Background The Spectrum Behavioral Health Staff is consistently committing significant mistakes. That is because of misleading information are constantly given to them. This situation is causing frustration and low levels of job satisfaction among staff members. As a consequence, more and more employees have been resigning from their positions. I have observed, that the company policies and general operations are significantly inconsistent, making it challenging for senior employees to put into practice what they have learned during their training process. I have also observed that new hires are usually trained by multiple senior employees during busy office hours, which in fact can be causing misleading information and confusion. These problems
How do the issues facing those doing strategic planning differ from those doing tactical planning? Can the two really be
One of the main references in promoting the adoption of policies related to CS is Bradshaw et al. (2007) who linked improved outcomes with CS. In the same light, a more recent publication of the HSE - the national supervision guidelines (2015), also states that CS could improve quality of care and staff engagement. The establishment proposes organisational change platforms to accomplish recovery alignment in the mental health service. This ensures compliance with the Mental Health Act (2001) regulations and initiates a responsibility on the HSE to facilitate this.
Employee psychological health is something that should be taken into consideration when a person can improve the outcome of new graduate nurses and seasoned nurses alike; this is something that I know I will continue to strive for creating healthy working environments for staff and myself. Using many of the techniques that have been researched and continue to keep abreast of the most current research will aid in achieving the most positive outcome for staff and patients. I know that while I have not been subjected to this situation personally, it is something that can happen to anyone and with the use of stress relieving interventions on a daily basis will hopefully be able to defuse a potential situation before it arises. While it is not always easy to embrace my character flaws, I feel that if I continually strive to incorporate a positive environment for myself and staff that positive results will ensue from
...2011). Are you causing your staff mental injury? Canadian Business, 84(1/2), 71. Retrieved from EBSCOhost Database (AN: 57410420)
...imited to: career counseling, in-service training program and rotation of assignments, educational reimbursements, employee contracts, and offering take home vehicles (Hubbard, nd). As far as poor morale, individuals must feel as they able to give honest and candid feedback to colleagues and superiors without fear of humiliation or reprisal (Heartbeat staff, 2013).
I chose to interview Regina Geis, who holds the administrative role as acting supervisor for the County Mental Health adult day program, which provides services for individuals with intellectual disabilities. Ms. Geis has held this position for 15 months. This is her first managerial position within a human service agency. Her style of management has changed over this short period of time. She feels that she is now more direct with her direction with staff. She stated, “Maybe now I come across as a little bit cold. But I have learned that I now have to use the least amount of words to get my point across.”
First, one must identify the issue at hand; then, promote an open, honest relationship encouraging staff to be forthcoming with their perception of the problem; the team can then focus on coming up with a solution. Furthermore, enlisting a positive attitude, empowering the team, remaining active throughout the process, and demonstrating sincerity in the appreciation shown to those working hard during challenging times will prove beneficial as studies have shown a strong correlation with staff retention and the implementation of a transformational leadership approach (Casida & Parker, 2011). Utilizing this tactic will prove cost effective by minimizing cost associated with the turnover. The positivity among the team is likely to increase work performance, decrease the number of errors, improve overall patient
Porter, L. W., Steers, R. M., Mowday, R. T., & Boulian, P. V. (1974). Organizational commitment, job satisfaction, and turnover among psychiatric technicians. Journal of Applied Psychology, 59(5), 603–609. doi:10.1037/h0037335
...mplications that allow for opportunities of change. One of the presumptions is for training and staffing (Shi & Singh, 2012). With the utilization of health care improvements, the staff will need additional instructions on the performance of equipment and how to efficiently achieve the desired results. Managers or supervisors recognize the need for supplemental staffing and training to optimize patient satisfaction and quality of care. The health care administrator must also focus on changes in insurance policies and rules governing the provision of medical assistance (Shi & Singh, 2012).
I would just like to start by thanking you for giving me the chance to provide you with the following report of Wellness in Qantas and potential ramifications that can be put In place to help create a successful company and improve wellness for the staff. I have researched and compared Qantas with other companies to try and find the most applicable and substantial practices that you can incorporate into Qantas. From my research of Qantas I concluded that there are a few procedures in place to address mental illness which can be easily cheated and are superficial in gathering information about the staffs wellness. Wellness and Mental Illness in Qantas With Qantas employing around 30,000 staff, its common place for mental Illness to arise in
Silcox, Sarah. "Closing The Gap On Mental Health At Work." Occupational Health 66.3 (2014): 15-17. Business Source Complete. Web. 26 Apr. 2014.
Being at the apex of the chain of command, the administrative nursing supervisor has numerous responsibilities including but never limited to staffing, conflict resolution, and or crisis. In many circumstances, an administrative nursing supervisor must make timely, prioritizing decisions based on the resources available at any given time. The ultimate outcome ideally is patient and staff safety, and positive patient experiences and outcomes. Throughout the different departments in the facility, there are several governing unions with guidelines and contractual requirements. The facility also has policies and procedures that must be adhered to. Katie remains updated on all guidelines by attending conferences, in-services and administrative meetings. Eason, (2010) stated that, “lifelong learning allows nurses to develop confidence and skill in service provision that is evident to patients, their families, and other health care practitioners” (p.157). I believe that Katie is proficient, has strong leadership skills and is capable of unraveling conflict while following
Rosemont Center is located in Columbus, Ohio. It provides for the physical, emotional, mental and spiritual well being of troubled youth and their families. Rosemont is committed to helping children in need; it is dedicated to healing and renewing youths with a history of trouble and abuse. Rosemont provides the unconditional acceptance, treatment, counseling, education and hope that the youths urgently need to be more productive members of the community. Rosemont had two locations, Rosemont-Bay Saint Louis and Rosemont-Jackson (Swayne, Duncan & Ginter, 2008).
The workplace is often viewed as one of the environments that is meant to promote admirable co-existence with individuals from diverse backgrounds. However, the recent times have seen places of work being transformed into areas where members of staff are often diagnosed with one disorder or the other. This is often blamed with the work pressure as well as unrealistic demands of completing delegated tasks and assignments. Mental illnesses are quite common in the workplace and are frequently linked to the use of prohibited substances such as drugs or alcohol. The decline in productivity at the various places of employment can be linked to either mental instability or the abuse of various substances. Mental illnesses impair one’s judgment, such that they are unable to think or reason properly. Consequently, such people cannot relate to others properly and neither can they perform their duties diligently. This paper is an annotated bibliography that provides a brief summary of research articles that discuss about the relationship between mental illness and addiction in the workplace.
However, when not using facts, emotions and symbols in their communication managers can leave out added meaning that could stimulate the transfer of meaning and quality decision which could have an effect on employees being open to provide suggestions (Crossland et al, 2002). Communication can be the key to solving underperformance of an employee as well as providing clarity about the expectations and objectives early on when underlying problems are identified (Armstrong, 2009). When there are specific problems with employee performance, methods can be adopted to allow the company and employee to take ownership and collaboratively work through any issues, this can be done through being transparent and clarifying issue’s by getting straight to the point, asking the employee what they think about what’s been said and listening to see if they accept accountability (Eisaguirre, 2009). Furthermore, problems can arise through the breakdown of communication between a manager and employee so it is important to be clear and concise when communicating so that the recipient understands the what, why, when and how to undertake an instruction