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An essay on employee engagement at work
An essay on employee engagement at work
An essay on employee engagement at work
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Luong, (2012) indicated that work engagement has three extents: (1) cognitive; belief in and support for the goals and values of the organization, (2) affective; sense of belonging, pride and attachment to the organization, (3) behavioral; willingness to go the extra mile, intention to stay with the organization. Also, nurse engagement is considered an affective state that reflects nurse's personal satisfaction and a sense of inspiration and affirmation that get from work and being a part of the organization
Theory of work engagement (WE) Engagement is positive psychology by the theoretical model Job Demand Resources (JDR-WE). This model takes the perspective of positive organizational psychology, in which the well-being
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One of the most important drivers of engagement is the interest of management in nurses' well-being. Thus, organizations have to build harmonious environments to promote good team relationships and conducive work environments to sustain high level of performance (Sanneh and Taj, 2015).
Supervisors who create a supportive work environment policy typically display concern for nurses' needs and feelings. Supervisors must establish positive communication and feedback system as well as informing nurses of organizational goals and objectives towards success. Positive workplace environment will increase confidence and ownership of the organization among nurses thereby increasing engagement levels and improve performance (Andrew and Sofian,
Workers feeling, which includes competitive compensation and reward strategies, professional growth and development, career paths and succession plans and the organizations leadership and culture are contributing factors of employee engagement
This characteristic stands out the most for nursing, because of its nature of stressful work environment with heavy accountability. It is unavoidable to observe general stress, role strain, and burnout from some nurses at the clinical sites. Cabrera states that the research shows that positive employees are directly related to greater productivity and better decision making (Cabrera, 2012). The positive nurses at the clinical sites focused on professionally achieving their daily goals yet managing to stay in positive mood. Many times, those nurses’ positive vibe aided in encouraging the other nurses and staff to be more like them, resulting in a better work environment. Cabrera also talks about the mental benefits of positivity, which is mindfulness of the surroundings (Cabrera, 2012). Being mindful of the surroundings helps with the ability to take in more information. This may benefit the nurses who always have to collect as many information in order to provide effective patient
A nurse manager plays an important role on a hospital unit. Evans defines the role of a nurse manager as one who makes sure all the needs required on a daily basis are accomplished (Evans, 2011). Evans goes on to say that one primary responsibility of a nurse manager acting in the position of a leader is to “raise the level of expectation and help employees reach their highest level of potential excellence” (Evans, 2011). With this said, it is important to identify potential barriers and problems that a nurse manager would face on a given unit and create or adopt evidence-based interventions to eliminate these problems. When this is accomplished, it will help to foster a work environment that maintains safety to patients as well as staff.
(2012). Nurse Leaders' Critical Role in and Collaboration Strategies for Creating Safe, Positive Workplace Cultures. Journal Of Legal Nurse Consulting, 23(2), 31-34.
In healthcare it is very important to have strong leaders, especially in the nursing profession. A nurse leader typically uses several styles of leadership depending on the situation presented; this is known as situational leadership. It is important that the professional nurse choose the right style of leadership for any given situation to ensure their employees are performing at their highest potential. Depending on which leadership style a nurse leader uses, it can affect staff retention and the morale of the employees as well as nurse job satisfaction (Azaare & Gross, 2011.) “Nursing leaders have the responsibility to create and maintain a work environment which not only promotes positive patient outcomes but also positively influences teams and individual nurses” (Malloy & Penprase, 2010.) Let’s explore two different leadership styles and discuss how they can enhance or diminish the nursing process.
In less stressful environment, nurses able to incorporate caring relationship, improve interactions between patient and a nurse, and develop understanding of the other person’s perspective (Nicely, K, Sloane, D., Aiden, L., 2012).
Some of the strategies that can help prevent the high burnout rate among nurses include social and psychological support as well as empowerment. The ability of an organization to retain nurses primarily depends on the creation of an environment conductive to professional autonomy (Hatmaker, 2014, p. 227). Organizations should create an open environment where nurses have an avenue for mutual support. Examples of a program that may result in mutual support among nurses include sharing of workload among team members. Additionally, organizations should create time for social interaction among nursing teams. This can be done through social events such as annual retreats. Social events help to address the issue of burnout by building trust and strong bond between nurses (Portnoy, 2011). The other strategy for dealing with the issue of nurse burnout is supervisor support. Healthcare facilities should encourage meetings between the nurses and supervisors to talk about issues affecting their work. Apart from receiving support from their colleagues and supervisors, nurses need to be empowered. One way of empowering them is by providing them with better salaries and remuneration. The other way is by availing to them opportunities for advancing their education, such as by refunding the tuition fee. They should also be provided with an opportunity to climb the profession ladder such as through promotions. Nurses also need psychological empowerment which
(2015) implies that the unit manager together with work environment, greatly influences the nurse’s overall job satisfaction, and has little to do with the stress of caring for patients. Furthermore, studies show that stronger relationships amongst management, staff, patients and families, allows for bonding between each component of the healthcare pyramid and makes the job more “enjoyable”, thereby reducing the emotional fatigue associated with burnout. Research also states that changes in organizational policies such as nurse to patient ratio, short staffing, etc., reduce this risk (Australian Nursing Journal,
Nurse workplace environments have only really been studied during the last decade. There is growing research in this area especially due to the nursing shortage. International consensus is if you identify opportunities to improve working conditions for nurses, you will have a higher probability of maintaining staff (4). The success rate of retaining
In today’s health care environment, work-related stress plays a major role in the performance of nursing professionals. The nursing profession is significantly affected by the effects of stress and this often determines the quality of care that patients receive. Work-related stress develops when an individual loses the ability to cope with increasing service demands, overwhelming responsibilities, and loss of control over their environment. Preceding research has proven that high stress levels result in more staff absences, staff turnover, diminished job satisfaction, and additional costs which in return only further exacerbates staff stress levels (Wright, 2014). Nursing managers can help to control how stress affects the staff and provide ways for the staff to cope effectively. Although nurses are responsible for maintaining their health, managers can significantly reduce stress by ensuring that the employees are well educated, internal support resources are available, and external employee assistance programs are provided. The quality of leadership and management support provided to the staff can significantly alleviate stress in the health care field (Wright, 2014). By decreasing the workload, reducing service demands, and implementing effective coping strategies, stress among nurses can be decreased and the quality of patient care will improve considerably.
In today’s society, leadership is a common yet useful trait used in every aspect of life and how we use this trait depends on our role. What defines leadership is when someone has the capability to lead an organization or a group of people. There are many examples that display a great sense of leadership such being an educator in health, a parent to their child, or even a nurse. In the medical field, leadership is highly used among nurses, doctors, nurse managers, director of nursing, and even the vice president of patient care services. Among the many positions in the nursing field, one who is a nurse manager shows great leadership. The reason why nurse manager plays an important role in patient care is because it is known to be the most difficult position. As a nurse manager, one must deal with many patient care issues, relationships with medical staff, staff concerns, supplies, as well as maintaining work-life balance. Also, a nurse manager represents leadership by being accountable for the many responsibilities he or she holds. Furthermore, this position is a collaborative yet vital role because they provide the connection between nursing staff and higher level superiors, as well as giving direction and organization to accomplish tasks and goals. In addition, nurse managers provide nurse-patient ratios and the amount of workload nursing staff has. It is their responsibility to make sure that nursing staff is productive and well balanced between their work and personal lives.
Definition. Schaufeli’s (as cited in Truss, Delbridge, Alfes, Shantz, & Soane, 2014, p. 26) ideas on employee engagement can be explained by using the Job Demands-Resources (JD-R) model. Job demands and availability or lack of resources, both job and personal, either contribute to or deter employee engagement, this is illustrated by the JD-R (Truss et al., 2014). On the positive side, according to Truss et al. (2014) job and personal resources “foster engagement in terms of vigor (energy), dedication (persistence) and absorption (focus)” (p. 26). An employee who has the resources needed to do their job is better equipped to do the job and thereby better able to perform their job (Truss et al., 2014). Employees who are better able to meet job
This theory implicates a logical illustration that if the nature of a job sufficed and met the five core characteristics, the employee would feel a sense of fulfillment that would result in excellent work performance (Armstrong, 2017). The job design prefigures the significant relationship of the five core dimensions as to how a worker perceives the three vital psychological states – meaningfulness of work, responsibility and knowledge of outcomes – that would eventually contribute to a sense of general job satisfaction, personal growth, increased motivation and effectiveness of work (DeVaro, Li, Brookshire, 2007). There is a dynamic suggestion in JCM that acclaims the correlation of positive feelings with an excellent performance, and negative feelings with poor performance (Mukul, Rayhan, Hoque, & Islam,
Nursing theory is the foundation of the nursing practice, has been researched, measured for positive outcomes, and directed nursing care since the beginning. Nurses to improve their practice of providing positive patient care if guidelines are followed can use nursing theories. The purpose of theory is to have a model to follow to deliver safe and effective care, and to achieve positive patient outcomes. The purpose of this paper is to define theory and the purpose of theory, explain the four patterns of the nursing metaparadigm and explain the importance of theory in the nursing practice.
Based off of the gratification an individual contains towards their work is job satisfaction. The productivity could either be positive or negative while the relationship between the productivity and satisfaction may not be consistent. There are multiple internal and external factors of job satisfaction that can impact the behavior of an employee and engagement over time. The way the worker’s attitude concerning their field effects the performance they perform on a daily basis. One who is satisfied with the job they maintain, succeed at what they do. “It is therefore imperative for a company to understand the attitude of its workers and measure the job satisfaction of its employees, as job satisfaction is essential for productivity” (L. Bradshaw