator and ombudsman. Upon providing my feedback I was impressed with the reception I received. My input was welcomed and embraced.
Recent research indicates employee turnover is linked to poor training and poor performance. If an employee feels he/she not doing a good job, there no satisfaction and a lack of motivation. (Ton, 2012, pg.
Anything the supervisor does to make an employee feel unvalued will contribute to high labour turnover. Frequent employee complaints canter on these following areas. --lack of clarity about expectations, --lack of clarity about earning potential, --lack of feedback about performance, --failure to hold scheduled meetings, and --failure to provide a framework within which the employee perceives he/she can succeed. Talent and skill utilization
It is every nurse’s responsibility to be aware of their assigned patients’ orders as part of holistic care, while respecting the patient’s wishes. By
Respond to complaint by Listening to the complaint Keeping record of complaint Respect and keep confidentiality Refer to company complaint policy When a complaint is made, it should be taken seriously and the correct organisational procedure should be followed by referring to employee handbook which state that all complaint by a service user be reported to the care coordinator immediately. It is advised to suggest to the service users to put their complaint in writing or use the complaint forms which they can find in their care plan folder. 3.2 Explain the main points of agreed procedures for handling complaints. The main points of agreed procedures for handling complaints
Patients deserve to have faith and trust their caregivers, if they can 't where is this world
According to Kearny (2014) “performance is work activity plus result” (p. 1). In this particular situation, that means that what activity will help to produce the desired outcome. For example, the activity for process transactions from customer, the result is to ensure that customer is satisfied with the service and continues to return. To ensure that the result of a happy customer is achieved on a regular basis, there will various activities that must be achieved to ensure this outcome.
Describe how to manage risks associated with conflicts or dilemmas between an individual’s rights and the duty of care Team work with other staff members and other professionals, close monitoring of situations, accurate risk assessments and risks taking assessments and good quality PCP, Personal Centred Plans, are the elements that can help any support staff providing a good quality care. Because these are the only, but powerful, tools we must deal with conflicts and dilemmas we might face at work. For example, a client might show possible anorexic or binge-eating symptoms, how can we deal with this situation?
Hi Ann, I agree with you that we as nurses face tough situations about your patient care. Our primary role is to advocate for our patient’s rights if that means standing up to their own family members or physicians, so the patient’s wishes are heard. Patients have a right to refuse a procedure, if they think it is the best option for them. Our primary job is to provide education so our patients can make an informed decision about their care. Not too long ago, I took care of a patient that had open heart surgery but had multiple complications after the procedure.
Third, workplace considers altogether shape worker work fulfilment, which thus shapes high knowledge worker turnover ratio expectation. At long last, high knowledge worker turnover ratio aim impacts intentional high knowledge worker turnover
Conflict among health care workers is common and has been associated with lack of collaboration, communication and disruptive behavior with the potential to have a negative impact on teamwork (Kim, Nicotera, & McNulty, 2015). A recent conflict that I have observed at work about few days ago was between one of my coworker, a staff member and a surgeon. The staff member arrived for the night shift and took report from the day shift nurse, who had a rough day at work. She noticed that the patient had a bowel surgery four days ago and is still on patient controlled analgesia (PCA).
In their research conducted in Kenya and Benin, Mathauer and Imhoff (2006) observed that both financial and non-financial were successful in addressing the issues of motivation and retention of health workers. They mentioned that various approaches should be used in addressing motivation of health workers, including supportive supervision, continuing education, transparent promotions, active staff involvement in the decision-making process, frequent performance appraisals as well as effort-based awards including performance-based bonus pay. • Job content (job satisfaction…plus the perceived intrinsic value of work, intrinsic motivation, and intrinsic satisfaction • Individual demographics and personal factors such as age (Tabatabai et al.,