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Essay / Research Paper Abstract
A 6 page paper that discusses the issues of job satisfaction, morale and motivation in nursing. Short staffs, more work, fewer resources have led to low morale and higher turnover in the profession. This essay discusses some of the theories that address these issues and includes specific suggestions for raising morale and increasing motivation. Bibliography lists 9 sources.
Page Count:
6 pages (~225 words per page)
File: MM12_PGnrsmt.rtf
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Unformatted sample text from the term paper:
significant. Low morale, low job satisfaction, stress, burnout, and high turnover in nursing are not isolated problems. They exist across many countries. Studies in the United Kingdom, for instance, tell
us that although it is difficult to accurately determine job satisfaction, there are indicators that morale and satisfaction are low among health care workers (Finlayson, 2002). This report went on
to identify three major factors that have a direct impact on morale and motivation: whether or not employees feel valued; the conditions in their working environment; and resources and salary
(Finlayson, 2002). Cline, Reilly and Moore noted that the turnover in nursing has been high for at least two decades (2003). Kleinman reports the turnover rate at 21 percent
(2004). The literature groups reasons for nurses leaving into two broad categories: staffing and management (Cline, Reilly and Moore, 2003). These are valid categories but the underlying reasons have to
do with not being satisfied with their jobs, stress, burnout and low morale. These authors conducted a study in Nevada asking nurses why they really left their jobs (Cline, Reilly
and Moore, 2003). Reasons included: "Lack of support, ineffective measures, and failure to listen or respond to concerns" (Cline, Reilly and Moore, 2003, p. 50). Comments went on to say
that it is disheartening when they arent acknowledged in any way for the hard work they do (Cline, Reilly and Moore, 2003). Other factors in the management category were a
lack of follow-through and in general, poor management techniques (Cline, Reilly and Moore, 2003). Shortage in staffing leaves nurses with mandated overtime (Cline, Reilly and Moore, 2003). Further, their institutions
did nothing to retain them, did nothing to encourage them (Cline, Reilly and Moore, 2003). Worse, the investigators learned that all the nurses who had quit their jobs had tried
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