Impacting on Global Medical Shortage
Impacting on Global Medical Shortage
Nursing scarcity has increased greatly and swiftly lately with well developed hospital systems. However, as considering nursing job satisfaction, dedication, and quality of care and attention as a significant issues for health care organizations, there are higher level of turnover rate and staff absenteeism. Nevertheless, satisfied nurses will be more commitment; provide advanced of performance, and creative. Additionally, several studies have confirmed the relationship between personnel satisfaction, patient satisfaction, and the quality of provided good care (AL-Hussami, 2008).Impacting on Global Medical Shortage
It discovered that nursing satisfaction is influenced by several factors. Higgins (1999) point out, nurses will have a great sense of satisfaction within the work if they work autonomously, and empowered them self. While Chen-chug, Samuels and Judith (2003) indicated that health care policies have an impact on nursing satisfaction as a powerful policies will meet the staff needs and be more satisfied. Work related factors such as workload and stress, professional medical supervision, salary, authority style, and motivation will be the most related factors related to job satisfaction among the list of nurses (Bartram, Joiner, and Stanton; AL-Hussami 2008)
Working as a nursing demonstrator at Ruler Abdu Aziz University or college (KAAU) and performing as a clinical trainer in the university hospital (KAAUH) with regard to nursing management, I’ve a professional interest to boosting the grade of nursing care and attention by identifying the associated factors of job dissatisfaction.
Embarking upon this fieldwork, the following paper will target exclusively on the techniques of exercising theory-based and attained nursing knowledge by using Herzberg job satisfaction theory into the environment of increasing the quality of nursing care and to be happy with the work in KAAUH. First of all, reflection of my experience by using Carper model will be shown. Secondly, the concept of job satisfaction will be defined. Then a thorough information of Herzberg theory will be reviewed. Finally, making use of of Herzberg theory directly into practice to have a high job satisfaction among nurses will be described.
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Aesthetic:
In this experience I attempted to keep up a healthful work place with a superior quality of care by reducing the level of stress and anxiety for both staff nurse and the patient. Moreover, I got wanting to have a highly effective communication and romance with this patient to be more relaxed and content with the provided treatment. Also, the patient safety is an important issue should be considered in this situation as the nurse was complaining from inadequate understanding of choosing the correct vein and the right skills to add the cannula. So, I asked her to get a rest and look for a help from the other staffs to put the cannula for many reasons. The nurse can be more relaxed without interacting with this patient in this example. Moreover, in order to avoid the probability of conflict. Furthermore, to maintain the safeness for the patient by prevent the incident of the issues. So, the patient will maintain the safe way, more comfortable and satisfied with the provided care and attention no more complain can be noted. However, I thought that the nurse was very mixed up and she possessed a low self-confidence of what she performed, but she did not recognized that is a good action for both of these.Impacting on Global Medical Shortage
Personal:
As a individual I understand the amount of the pain and anxiousness that patient was encountered. I sensed and I recognized that the patient needs a help from the other healthcare providers to be survived by avoiding the coping with this irritated staff. Moreover, I recognized that he was intense with the nurse not because she actually is a nurse, but because of his feeling of pain and higher level of anxiety. Among the primary issues in this situation was the communication. There was no communication no trust romance. As the nurse patient marriage is vital to develop a support and trust between them which is recognized as a crucial concern while providing the attention. The communication process between the nurse and the individual was brooked down that cause a violent behavior from the patient.
Ethics:
I think I’ve managed the situation probably in the right way. The workload and the in appropriate skills may lead to the nursing error which impacts on the patient’s benefits. Much like this go through the patient gets the probability of cannula problem. Moreover, the shortcoming to communicate, knows the individual culture, give a support and the detailing the situation will improve the level of nervousness and reduce the quality of treatment. In addition, to understand the nursing career and their roles is vital concern to enhance the communication and the nurse patient romantic relationship. I think to avoid looking to the medical job as an awful job is very important to the nurse to apply and provide the care with advanced of confident. Furthermore, I am as a nurse needs more attention from a healthcare facility group and from my nurse manager to build up my job by increasing the amount of knowledge. Furthermore, decrease the work overload by ideal staff allocation is an essential. As it is known that the crisis department has crowded patients with different symptoms. In this situation I feel that the nurse director should allocate two certified personnel in each observational room to diminish the workload possibility.
Empirics:
Quality in the health care is defined as performing, exercising and providing the care aimed to the patients in the appropriate time and way to achieve the excellence and also have a best patient’s outcomes. It pointed out that the nursing homes with satisfied nurses and low rate of nurses’ turnover are providing a high quality of care and this could be lead to patient satisfaction with the supplying care.
Nurse staffing has a significant role on the patient’s safeness and their final results. Evidence centered practice assessed 26 studies of nursing staffing and the patient’s results. They have reported that the low nurse staff a lot more clients adverse influences such as pressure sore. Furthermore, it discovered that there are several factors adding to the low personnel nurses in the private hospitals. Workload in the ward with few staff nurses can result in many effects such as work stress which is determined as the key obstacle of providing a superior quality of good care. Stress among nursing staff could be derive from a variety of reasons. According to Ditzel. E. M stress is duo to the workload, long hour shifts and the kind of the task or procedure. Furthermore, nursing participation in the individual good care plan is a substantial issue to give a high quality of care. It has confirmed that a good contribution will direct result a good effects. Furthermore, the high quality of good care can be performed with a higher degree of knowledge. So, the personnel development and continuing education is very crucial in any medical center to create high experienced and satisfied nurses.Impacting on Global Medical Shortage
At the end of the representation, it recognized that job satisfaction is identified as concept that will be clearly identified and stated within the next section based on evidence.
In all clinics across the world, it seems that the main matter of the patient is to receive a good quality of nursing care and be cured properly. In addition, nurses are demonstrating their knowledge and skills while offering the care, and make the patients to feel convenient through providing the correct support on their behalf as a individual ( ). Furthermore, the quality of care is known as practicing accurately, at the correct time and method for the appropriate person to achieve an excellent consequence by providing safeness, efficiently, well-timed and centered on patients (Wisconsin Hospital Connection 2009). Therefore, to provide a high quality of medical care through a healthcare facility organizations, the nurses should be happy with their job which is considered as a significant concern for the patients, clinics as well as for themselves (insurance plan, 2008). Nursing care has been reviewed, explained, and described through the literature during the past few decades by a number of analysts. However, numerous studies have exhibited that there surely is a link between the nursing satisfaction and the quality of provided care. Somewhat, dissatisfied nurses with the job will lead to higher rate of patient’s unsafe effects (Stanton, 2004). Since it discovered that nursing satisfaction is making a chain, advanced of nursing satisfaction lead to high quality of attention and this can lead to patient satisfaction within the treatment (Weiss, 2002). Complementing these studies the other studies have noticeable that low job satisfaction will have an effect on on the quality of care and improve the intend to leave the job among nurses. In addition, this issue is recognized as difficult which facing medical care and attention organizations (Buchan and Aiken, 2008). Therefore, establish job satisfaction defined as:
“A pleasurable emotional state caused by the appraisal of your respective job, an affective reaction to one’s job, and an attitude towards one’s job”(Weiss, 2002).Impacting on Global Medical Shortage
It disclosed that nursing satisfaction is associated with many several factors which could affect on the quality of care. As the numerous studies have learned that work related factors play an important role in nursing satisfaction. Al-ahmadi, H conducted a report to determine the reason why of job dissatisfaction among Saudi nurses, and she discovered that the job performance and the organizational dedication are strongly have an effect on on the level of job satisfaction. In ’09 2009, Ditzel. E confirmed that the workload is determined as essential factor which reduce the degree of job satisfaction on the list of nurses and business lead to increase the job stress which bring about harmful results. Furthermore, predicated on the review of nine articles Comber and Barriball (2007) have reported that the contributing factors related to the work environment are essential with medical turnover more than the demographic factors. Nurse’s salary is recognized as one of the essential factors of nursing satisfaction. However, some finding stated that nurse’s salary do not have an impact on on their work, While other studies have shown the connection between the salary and degree of job satisfaction among the list of nurses. Trembly et al. , have argued that the in sufficient salary could be a main reason for a few nurses and let them to quit. Personnel development and carrying on education has a substantial impact on nursing ability to create high quality of health care. Educational programs which can be offered by medical health care organizations will improve the level of the data to make a high quality of attention and get rid of the probability of nursing problems. Although previous researchers have recognized that nurses’ professions have various periods, a few documents have recognized that nursing job required different programs to react to their need(Chang, Chou and Cheng, 2007).
Considering the Patient safety it appears that it is the major source of dissatisfaction to most of the nurses. The nurses were unconfident and experienced guilty as they were unable to provide the appropriate health care (Stanton, 2004). As a result, the idea of job satisfaction is very important as it’ll affect on their level of performance.Impacting on Global Medical Shortage
In this section Herzberg’s theory of drive is identified as the most appropriate theory that can raise the degree of nursing satisfaction, and also to supply the patient security. To effectively apply Herzberg theory directly into practice, one must fully establish an understanding of the idea and the idea. So, Herzberg’s theory of job satisfaction and its own feasibility will be evidently described.
Frederick Herzberg’s is a psychologist who creates the idea of desire in the past due of 1959s which is known as two factor theory (Marquis and Huston, 2003). In such a theory, Herzberg used Maslow’s basic theory of inspiration particularly in work desire (Huber, 2006). The idea originated after interviewing two sets of employees to recognize the key reasons of job satisfaction and dissatisfaction. From this interview Herzberg elucidates the contributing factors that stimulate the staffs throughout categorizing their individual requirements. Herzberg published a phrase which is said “We can expand. . . by stating that the job satisfiers offer with the factors involved in doing the job, whereas the work dissatisfies deal with the factors which determine the job context. ” (Herzberg, 1959).
Herzberg says that the job satisfaction and dissatisfaction are two different phenomenons (Sullivan and Decker, 2005). Furthermore, the idea developed through two measurements to job satisfaction. It really is based on the theory that determination can be divided into hygiene factors and desire factors. Moreover, the theory concludes that there are two kind of inspiration (Syptak, Marsland and Ulmer 1999).Impacting on Global Medical Shortage
According to Herzberg (1959), Health Factors are not motivates the employees, but these factors can affect on the level of dissatisfaction; in other term, this factors will decrease the dissatisfaction one of the staffs. Hygiene factors incorporate supervision, interpersonal relations, physical working conditions, and salary. Hence, these factors are related to the surroundings and lead to dissatisfaction. On the other hands, the motivator factors seems to be the factors that can motivate the staff by gratifying the individuals’ requirements and needs for personal development as they are associated to the job itself. Motivator factors include accomplishment, advancement, identification and responsibility.
It appears that with the adequate cleanliness factors, the staffs would be not dissatisfied and enough motivators have to be existing to improve the amount of job satisfaction (Huber, 2006). It is important to notice that the opposite of dissatisfaction could not be satisfaction as well as the lack of motivators does not lead to dissatisfaction (Marquis and Huston, 2003). For example, if the hygiene factors are in low level, the staffs will be unsatisfied, and when the cleanliness factors are in higher level the staffs aren’t dissatisfies, but they are not motivated for higher performance. Conversely, when the motivators are at high level the staffs will be satisfied and offer a high level of quality (Manisera, Dusseldrop and Kooij, 2005).
Herzberg’s theory is good; he completely addressed his theory. This theory of motivation is clear and understandable as it makes the others to comprehend the nature of the job satisfaction by introducing these two factors of determination. Herzberg developed his theory utilizing the research of Maslow, but he focused exclusively on the task structure. However, he didn’t define the concept of job satisfaction, but he identified and states the two factors that influence on the job satisfaction. Herzberg accepted both main factors that are the main component of his theory. Motivator and hygiene factors are simply described and described by Herzberg. This theory is greatly suitable and being found in restructuring and making the task in many organizations, as Herzberg identified the significant needs for the staff to be encouraged and to add to the level of production. Based on the two factors of Herzberg’s theory, Bare (2004) demonstrates that the nurse professionals are deliberating the drive factors when they make and apply the guidelines to recruit and retain the nurses for a long period of time. Furthermore, the managers may also take into consideration the health factors such as salary, as the well paid is normally the solution for long term problems.Impacting on Global Medical Shortage
There are nemoures studies have supported herzberg’s theory. Lundberg, Gudmundson and andersson (2009) have examined Herzberg’s theory in hospitality and travel and leisure management. They found that this theory has been used extensively in a number of contexts. For example, a study of Parsons and Broadbride’s (2006) cited by Lundberg, Gudmundson and andersson (2009), they applied herzberg’s classification of intrinsic factors sauch as responsibility, work itself and reputation, and extrinsic factors as working conditions and salary. The significant results reported that there surely is a high level of satisfaction with intrinsic factors, and low degree of satisfaction with extrinsic factors which reveals the agreement with herzberg’s theor. Furthermore, a conducted analysis of Furnham, Forde and Ferrari’s (1999) provided a good example of herzberg’s theory software in a study of personality and work desire, they figured inspiration factors are significant in the workplace, while heygiene factors will be more critical in selecting a job. Beside these studies, herzberg’s two factor theory was applied in a study of nurses satisfaction within nursing crare and work in psychatric units (swedish analysis), it revealed that this theory support the purpose of clinical guidance which experienced a convinced effect on medical satisfaction (Rask and Levander, 2002). Friedlander’s (1963) completed a report that show the contract with herzberg’s theory. In 1963 Friedlander’s analyzed a 17 item questionnaire which measure the value of each item as a reason behind staff satisfaction. In his final result he found that there are three factors, two of these factors were matched up with herzberg’s two factors hyiegene and inspiration, on the other hands the 3rd factor produced from both hyegiene and desire factors. Moreover, an additional review reveald that the results were recognized to herzberg’s theory was conducted by Halpern (1966). Halpern got 93 subject plus they were asked about the facet of liked job over a 7 item scale. Inside the results he found out that there are two points, that are satisfaction with the work itself and achievments opportunities, are reported as the best concerns in a liked job. Furthermore, he added that of his content were satisfied with herzberg’s two factors hyiegene and inspiration similarly.Impacting on Global Medical Shortage
However, this theory led to much controversy in the work place. Part of the argument was scheduled to present the salary as a factor that does not are likely involved in job satisfaction (Manisera et al. , 2005), while Trembly et al. , argued that the in satisfactory salary could be a main reason for a few staff for let them to quit. In addition, some critics do not acknowledge the clarity between the intrinsic and extrinsic motivation (Huber, 2006; Marquis and Huston, 2003; Manisera et al. , 2005). Nevertheless, it appeared that part of the doubt around Herzberg theory is at Herzberg technique and having less identifying the relationship between the two variables. In essence, Herzberg was gathered his data by interviewing and questioning the worker with two situations related with their job experience. First of all, they asked to think of time that they feel satisfied and dissatisfied with the job. Second of all, they asked to go over their situations and identify the factors associated to their satisfaction and dissatisfaction with the work. Lindsay, Markings and Gorlow (1967) have analyzed the Herzberg technique. They reported that Herzberg didn’t control the number of situations form confirmed staff, or either the number of the associated factors of these job. They argued that theory did not state the relation and the consequences between both of these variables which are hygiene and motivator factors to the work satisfaction and dissatisfaction. Furthermore, it found that corresponding to Herzberg distinction in his methodology, he’ll gain different results (Furnham et al. , 1999). it is important to notice that the literature have demonestrated other studies that demonstrated the disagreement with herzberg theory. Lindsay et al. , (1967) uncovered that the results of the study show that the personnel will be happy with their success on employment even if there is a lack in the business insurance policies, or if there are limited environments around the job.Impacting on Global Medical Shortage
However, personnel who do not experience as if they have a great success on their job will be dissatisfied even if the conditions around the work are helpful. Therefore, these results are definitely inconsistent with Herzberg’s debate that there is no relation between the two factors. Furthermore, several studies noticeable that motivator factors are extremely significant more than health factors with regards to satisfaction, while Herzberg did not refer to this point in his theory. Furnham et al. , (1999) suggest that how can this theory used within the organisations without status the difference of person’s gender, culture and age group. However, three main studies shown that their results were supportive with Herzberg’s consequence that hyiegne factors lead to dissatisfaction, and motivator factors lead to satisfaction (Mayers 1964; Saleh 1964; Schewartz, Jenusaitis and Stark, 1963). Moreover, the theory is still valid, applicable, and beneficial to applied in virtually any management organisation (Furnham, et al. , 1999; Lundberg et al. , 2009).
To summarize, it thought that Herzberg’s theory has been used in various management contexts such as nursing satisfaction, hospitality and tourism management, and in a personality and determination study. Despite of that fact that this theory is useful, it found that there are always a limitation in this particular theory within the strategy and the relation between these two factors where few studies declare that there is a relation. Impacting on Global Medical Shortage
