Motivation of Nurses in Healthcare.
In the last decade, healthcare in Australia has undergone a dramatic and complex change. No long is our services solely based on providing a quality service to patients, but providing a service which is both prompt, and cost effective, in an environment with reduced staffing levels and budgets, and increased demand of services(Graham, 2006) . Nurses and the healthcare industry are having to deal with stressed and de-motivated employees, and never before has levels of job dissatisfaction, stress and burnout been so high among nurses in the healthcare industry (Graham, 2006) . The aim of this Annotated Bibliography is to examine the motivation of nurses in healthcare, and specifically to find and study the different motivational theories which improve levels of motivation among nurses.
As stated by (Vilma and Egle, 2007) the question of how to improve the level of motivation in the healthcare industry is perceived to be at the heart of the contemporary health care management debate. The study builds to show that motivation is multidimensional and complex needing clearer definitions, if researchers and practitioners are wanting to influence behaviours to motivate others.
Similarly, (Hugh, 1995) had the same conclusion that motivating staff to improve involves many interlinking factors. (Hugh, 1995) goes on to show that through training and continuing education a team’s confidence and capability are enhanced creating an environment which is essential to maintaining momentum of continuous increases in staff motivation and enthusiasm for improvement. Likewise, (Lee, 2000) suggests that motivation is gained by empowering nurses to become role models, to mentor and motivate others. Which in turn enhances employees’ motivation and professional development.
The two articles (Wieck, Dols and Northam, 2009) and (Young, Albert, Paschke and Meyer, 2007) are similar in there approach by both identifying incentives to motivate employees. Both articles indicate a breakdown exists between nurse management and nurse practitioners with management not actively listening to nurse who express job stress and dissatisfaction. Both articles suggest flexible work schedules to improve levels of job satisfaction and individualised work incentives.
Zydziunaite, V., and Katiliute, E. (2007) Improving motivation among health care workers in private health care organisations- a perspective of nursing personnel, Baltic Journal Of Management, 2(2), 213-224. Aim/ Purpose
To explore the experiences of nursing personnel, in terms of their motivation and satisfaction. To identify areas for sustainable improvement to the health care services they provide. Article Type
Research Article( quantitative) and brief literature review Method
Sample 237 registered nurse practitioners and 30 nurse executive with a 97% returning quota of questionnaires.
Data Collection 2 week response time to return survey. 99 close ended questions divided into 11 evaluation parts.
Data Analysis: in order to identify barriers to motivation 99 questions were divided into 11 parts based on:
Clinical expertise competencies
Managerial administrational competencies
Communication and collaboration
Results and encouragement
Each question had two elements or responses to them either reflecting the external or internal motivators of each situation. A score was arranged between the responses
Findings were presented individually in 11 parts. Interestingly nurse practitioners and executives both believe personnel empowerment and motivation comes from continuing development and evaluation of personnel problems. Both didn’t foresee that the development of teamwork competencies and structuring of activity of scope of practice as...
References: Graham, N. (2006) Quality in Health Care: theory, application and evolution. Aspen Publications: Sydney.
Hugh, K. (1995) Motivating staff through teamwork: process review and data display. Health management Journal. 21(4), 32-35.
Lee, L. (2000) Motivation, mentoring and empowerment. The nursing management Journal. 1 (12) 25-27.
McShane, S., Olekalns, M., and Travaglione, T. (2010) Organisational Behaviour on the pacific rim- 3rd Edition. McGraw-Hill companies: Sydney. 167-197.
Wieck, K., Dols, J., and Northam, S. (2000)What nurses want: the nurse incentives project. Nursing economics journal. 27(3), 169-201.
Young, C., Albert, N., Paschke, S. , and Meyer, K. (2007) The ‘parent shift’ program: incentives for nurses, rewards for nursing teams. Nursing Economics Journal. 25(6) 339-344.
Zydziunaite, V., and Katiliute, E. (2007) Improving motivation among health care workers in private health care organisations- a perspective of nursing personnel, Baltic Journal Of Management, 2(2), 213-224.
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