Organization and Efficiency Hospitals are massive industries that have hundreds of operations occur in short periods of time. With all of these operations occurring simultaneously, there has to be an effective organizational system to handle all of these processes. When the organizational system fails to keep processes from operating there are repercussions that occur that affect hospital staff, their current patients, and all new incoming patients. We can see these repercussions today from the extremely long wait times in hospitals. The severity of these wait times has adverse effects on the morality of the hospital staff as well as those who seek care.
Help to reduce time spent on tasks, also help to reduce cost spent on each task. Moreover, improving efficiency and improve the overall quality. Process documentation helps others to realize the changes in behavior and attitudes needed to produce desirable results, and it provides context for processes so that others can see how a project fits into the big picture and what its overall impact is. As I supervise the processes, I will look for specific regions that may need quality overview to improve efficiency, such as when a process moves from one somebody or team to another. Being on the watch for duplicate tasks and decide if having both is useful or ineffective as we cast away the enlargement plan of our retail
Nursing is a strenuous job that demands physical and emotional resilience. Nurses juggle may different aspects in health care, from sick patients, worried families and stressed out doctors. The hours they log in are long, often requiring nights, weekends, holidays, with shifts lasting up to 12 hours and sometimes more. While many strive to become great healers, the fact remains, that the shortage of nurses is becoming a nightmare for hospital management and administration. Doctors, Hospitals, out-patient/ in-patient centers and even schools rely heavily on their nursing staff.
OCCUPATIONAL STRESS ISSUES AMONG NURSES The health care industry has had to deal with occupational stress factors over a long period of time. Studies have shown that, over time, health care workers are higher up the ladder with issues related to substance abuse, suicide and elevated forms of depression and anxiety linked to occupational stress. In addition to the aforementioned psychological factors, burnout, absenteeism, reduced patient satisfaction and treatment/ diagnosis errors are also resulting outcomes of occupational stress. Nursing is generally perceived as a very demanding profession. Along with the increased demand and progress in the nursing profession, there has also been an increase in stress levels of nurses who usually experience
Introduction Nursing shortage and nurse turn-over compromise the quality patient care, resulting increased medication errors, patient deaths, staff burnout, and disappointment among workers and their patients. This issue is becoming more critical due to the increase in aging population with chronic diseases (Krans, 2015). Finding and retaining quality nurses is an ongoing challenge to the nurse leaders and mangers. This paper will discuss the effective approaches of nurse leaders and managers to resolve the nursing shortage and nurse turn-over issues, using relevant theories of leadership and management. Nursing Shortage and Nurse Turn-Over There are numerous elements that add to the present nursing shortage and poor nursing staff retention
In addition, person-job fit is found to be related to productivity and organizational commitment (Rousseau and McLean Parks, 1993). Organizations thus benefit from applying this theory. We furthermore suggest that when deploying talents, organizations should also consider managing the weaknesses of their talents. Focusing on the strengths of talents does not mean that their shortcomings can be neglected completely (Buckingham 2005; Linley and Harrington, 2006). One way to alleviate the problems caused by individual weaknesses is to partner different talents to build complementary strength profiles in a team, which allows one partner to take over those tasks that are difficult for the other partner as a result of this latter’s
Competitive Dynamics proven methodology synchronizes the functional elements of the improved work process with the behavioral costs/benefits that enables organizational change. Our implementation methodology utilizes a combination of coaching methods, tools, process indicators and an open communication environment to remove behavioral barriers to acceptance, belief, and ultimately organizational leadership. Our goal is to assist our clients through the change management process, resulting in shared success, reinforced by an individual sense of purpose, control and empowerment. Our consultants provide a dedicated, objective resource for facilitating work process knowledge, developing work management skills and tools, individual proficiencies, and behavioral reinforcement. All of our engagements leverage the consultants’ expertise to provide objective observations, identify and quantify functional work process barriers, align individual behaviors to properly apply the work process consistently, provide neutral feedback for managing key interfaces, recommend corrective actions, and reinforce individual benefits with practical, real-time
The study first addressed and cited that the job rotation theories and its empirical implications. From the employee learning perspective, both inter-functional and intra-functional job rotation are effective ways to develop employee’s abilities and efficiency, then further enhance them to be promoted to higher levels. Further implied is job rotation provides the employer learning of the employee’s abilities during the process and the outcomes can be used to assist and improve promotion decisions. The employee motivation aspect in job rotation makes work more interesting and reduce boredom; but creates limited helps in promotion
The plan is easy to adopt in any organization as it emphasizes on initiating change within an individual before changing the entire work setting. There should be effective steps to implement the adjustments in the institution and means to handle the stress that could be as a result of those changes. The Great Game of Life is a good means to solve resistances to modifications in the working environment, but without improvement the program will lead to many more complications in the company. To overcome the forces that resist change, a firm should consider educating, communicating, involving the employees in decision-making processes, and promoting good relationship in the workplace. GGOL is a very great program, and if effectively used the program might help in transforming an organization from a poor working environment into a world class
It influences attitudes by splitting an individual attitude into two contradicting ones. Two approaches for dealing with cognitive dissonance are changing of conflicting attitudes or behaviors and reducing the importance of one of the attitude or behavior. 3) The three types of organizational commitment are affective commitment, normative commitment, and continuance commitment. Affective commitment would increase employees’ motivation, performance, and retention because they have a positive connection to their group. Normative commitment