Job satisfaction and retention

layna · Jun 8, 2003

I have found that administration and staff nurses want the same thing. We all want to take good care of our patients with the resources that we have. It is time for ALL nurses (including administration and staff) to recognize that they are all individual leaders in health care. It is time for administration and staff to let go of the "us vs. them" attitude and work together to do what we can for our patients. You will need to interview both administration and staff in order to get the "global" picture. Good luck!

ainz · Jul 26, 2003

Layna!! Have you been reading my posts?? :)

Ditto to what layna said!!

There really has been much research on nursing job satisfaction. I'll tell you what needs to be researched very badly and it is hard to find. If I ever get the opportunity to get my PhD I will study this, well really two things.

1) Research that links NURSING interventions to positive patient outcomes to positive financial performance of the organization, both in revenue generation and operating cost reduction.

2) Management/leadership style and patient outcomes, what is the relationship?

layna · Aug 3, 2003

LOL ainz :-)

I have been in management for almost 2 years now and my post is based on my personal observation. Negativity is like a sickness that does not belong in a place where people need to heal. It is time for everyone to stop whining, to work together like professionals.

OC_An Khe · Aug 3, 2003

Ursala

Did a similar project over 20 years ago in my Masters program. One of my professors comments i never followed up on but would be interesting to research and that is the non nursing managers thoughts on retention/ satisfaction of nursing as compared to nursing administrators.

Monica RN,BSN · Aug 3, 2003

Hi everyone... I have an input to retention and job satisfaction. I hae been in nursing management for a few years now, and justthis past Friday we had major chaos in out LTC facility. I stayed until 10:30 that night to help with the admissions that would not stop coming, and dealing with multiple problems throughout the house. I could not in good conscious leave the staff in that mess. I believe that by working along and withthe staff shows a true dedication to the teamwork that can be accomplished when we all pitch in and help. I asked a nurse to float over to the Skilled nursing side for 2 hours to help out. She graciously did. It is how you ask and who you say it that makes all the difference in staff satisfaction. We have so few reasons for a nurse to stay in our building, as the pay is not competitive, there is no shift diff or weekend diff, and they work at max staff ratios very often. 1:20 or 24 and they do a great job. MAny will work doubles, and they are appriciated for doing so. Retention is alot of how management treats the employee. I agree that I feel there is nurse abuse for the demands that are imposed in the building, but with the shortage and with no immediate plan for better pay, we have to deal with what we have. The best we have is each other who sticks togetehr to get the job done in the name of our patients who depend on us so much.

live4today, RN · Aug 3, 2003

Monica........will you come and be the nurse manager of the unit I work on? :kiss

I like the way you speak here. Now...THIS is what I like to see in action..........a Nurse Manager who backs up her staff and works alongside them because she hasn't forgot what being a floor nurse is. Thumbs up to you, Monica! :balloons:

Monica RN,BSN · Aug 3, 2003

Thanks.. I have been dedicated to always be the manager that is set apart from others I have worked for and with. I have worked in DON positions, ADON and case management, and I have never had problem employees that resented the management. Of course I have had problem employees in general, who were a disiplinary problem, but that was all self induced. They would have acted the same under anybody's management. I am not to good to help a CNA or any one for that matter. In fact... Quick short story.... A few months ago in the LTC we work, My sister is a CNA there on 3-11 shift. She calls to say she is going to be 3 hours late!!! WHAT!!??? 3 HOURS!!!! oh boy, now what to do... 1) attempt to find someone to come in for three hours.. (not likely)

2) Ask a CNA to stay over for three hours.. (bad plan.. no room in budget for overtime) or 3) Play CNA until sister comes.. I went with the third choice... WOW! now, back in the day I was a great CNA, today.. different story... I try but am not nearly as efficient in CNA work as those who do it all the time.. I had to get people out of bed for dinner, make beds, pass water, and do vitals.. all ok so far.. But then, It was bath time for one of the residents... I surely was more wet that the patient.. !! When my sis finally showed up, I said.. THANK GOD YOU ARE HERE!! I worked harder in three hours than I did all week long! POINT IS: NEVER UNDER ESTIMATE THE VALUE OF THE CNA. ( not a job I would want full time) Hats off to you all..........

Monica

Min · Aug 9, 2003

Originally posted by layna
I have found that administration and staff nurses want the same thing. We all want to take good care of our patients with the resources that we have. It is time for ALL nurses (including administration and staff) to recognize that they are all individual leaders in health care. It is time for administration and staff to let go of the "us vs. them" attitude and work together to do what we can for our patients. You will need to interview both administration and staff in order to get the "global" picture. Good luck!

Well stated!!

maurlusch · Oct 6, 2003

We are working on a team project to measure and improve morale. Do you have a good tool with statistical validity you could share? Do you know where I can get one?