...Introduction The quality of care delivered by the nurse remains with the patient long after discharge. Unfortunately, said care has become increasingly compromised due to nurse burnout. Higher turnover rates result in an increase of staff unfamiliar with their new environment. This knowledge deficiency can lead to delay of care as well as a decreased quality of care. It is important that the factors leading to, and, ultimately, resulting in, nurse burnout and turnover rates are understood so nurses are able to provide the best quality of care possible and create a long lasting positive impression on their patients. Background of Study The shortage of nursing has long had a negative impact on the workplace and its employees. Over the years, said shortage has become an increasing problem for post-industrialized countries. Researchers have developed many approaches to examine and determine contributing factors to this shortage. One approach, that of which is illustrated in this paper, focuses on the retention of nurses, and which factors promote a commitment to the workplace. Leiter & Maslach (2009) found that “dissatisfaction is predictive of both turnover intentions, which indicate that one is disengaging from the job and seriously considering other options, and actual turnover behavior which is the ultimate withdrawal from a job” (pg. 331). Gaining insight into what variables affect higher turnover and burnout rates allows for the implementations of appropriate...
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...Lowe, PhD, a thought leader in the arena of workplace health and productivity. This is the first of a series of empirical reports that we will publish for you on an annual basis, each on a relevant and timely topic or theme. The Human Solutions™ Report stems from our pledge to bring you relevant and practical recommendations concerning your most significant human capital-related issues. And it reflects our attempt to counter the wealth of unsubstantiated and potentially misleading information about workforce issues circulating in the general media and other sources. In this Human Solutions™ Report , we analyze two comprehensive Canadian workforce surveys using key questions pertaining to work-life balance and job stress. We recognize that quality of work-life is a pressing business issue for you and a necessary ingredient for a successful business strategy. Yet to craft effective solutions to work-life issues, it is paramount that you have solid evidence on the scope and nature of the problems that are faced. This is what the Report endeavours to provide. As a customer whose opinions are important to us, we welcome your feedback. As well, we look forward to hearing about topics and issues you would like to see expertly addressed with empirical data in future reports. As always, if you have questions feel free to contact us. Regards, Craig Thompson, M.Ed., MBA VP Customer Relations Email: cthompson@humansolutions.ca Phone: 1.888.689.8604 Human Solutions Report 2006 – 07 Contents ...
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...responsibilities on a regular basis, it may hinder women’s career progression, lower the job satisfaction levels, result in lack of concentration at work, increase absenteeism & may eventually lead to turnover. No matter how well they prove themselves, women find it increasingly difficult to climb up the career ladder as they are perceived to be more committed towards family than workplace. Even at family front, a working woman has to always face the notion of not being there when there family needs them. This article examines the challenges faced by working women in establishing & sustaining work-life balance and also outlines the factors that could help to create a healthy work-life balance for working women. Keywords: Work life Balance, Quality of Work Life, Work Life Imbalance * Assistant Professor, Deptt. of Management...
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...intent consistently to guide resource allocation. Strategic intent captures the essence of winning, stabel over time and sets a target that deserves personal effort and commitment. (Hamel & Prahalad, 1989) Hierarchy of strategic intent includes five types of element ranging from (1) a broad vision of what the organisation should be, (2) the organisation mission , (3) specific goals (4) various strategic objectives (5) spesific plans. (Miller,1998) Stategic Intent An-nisa Tangerang Hospital VISION STATEMENT : To be characterized Islamic hospitals and community of choice MISSION STATEMENT * Providing quality and professional services * Realize the islamic value in the whole range in all action and appearance * Develop a spirit of charity on each employee VALUES * Honesty, Empathy, Caring, Professionalism STRATEGIC GOALS * Quality care and service. * Operating excellence...
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...characteristics and job characteristics on perceptions of the work environment and job satisfaction. The results offer inconclusive support of Herzberg’s theory although the work itself is the strongest predictor of job satisfaction after controlling for both personal and job characteristics. The study concludes by discussing both practical implications, for those in leadership positions in a university, and theoretical implications for researchers interested in exploring job satisfaction in a higher education context. ................................................................................................ ................................................................................................ KEY WORDS: job satisfaction; quality of worklife; work climate; administrative staff. THE PROBLEM AND RESEARCH QUESTIONS This paper studies the men and women charged with the day-to-day operations of a university—human resource professionals, financial operations, facilities, and IT professionals. While often overlooked in research, the Chronicle of Higher Education reports 750,000 nonacademic, full-time staff members at colleges and universities in America (2003). By...
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...Although there is no single and generally accepted definition for the term employee engagement, several individuals and professionals have come up with certain understanding of the term. According to Kevin Kruse a contributor on Forbes Magazine he defines employee’s engagement as an “emotional commitment the employee has to the organization and its goals.” (Kruse, 2012) This commitment enables employee’s perform above expectation. According to Kevin Kruse, because employees care about their organizations, they are more productive. In addition, they give better service and stay longer in their jobs. As a result of increased productivity, goods and services are carried out in an efficient and effective manner thereby creating customer loyalty, increasing customer’s happiness, which drives sales and increases profit overtime (Kruse 2012). Additionally, employee engagement is also seen as “a positive attitude held by the employee towards the organization and its value (Robinson et al, 2004) On the other hand employee engagement can be seen as a desire and duty - the willingness to invest time and increase one’s discretionary effort to help the organization succeed, which is beyond simple satisfaction with the employment arrangement or basic loyalty to the employer (Blessing White, 2008; Erickson, 2005; Macey and Schnieder ,2008). On the other hand, organizational viability means that an organization as the potential and ability to remain in business over a long period of time...
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...Where do we need to go? Retrieved on March 23, 2005 from: www.cprn.org/en/doc.cfm?doc=52 Haché, L., Redekopp, D. E., & Jarvis, P. S. (2000). Blueprint for life/work design. Memramcook, NB: National Life/Work Centre. Hassen, F. (2004). Sleep deprivation: Effects on safety, health and the quality of life. Retrieved February 25, 2005, from www.cameraguild.com/safety/sleep-deprivation.htm Hill E. J., Hawkins, A. J., Ferris, M., & Weitzman, M. (2001). Finding an extra day a week: The positive influence of perceived job flexibility on work and family life balance. Family Relations, 50(1), 49. Honore, C. (2004). In praise of slowness. San Francisco: Harper. Isherwood, C., & Cajic, N. (1998, November). Burnout-proofing your employees. Training Report. Retrieved on March 23, 2005 from www.trainingreport.ca/articles/story.cfm?StoryID=37 Large, E. (2005, March 3) Need for speed decreases as more switch gears, move into slow lane. Tribune Newspapers: The Baltimore Sun. Retrieved March 4, 2005 from www.chicagotrubune.com/technology/chi-0503030261mar03,1,7632976.story?coll=chitechnology-hed&ctrack=1&cset=true Limoges, J. (2003). A balanced worklife: A matter...
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...Kushnerova Maria M-503 Managing for productivity Precis Managing for productivity is the same as effective management in every other context. Achieving consistent, high productivity involves every management function and the linking processes of communicating, decision making, and leading. Productivity is the measure of how specified resources are managed to accomplish timely objectives stated in terms of quantity and quality. Productivity-Oriented Mission and Objectives. An organization cannot be productive if it does not determine what its intended customers really need in relation to the outputs the organization is capable of producing. This means that the strategic planning process has to include a systematic analysis of market, competition, and the relative strength of the organization. Long-term Planning for Productivity. A long-term perspective is vital to sustained productivity growth because it is common for productivity to decline temporarily for reasons that have no bearing on the effectiveness of an improvement program. Integrated Productivity Planning. Formal planning for productivity is felt throughout the management process. It facilitates motivating people to perform in ways that contribute to productivity by clarifying what the organization wants and by setting a basis for tying rewards to productivity. Naturally, planning for productivity is the basis for controlling for productivity. Organizing for productivity. The organizing process is the...
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...employees and has four main questions which relates to goal for diversity and also allows for internal problems to be solved. Step four is accountablitiy and reward. Allstate hold managers responsible for the employees getting the tools need for development and growth. Managers are rewarded for employee growth and each manager merit pay is based on the employee feed back on the diversity index and QLMS. “Diversity is Allstates strategy for leveraging differences in order to create a competitive advantage.”(hellrigel&Slocum,2011). The diversity index helps allstate determine which employee is best suited for the job. Allstate commitment to diversity has helped the coporationexcel in meeting their goals for a diverse workplace. Allstate has worklife programs that help...
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...To meet the employees’ changing needs, to comply with Government regulations, and to fulfill the broader objective of corporate social responsibility, employers across the world provide several work-life initiatives/ policies and programmes. This article discuss about the various Work-Life Balance Initiatives/Programmes available to employees in United States, United Kingdom and India. Key Words: Work-Life Balance, Work-Life Balance Initiatives/ Programmes INTRODUCTION Work-life balance issues have been particularly strong in developed countries where they are pushed high on political agenda. But this problem is not expressed to the equal level in developing countries (Catherine Hein, 2005). Today’s employees place more emphasis on quality of working...
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...Questionnaire STRESS AND WORKLIFE BALANCE AMONG INDIAN WORKING WOMEN WITH RESPECT TO I.T AND BANKING INDUSTRY. I am Tasnim S. Vohra, doing MBA at S. K Patel Institute of Management studies. As a part of my curriculum, I am doing a project on Stress and Work Life Balance among Indian working women with respect to I.T and Banking industry. For the completion of my project, I would like to gather some information from you. I would be obliged if you co-operate me in filling the questionnaire. Since the questionnaire is being used for academic purpose, the information gathered will be strictly confidential. Personal Information A. Name of company: ________________________________________ B. Age: 20 - 25 yrs [ ] 25-40 yrs [ ] 40 – 60yrs [ ] C. Education: _____________________ D. Marital Status: I) Married ii) Unmarried iii) Widow IV) Divorcee E. If married, Do you have children? Yes / No F. If Yes, Number of children: ______ G. Family type: Joint / Nuclear H. Professional information 1. Number of years of work experience: _________yrs 2. Number of years in present organization: _________yrs I. Level in Management: Junior level ( ) Middle level ( ) Senior level ( ) Please read the following statements and give any one of the scores mentioned below: 1...
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...trends in the labour market, retaining talent and ensuring business continuity is an ongoing challenge that requires careful human resource management. Need for a Work/Life Balance Program Research shows that to maintain a healthy lifestyle balance, a 24 hour day should be divided into thirds: one third for sleep, one third for work and one third for play. The trend in today’s workplace is for employees to work longer hours and as a result, when they arrive home they do not feel like exercising or cooking quality meals. As well, many employees are not taking their holidays. These two issues result in lethargy and absenteeism due to health issues and impact on employee productivity. A healthy staff will reduce costs to the organisation and assist in meeting budget requirements. Research also shows that work-life balance is an area that has been increasingly recognised as strategically important in attracting the best possible candidates and also retaining high quality staff. Benefits of a Work/life Balance Program Supporting and encouraging work/life balance provides the key to a successful organisation. Therefore minimising work-life conflicts helps prevent employee overload and increases work...
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...Human Service Organizations mission is to serve their clients. A reward/motivation system can encourage and motivate employees to get as productive as possible while providing high quality, effective services. Employers would like to have high quality work, loyalty, commitment and service from their employees. Employers have reward systems in place to offer employees incentives perform to maximum efficient. The rewards can be monetary, recognition based, education, training, or material based. Having a good reward and well integrated reward system is very important to have maximum employee performance. There was a study conducted on motivation by P. Montana and B. Charnov in 1993. There was a questionnaire with 25 items motivating you to do your best work. Out of the 25 items only nine factors were chosen as the top preferences. They are respect for me as a person, good pay, chance to turn out quality work, chance for promotion, opportunity to do interesting work, feeling my job is important, being told by my boss when I do a good job, opportunity for self-development and improvement, and large amount of freedom on the job. These are some factors that should be considered when developing or implementing a reward system. Employees who chose to work in human services organizations often do so to have a positive impact on others' lives. Human service organization employees will work with other people’s and their problems and needs. A reward/motivation system should be in place...
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...Executive Summary This assignment was made to explain and find the truth about the concept of work life balance which is meaningful for the worker. As many researcher and people arguing about this concept, The author comes to the decision which is disagree that work life balance is important for the worker. As a concept, the work life balance can be said has a great effect for the worker, but in real life work life balance was difficult to maintain. Not all worker can contribute their time only for working without having their socializing, and leisure. What more important nowadays is their health/ life. Life was more important than the work. Their life will always bigger than their work, trying to balance them is a failure method no matter how passionate we are about it or how successful we become. In fact, the more passionate we are about it, the bigger the life has to get. If we work too much, our personal life will be suffer. Work and life aren’t measure on the same scale because one is a subset of the other. Table of Content 1. Executive Summary............................................................................ 7 2. Introduction ........................................................................................ 9 3. Definition ............................................................................................ 9 4. Conclusion ............................................................................................
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...In a recent study of the changing workforce, the Families and Work Institute reported that worklife balance was ranked among the most important factors considered by individuals in accepting a new position. Indeed the growing concern about work-family problems and their adverse consequences for em- ployees, families, and employers have led to the emergence of work-family integration as a prominent social issue of the 1990's. In the article of DTI & Scotland Office (2001) reveals that work-life balance is about helping employees better manage their work and non-work time. A number of policies can facilitate this by: reducing hours (e.g. part-time, job-share); changing when hours is worked (e.g. compressed working week, flexi time, term-time working); where hours are worked (e.g. home working); or providing periods of paid or unpaid...
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