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Health System Management
State why this issue selected by the student.
In modern lifestyles, work stress is getting very common. Social life and work both have undergone drastic change in this new century. All the professions have been hit directly and even the physical health of the professionals has been affected badly because of it. With the health of the workers the health of the organization is also affected adversely (AACN, 2008).
On one side, where there is a heavy demand of life improving actions on the other side we see a demand of better customer services. It is an employee's duty to fulfill the demand of the customers, even if he is stressed, while doing so he must have a firm believe on the fact that customers are always correct (AACN, 2008).
There lies an indirect link between the hospital's high employer turnover rate during the residency program and the exhausted employees. In this era where the countries are fully knowledge based, this crucial issue is being ignored (AACN, 2008).
Every fresh graduate should be provided with a healthy working environment and this requirement is also considered as an integral part of human resource planning. The planning of organizations should be targeted to seek competitive advantage by promoting commitment towards employees, by working on reduced costs and on increased productivity (AACN, 2008).
Statement of the Problem
In the residency program of today, employee exhaustion is becoming very common.
What is the perception of the residency graduates with regards to work life balance?
1. What are the stressors that affect the performance of employees in a residency program and what are its causes?
2. How is performance quality affected by excessive workload?
3. Scrutinize the adverse affects that affect the hospitals and the grad retention level?
4. Examine the effects of stress on the graduate himself and on his family?
5. How efficiently the residency program is being handled by the employees in the workplace?
The Significance of the Study
This study is focusing on the perception of graduates in relation to the work life issues; this is why it is believed that this study will carry great significance throughout the world.
1) The policy makers are going to be highly benefitted by the findings of this study because the top management and the policy makers of the residency programs and the hospitals will make use of this study to finalize their decisions and they would also utilize this study for effective funding of the residency program.
2. For the international research on employee's exhaustion and work life balance issues, this study will become a useful tool in future.
b. Relate issue to healthcare management with literature review, statistical findings and why the issue is important to Senior Management of the chosen Healthcare System.
In order to obtain a long-term competitive edge in a particular business, researchers have investigated about the work life balance in relation to the residency program managers. By connecting this study to a number of fields, the researchers have depicted a structural outline under which identification of various organizational level inputs with respect to work life interactions for the residency program managers has been done. These managers work in the medical industry (Needleman and Hasmiller, 2009).
Result analysis has been done by the researchers on the individual specific, organization wide and family centered interface. Along with the outputs the procedures which connect mediators and these elements are also considered by the researchers. Great emphasize is given to the application of a new residency program with regards to work life issues (Needleman and Hasmiller, 2009).
Particularly, in the field of medical, one of the recurring problems faced by many service giving firms is the resignations given by the employees or the absenteeism (Liebhaber and colleagues, 2009). These researchers claim that in order to get an insight into the proportional costs of different facets of turnover, the expenditures of turnover should be matched with several kinds of hospitals. According to their analysis, turnover expenditures were generally greater for complicated jobs, had autonomous assets or building having greater room rates, or has greater tenancy ratio, buildings were of an enormous size, or they were situated in an area having expensive lifestyle and greater number of people without a job. The relative effect of substituting employees who have left the job was investigated too and it was found out that the fall in the resultant output was due to the lack of skill on part of the new employees. This was also the largest cause for increasing expenditure on the turnover (Liebhaber et al., 2009; also refer to Mrayyan, 2008; Chulay and Burns, 2010).
In the same manner, they also investigated that increase in the resignations and absenteeism of the employees may be caused without regard to the quality of customer service given, as a result of this, a direct fall in the sum of productivity and revenues takes place. This happens when there are employees who wish to quit their job but do not do so and fail to perform at the optimal level. The new employees might require time to adjust to the new environment and their job. All this, in the end, results in high costs for the residencies programs (Liebhaber et al., 2009; also see Mrayyan, 2008; Chulay and Burns, 2010).
Moreover, it was also found that the situation might get worse when the existing employees face the growing workload. Their ability to satisfy the requirements of the customers may be hampered and can give rise to job stress. Furthermore, due to the effect of the employee turnover, the cost of running the residency program may also increase. There are three types of cost which are incurred while replacing the staff: soft costs, opportunity costs and hard costs. Hard costs are defined as the costs that are spent on advertisement as expense and directly influence the financial condition of the firm. Whereas, soft costs do not directly influence the firm's monetary conditions and are time-related. The third and the last opportunity cost are usually the cost of missed sales which are accounted for. Thus, these costs are the main reasons of profit decline and that is why employee burnout and employee turnover must be avoided (Liebhaber et al., 2009; also see Mrayyan, 2008; Chulay and Burns, 2010).
According to researchers, numerous situations related to the effects of turnover can be understood by knowing about the firm's allocation of resources in recruiting and hiring new employees. Thus, in order to avoid increasing expenses on recruiting and replacing new employees the firms should decrease the maximum costs of the turnover (Liebhaber et al., 2009; also see Mrayyan, 2008; Chulay and Burns, 2010).
c. How does the issue impact the chosen healthcare system
According to Lynn-McHale (2011), the work-related problematic issues of the medical industry, which have become very common, are not taken seriously yet. The researcher's main objective was to clarify the stressors who are main bone of contention and continuously causing different problems by using multiple-regression techniques and try to maintain a profile of creating false impact of the role strain (Lynn-McHale, 2011).
A research has been conducted on hospital staff including line employees, upper and middle management which proved that low standard decision making and confusion regarding role of particular staff members had affected the entire hospital environment. The research, which was based on stratified sampling, also depicted that work-stress and confusion among the employees have created the symptoms of helplessness, a form of stress (Hodges et al., 2008). However, the confusions among the roles of employees have lesser influence on the symptoms regarding stress. Logical and systematic pattern is developed that may become a point of concern of work stress and hamper employee empowerment at 3 different stages. So, in order to reduce the impacts of these problems on the quality of service provided by the hospital, incorporated strategies should be drawn by the management (Hodges et al., 2008).
A research was conducted by Kim (2009) about the work-related problems, jobs opportunities and the five personality aspects which are: amicability, extraversion, conscientiousness, experience and neuroticism. The main source of information in this research was a restaurant staff including managers, supervisors and lower management employees which normally required fast service. An innovative idea of engagement was adopted in order to reduce work-related stress. The main depiction of this research was the two different ideologies that were followed by different aspects of personality (KIM, 2009).
The personality trait of neuroticism is considered to be most influential on work-related stress and the traits which foresee engagement are neuroticism and conscientiousness. The positive attributes of personality like amicability and extraversion do not have powerful impact on work burnout and these traits also do not have any connection with the staff's work engagement (Kim, 2009).
The connectivity among the engagement, burnout, coping and the entire health conditions of the residency students was identified by Pienaar and Willemse (2008). The research methodologies used were The…[continue]
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