Workload worries have become a common concern for nurses in the present age, thereby raising concern over their performance. Today, nurses are experiencing more workload based on four factors. These factors include an inadequate supply of nurses, increased demands for nurses; reduced patient stays in hospitals, reduced staffing, and increased over time (Duffield, et al., 2011). Several studies carried before have indicated that the average life span of individuals has been increasing in the recent past, particularly because of improved technology that has positively impacted healthcare. Ideally, people are receiving better medical care at healthcare facilities hence improving their general health (Duffield, et al., 2011). As a result, the population of older people in society has increased, which relatively translates to more individuals who require healthcare needs. Basically, this situation has led to an increased workload for nurses working in healthcare facilities because they must meet the needs of the patients.
Another aspect identified as a major contributor to workload worries is the inadequate supply of nurses. Based on a study published to determine the issue of increased workload for nurses, it is clear that the healthcare industry is facing a crisis due to a shortage of nurses (Duffield, et al., 2011). Apparently, experts in the field have projected that the situation will worsen in the future, given that more people will be seeking medical care from these facilities. Scholars argue that nursing schools will face a hard time training more nurses to meet the rising demand, but it will be impossible to manage the crisis (Duffield, et al., 2011). Basically, this means that nurses will continue to handle the larger workload to ensure that they serve every patient. In other words, in the future, the situation observed today will worsen since nurses will have to work for longer hours to ensure they serve the ever-increasing number of clients in healthcare facilities.
Due to increased healthcare costs, many hospitals decided to reduce the patient stay in hospitals. Consequently, this has resulted in patients leaving healthcare facilities before they can fully recover. In other words, people have no option but to go and continue with their medication at home without any professional help (Duffield, et al., 2011). Consequently, this has resulted in people becoming sicker and hospitals receiving more patients who have several complications due to lack of proper medication. It goes without saying that once the hospital discharges the patient from the hospital; the patient is like to resume their normal schedule ignoring the advice given by the healthcare personnel (Duffield, et al., 2011). These activities are likely to expose them to the risk of contracting the disease again or, even worse, increasing the number of patients in these facilities.
Another critical factor that has led to increased workload for nurses is reduced staffing and increased overtime. Based on recent research to determine the causes of increased workload for nurses, nurses have no choice but to engage in compulsory overtime in most healthcare facilities (Duffield, et al., 2011). Ideally, increased healthcare cost has forced many facilities to reduce their workforce, which translates to top understaffing. The management in these facilities has stated that they needed to cut on the cost to be able to run successfully, which prompted them to reduce the number of nurses (Duffield, et al., 2011). Apparently, the few nurses privileged to maintain their jobs have to work twice as hard to ensure that they cover the entire workload. Basically, this means they have to work for longer hours and cover a wider range of their duties to ensure that each patient receives the care they need.
Following the case scenario, it is evident that the employees are unhappy with the workload currently assigned to them. One of them states that they usually cover a wider workload wherever they get assigned to team two, unlike team one. The second employee with whom they are discussing the issue affirms the situation by stating that he is always assigned to team two and has to work extremely hard on a daily basis. Based on their conversation, one can tell the two nurses are frustrated. Apparently, the former nurse manager resigned from their work because of a lack of cooperation from workers, which lead to low productivity, thereby affecting their work performance. It is also clear that the employees feel that they do not receive enough pay compared to the workload that they cover on a daily basis which is a leading course of low morale hence poor productivity.
As a new nurse manager in this facility, one of the basic aspects to consider is coming up with effective strategies to solve the existing problem. The first important element that one should consider in such a scenario is balancing the workload for all the employees (Kantanen, et al, 2017). Basically, the employees will feel less motivated to work when they feel like they are working more than their colleagues. Since the department consists of a mixture of full-time, part-time, and casual nurses, it would be crucial to ensure that both teams one and two have an equal number of nurses attending to patients (Kantanen, et al., 2017). Basically, this will ensure that all employees cover an equal amount of workload with favor or discrimination. Balancing the number of employees in the two teams will create an avenue that will guide in determining any other issue that may be affecting the employees’ performance.
After balancing, it is necessary to evaluate if the organization requires hiring additional employees. Following the scenario, the organization has three categories of nurses: full-time workers, Part-time and casual. Ideally, this would make the hiring process easy if the organization needs to hire more employees. The management can opt to hire part-time nurses on a full-time basis to ensure that the workload is reduced (Kjellström, et al, 2017). Alternatively, the management may opt to offer the overtime positions to casual employees to allow the full-time employees time to rest. Basically, this arrangement will ensure that all the nurses in the facility do not overwork hence reducing job dissatisfaction. Studies have indicated that lack of overworking is the leading cause of high turnovers in the nursing industry, consequently leading to shortage. Additionally, the increased workload has a negative effect on the patient outcome since it increases the chances of medical faults (Kantanen, et al., 2017). Overworking may also affect the general health of the nurses, which leads to an increased number of sick leaves, ultimately affecting the employee’s performance.
Based on the discussion overheard by the two nurses discussing their working conditions, it is appropriate to indicate that they do not feel motivated to work. Lack of motivation is a leading concern that a manager should handle within an organization without delays (Kjellström, et al, 2017). Employees who do feel motivated to perform their duties are likely to display low productivity. In other words, they tend to cover less workload than an employee who feels motivated and has a purpose for their job (McCay, et al., 2018). Consequently, low morale leads to failed organizational goals and objectives. Additionally, low motivation also results in high employee turnover hence negatively affecting the organization’s productivity and reputation. An organization with a high turnover is less likely to attract highly qualified employees, which leads to a reduced number of clients. Clients also require consistency, and they may decide to seek services of a more stable facility.
Therefore, it is quite important to ensure that the teams remain motivated at all times to avoid such consequences. Ideally, it is the role of the nurse manager to ensure that employees get motivated and perform their tasks accordingly (McCay, et al., 2018). Different surveys have shown that employees’ motivation directly links to their engagement which translates to more productivity. Basically, managers can motivate their employees by setting precise but realistic objectives (Kantanen, et al., 2017). The objectives must be practical and measurable hence ensuring that each employee knows exactly their roles. Based on the case scenario, the manager needs to ensure that each employee has a goal that they need to accomplish at the end of each day. Ideally, this will keep the nurses on their toes hence becoming more productive, consequently covering a larger workload within a short time (Kjellström, et al, 2017). As a result, the hospital will require a fewer number of nurses to work overtime since they will have done much within their prescribed working hours. Ultimately, this will reduce complaints among the nurses as each will understand their role in the facility.
Improving internal communication is also an effective method that a manager can use to ensure that their team remains motivated. Once the employees understand that they feel to air any issue that affects their work, it becomes easy for the manager to solve such issues (Kjellström, et al, 2017). Companies that do not empower their employees to engage in internal communication with the leaders are likely to bear poor production (McCay, et al., 2018). For instance, it is evident from the case scenario that the organization has not empowered the employees to air their concerns based on the discussion between the two nurses. The two nurses express their frustration concerning the workload they cover while working in team two but have not had time to communicate the same to the leadership (McCay, et al., 2018). Consequently, they continue to suffer in silence hence affecting their productivity. Ideally, supposing they communicated the concern, a manager would formulate a solution to solve the problem.
In conclusion, nurses form an essential part of the healthcare workforce. They are basically the heart of these facilities since it would be impossible for other healthcare professionals to carry on their duties without the input of nurses. For this reason, it is crucial to ensure that they remain motivated on in good shape to carry on their mandate effectively. Exposing the nurses to a larger workload than they can bear is not only dangerous to their wellbeing but also to the patients that they care for (Kjellström, et al, 2017). Therefore, the hospital management and other concerned bodies should ensure that they do not expose them to workloads that affect their judgment or general health since it can be consequential to their patients (McCay, et al., 2018). Ultimately, this will ensure that the healthcare organizations continue to function effectively and the patients receive appropriate care as prescribed by the physicians.
References
Duffield, C., Diers, D., O’Brien-Pallas, L., Aisbett, C., Roche, M., King, M., & Aisbett, K. (2011). Nursing staffing, nursing workload, the work environment and patient outcomes. Applied nursing research, 24(4), 244-255.
Kantanen, K., Kaunonen, M., Helminen, M., & Suominen, T. (2017). Leadership and management competencies of head nurses and directors of nursing in Finnish social and health care. Journal of Research in Nursing, 22(3), 228-244.
Kjellström, S., Avby, G., Areskoug-Josefsson, K., Gäre, B. A., & Bäck, M. A. (2017). Work motivation among healthcare professionals: a study of well-functioning primary healthcare centers in Sweden. Journal of health organization and management.
McCay, R., Lyles, A. A., & Larkey, L. (2018). Nurse leadership style, nurse satisfaction, and patient satisfaction: a systematic review. Journal of nursing care quality, 33(4), 361-367.
