Employee Morale In Healthcare Essay Sample
This research paper has been completed through the collection of information from various peer-reviewed sources. The center of focus has been the issue of the morale of the employees in the radiological healthcare profession. It has been observed through the analysis of the working conditions in this profession that the employees are confronted with situation that are most likely to lead to the professional burnout if the administration are not keen to provide the relevant preventive measures.
The paper has analyzed the concept that the most significant assets of the organization are the employees and the improvement on their performance is rooted to the extent of training which should be a continuous process for the purpose of the improvement of the morale and the productivity of the employees throughout the life of the enterprise. The onerous nature, volatility as well as difficulty of the poor morale as well as productivity require high levels of control and the factors responsible for success should be the out put of the management the employees as well as the organization at large. The desire to embrace inevitable changes, the adopted methods and the consistency of follow up are factors responsible for the maintenance of morale of the highest order.
The greatest things that have ever been achieved have been accompanied with enthusiasm and most of the issues surrounding the effective performance of the workers have been guided by the enthusiasm surrounding the environment of the work. The abhorrence of the employer as well as the monotony is not a hindrance of the employees’ attendance to duty although such a scenario is not associated with pride or passion in as far the work is concerned. Majority of the issues of performance are rooted in the culture of the organization responsible for the promotion of the morale or lack of it that is the guiding principle of the productivity of the workers. The aspects of the organizational culture responsible for the promotion of the morale of the workers include the following:
Leadership; The leaders in the organization are not required to be narcissists, ruthless as well as demeaning towards their employees. The harmonious working relationship is a preliquisite for high productivity due to the high extent of morale and motivation on the part of the employees
Accountability; There is a requirement of the expression of accountability to avoid the situation where the economic system of the organization suffering a financial turmoil. The employees are better motivated in a situation that they are aware of the mistakes committed out of bad lack and the practical punishment of the criminals in the organization.
The causes responsible for the creation of low morale has a strong correlation to the culture of the organization, the organization itself, and the management of the organization. The management as well as the administration possesses tremendous impact with regard to commitment levels of the employees. Atchison noted that “individuals do not leave companies – they leave poor managers” (Atchison, 2002).
The mismanagement of the organization is responsible for the promotion of negative morale resulting to disengagement of the employees and consequent loss of productivity. The examples of lost productivity include high rates of absenteeism, performance of a poor work and tardiness. Productivity impact may be diluted through a timely as well as orderly cultivation of relationships of the administration to the employees that is achievable through an interaction on a personal ground as a preliminary step at the disposal of the management with a purpose of uplifting the morale of the employees. The aspect of imparting considerable sense of trust as well as respect to the employees is an important issue of consideration in the performance of the radiological professionals. The provision of feedback from the administration is equally important to facilitate a better understanding of the work related matters in the place of work. In the instance that the morale of the employees is in a threat, the turn around is not usually easy although there exists some cures (Penny, 2005).
The occurrence of a negative event in as far as the workplace is concerned is one of the potent causes of negative morale of the employees which covers the range of firing, unwanted dramatic changes as well as downsizing of the labor force. The employees fear that they are prone to the adverse effects brought about by these developments. In the instance that the administration promotes unpopular employee or one who may be perceived as less competent in relation to others who are in the firm is another contributor of the syndrome. The occurrence of tension or adverse arguments among the staff members and to the administration also contributes to the promotion of the poor morale. The financial health in the institution should be stable to overcome the onset of low morale. The employees should not be overworked or subjected heavy workloads on a consistent platform. If the feeling of unappreciation as well as under appreciation with respect to the work performed by the employee is promoted by the administration, the employees should not be blamed for the development of professional burnout. The administration is duty bound to provide attractive conditions for the employees. The supervision of the employees should be less demanding as well as less rigid. It should also be supportive in terms of offering guidance as well as enough input to the workers (Sherer, 2005)
The success of the identification of the root cause of the problem responsible for the poor morale of the employees should be followed by the implementation of the relevant measures responsible for the cure of the problem. The failure of the identification of the cause of the problem may call for the hiring of an expert to work on the assignment (Walvoord, 2006).
However a competent administration need not go this far. An approach of the employees without the involvement of tension such that the employee is comfortable in the process of self-expression, is sufficient to offer the background information vital for the identification of the root of the problem. The identification of the ideal cause to the problem is rooted on the success of the extraction of the information from the exact person facing the condition of the poor morale, thus enhancing the attendance to the precise problem in existence. This also proves to the employees about the concern of the administration with regard to the issues that affects the employees in the direction of the promotion of poor morale and depersonalization as well as the input of the administration towards the amicable solution to the problems affecting them. (Akroyd & Caison, 2002).
According to the argument of Talbot, “emotions play an important role in the success of an organization. The ability or inability to perform at competent levels within the firm depends on the extent of the emotions of the entire workforce. This is because employee emotions affect the primary sources of competitive advantage, which include intellectual capital, customer service, organizational responsiveness, productivity and employee attraction and retention. Thus, the more skilled an organization the higher the level of the employees’ emotions that contribute to the success of the firm. The role of the management team is centered at creating a work environment where employees experience positive emotions, the more successful that organization will be” (Talbot, 2005).
Working Conditions in Radiological Profession
The professionals in the radiology profession are usually faced with some difficulties associated with their working condition that is responsible to generate burnout if the appropriate measures responsible for the motivating them are not in place. The employees are required to work overtime, during the holidays as well as over the weekends as the need may arise. The working environment involves extensively large areas that are open as well as prone to noise and extremely high temperatures and high degrees of the variations in humidity. In the process of the application of the procedures responsible for the best possible safety, the workers are usually exposed to radiations with the potentials for ionizations. In the course of the performance of their duty, the workers are supposed to endure long and continuous periods of standing while lifting some equipment. They are also exposed to the human wastes as well as diseases. The workers are also exposed to stress of considerable magnitude due to the their exposure to diverse range of staff in the hospital, the patient as well as the families to the patient (Knight, 2004)
Career Advancement for Radiological Technologists
The group of people responsible for the operations of the radiographic equipments is referred to as the radiographers or the radiological technologists. Their principle roles are the assistance responsible for the interpretation of the radiographs through the application of ionizing radiations for the purpose of the diagnosis as well as disease treatment. Their level of educational qualification allows them to apply diverse modalities that are imaginary for the purpose of offering services to the patients (Larson, 2004). They adhere to the procedures of radiology through conducting examinations on routine as well as emergency basis conducting special procedures as well as surgery and carrying out the portable radiography at the bedside of the clients. The working stations of the radiographers are mostly the hospitals although clinics, industries, the civil service as well as the private offices require the services of qualified professionals on a varying degree. The working length of qualified full time radiographer is of the range of forty hours per a week with their salaries being determined by the experience, the geographical location, the ability of the radiographer as well as the level of competition (Walvoord, 2006).
It is quite unfortunate that the radiological technology as a profession has been faced with insignificant opportunities responsible for career development as well as advancement. For the purpose of the advancement of the skilled individuals in this profession, the shift to the field of management, consultancy, sales as well as education is a requirement since the clinical environment does not offer hope for development. This is in contrast to other health professionals such as the surgical technology that it is allied to whose career pathways are promising and allows for the ascendancy of their employees to significant levels in as far as the autonomy, the responsibility and authority are concerned. The benefits posed to the profession by the existence of the benefits such as those evident in the surgical technology are threefold. The professional development is fostered in a continuous manner. The field longevity of the participants is encouraged through the provision of tangible rewards relevant for the promotion of additional training as well as credentialing. The also aid in the promotion of the field recruitment since majority of the practitioners are attracted towards the specific types of careers offering the chances for expansion as well as growth (Lutz, 2006)
Radiological technology has been documented to recruit as well as attempt to retain a big pool of talents but the absence a clearly defined career path has been a significant obstacle in the realization of the goals as well as the objectives. Majority of the recruits are usually deterred from the profession due to the inherent notion of the fact that radiological technology career has no future. There is thus the requirement for the development of some career pathways that are realistic in this profession at the level of the institution as well as the profession for the interest of its future (Kalliath, & Morris, 2002)
There is the requirement for the career ladder in form of career pathways at the level of the institution as the basis of promotion systems that are structured. The significance attributed to the career ladders has been an issue of great emphasis with the board of Trustees of the American Hospital Association stating in the Faragher that “Increasingly hospitals as well as health systems will have to undergo the creation of the capacity responsible for the development of the skills of the staff necessary for the survival. Hospitals need to make the considerations of potential innovations necessary for the encouragement of the present staff for the purpose of obtaining additional training as well as entering into new careers for the purpose of the facilitation of the career development, upward mobility as well as increased employee tenure.” (Faragher, 2005).
There is the need for the observation of the fact that the design of the career ladder progresses through the different stages with regard to the clinical responsibilities specific to the profession. The movement of the employees up the ladder should be based on the experience, the skills as well as the seniority of the employee. The technical ability in an outstanding manner of the employee in this profession as well as the level of excellence in the skills responsible for the care of the patients is a competent basis for the elevation of the status of the employee. There is need for the hospitals to construct effective as well as articulated plans responsible for guiding the movement of the employees up the career ladder, while availing the relevant information to the employees for the purposes of understanding the requirements for their promotion (Mycek, 2004).
The process of advancement in the context of the hierarchy of the profession assumes a rather formal setting in contrast to the more preferred advancement processes up the career ladder of the institution. In this context of the use of the professional perspective, a typical hierarchical advancement takes the orientation of the acquisition of extra education for the purpose of further certification as well as credentialing. In addition to the skills as well as experiences achieved in the workplace overtime, the radiographer is required to undergo some formal education for the purpose of the achievement of predetermined credentials necessary for the alleviation into the high level in the career (Sherer, 2004)
Career Path Development
The history of the profession of radiological technology is associated with a career path that is relatively ‘flat’ with the active radiographers contributing to the entire workforce in the institutions. The efforts towards advancement while still serving in this environment is accompanied by branching to join areas of specialty imaging of the like of the mammography, the MR, or the CT. the success associated with a branch in these areas leads to the production of multiskilled technologies of the highest value. Unfortunately the processes of multiskilling are not reflective of a sincere career development since this involves the employee horizontal shift as far as the career path is concerned rather than the most preferred vertical shift as the indicator of advancement. The shift into the MR technology is responsible for the change in the description of the job rather than a progress in the level of the practice of the profession. The levels of autonomy, authority as well as responsibility are otherwise unchanged even with the additional skills so acquired after further training. (Macaulay, 2005).
The efforts responsible for multiskilling as well as multicredentialing has important connotation to the worker as well as the employer but are devoid of the equivalence o the upward mobility in the career path of the employee. This training therefore lacks the motivational aspect as a requirement of training. The creation of an ideal vertical pathway in the technology of radiography requires the addition of extra career levels above as well as below the existing position of the radiologic technologists who are registered. The advanced level of practice in this career is acknowledged as radiologic assistant while the R.T. aide is the acknowledged level of the pre-professionals (Herzberg, 2006).
The incorporation of the radiologist assistant as well as the R.T aide in the profession of the radiologic science has some immense advantages with regard to the advancement of the career structure of the radiographers. The provision of the extra advancement in the career opportunities in the radiologic technology s a contributor of the improved satisfaction of the workers, the improved self esteem, the professional confidence, high levels of the morale of the employees in the context of the radiologic department as well as high levels of role recognition (Sitzman, 2004)
Burnout in Radiographic Healthcare Professionals
The physical as well as emotional exhaustion evident among the employees serving in the facilities of healthcare is addressed by the use of the term burnout as theorized by the clinical psychologist called Freudenburg after his critical observation of the condition. However, the phenomenon has been proved evident among other professionals. Maslach Burnout Inventory, the (MBI).2 is a research instrument of a wide application today in the determination of the syndrome associated with exhaustion of the emotion, depersonalization as well as a reduction in the personal accomplishment in the workplace. It incorporates 22 items responsible for the self-assessment of the three elements responsible for burnout as has been mentioned earlier (Sitzman, 2004)
The scale asses the frequency of the feelings of the individual towards emotional overextension with respect to the environment of work. Depersonalization is also achieved through the determination of the response of the individual towards the colleagues as well as the students in a manner that is entirely impersonal. The scale responsible for the assessment of the personal accomplishment determines the frequency of the experience of the respondent towards the positive feelings attributed to the success responsible for the accomplishment of the work assigned (Dujits, Landeweerd & Swaen, 2006).
Majority of the accounts indicate that professional burnout is mostly prevalent among the healthcare professionals. This is a situation whereby the individual experiences a prolonged stress that is responsible for the impairment of the abilities of the individual in relation to the performance of the job in a situation that is demanding. This situation is facilitated by the workload exposed to the worker, the chronic fatigue, the fatigue attributed to compassion, the balance of the issues of the family relative to the requirements of the career, the absence of sickness as well as decreased confidence. It is the duty of the management as well as the administrators to be alert with respect to the prior signs responsible for the syndrome in a bid to achieve the improvement of the morale, motivation as well as the retention of the workers. This is achieved through the efforts of the reduction of burnout through the implementation of the strategies responsible for the motivation of the workers and the improvements of their productivity (Sadovich, 2005).
The consideration of the differences in the generations of the employees is a significant development towards their motivation bearing in mind that generations are associated with values, opinions as well as beliefs that bears significant influence with regard to the ethics of work in consideration of the productivity of the employees. The delivery of the services of healthcare is of paramount importance and consequently the issues related to the improvement of the morale of the employees and their productivity in this profession requires considerable attention. The issue of low morale as well as insignificant motivation among the healthcare professionals is potentially resultant to the delivery of suboptimal services that are most likely in a position to bring about a disaster (Johnson, & Croghan, 2003)
Majority of the researchers have come to the consensus that there is a development of a low morale as well as productivity among the healthcare providers as a result of exhaustion physically, psychologically as well as emotionally. Physical exhaustion is usually manifested as fatigue, fluctuations in the weight of the individual as well as insomnia in majority of the cases it is possible for the fatigue to develop into an acute or a chronic status. The chronic status leads to a fatigue for a period of more than six months which is a preliminary stage for the emotional exhaustion that further leads to the depression of the individual the process of emotional exhaustion is exhibited in eight stages affecting the inner incentive of the worker, a feeling of irresponsibility, manifestation of the body as well as the psychology of the worker, feelings of fatigue, a threat to the self image, a trend to the bottom line as well as the tendency to cut off. The order of these events is not distinct thus complicating the eradication of the syndrome (Rao, & Narayan, 2007).
Psychological exhaustion is an advanced stage of the syndrome usually identified in the form of compassion fatigue among the affected individuals in the radiologic profession among other healthcare professions. In most of the situations, compassion fatigue tends to be overlooked as a stressor in relation to the job of the worker. Compassion fatigue is a stress of secondary trauma as well as a secondary victimization. This situation is responsible for the decrease in the integrity that relates to the relationship of the provider of the healthcare to the patient requiring attention. The radiographer expresses some particular kind of a behavior likely to indicate that there exists no tie between the needs of the worker to the needs of the patient that further deteriorates the quality of the care accorded to the client (Freudenberger, 2005).
The cases of death are common in the environment of the radiographers that results to high levels of grief experienced by the radiographers and consequently accelerating the psychological exhaustion as far as the family members of the believed are concerned, the handling of the grievances associated with the situation is an issue that has received considerable attention. However as is the case with the radiographers, such programs are non existent despite the fact that the patient is very close to the radiographer all along the sickness period and in most of the situations, a daily care is a requirement. There is therefore a requirement for the provision of the topics responsible for coping with grief as well as psychological exhaustion for addressing the issues related to the motivation of the workers through the reduction of the burnout (Fred, 2004).
There exists an inverse relationship between the satisfaction at the job place and the stress related to the job. Likewise, there exist significantly high levels of the inverse relations of job satisfaction to the emotional exhaustion as well as depersonalization. There are however the requirement of quantifying the extent of satisfaction as well as the dissatisfaction that the radiographers face while in duty. There exist diverse levels in relation to the satisfaction in the job. The reason for the dissatisfaction of the worker includes salary, the conditions of work, the character of the managers, the relationships to the peers, and the policies at the workplace. On the other hand, intrinsic motivations come about through the recognition of the employee, the responsibility bestowed on the employee, the recognizable achievement of the employee as well as his or her advancements (Simons, 2005)
The reduction of the instances of job dissatisfaction is responsible for the elimination of the burnout behaviors among the radiographers. The intrinsic as well as the extrinsic rewards of the employees should be equitably balanced for the purpose of the achievement of the job satisfaction among the employees. The achievement of this objective by the employer and the management is consequential to the promotion of the morale of the workers and consequently improving their retention at the workplace. Among most of the radiographers job dissatisfaction has been proven to predict high levels of burnout thus reflecting the degree of the satisfaction of the employee in as far as the workplace is concerned (Simons, 2005)
There is a requirement for greater levels of the control of the schedules of the work of the radiological healthcare professionals. The process of rescheduling should be open as well as be all-inclusive for the purpose of the promotion of input and the equitability for treatment of all the existing members of the staff, while considering sufficient revision opportunity. The use of Physician Scheduler has been in application in some institutions for the purpose of the achievement of this goal. The exposure of the schedules of peers allows for the planning for meetings as well as teaching schedules in addition to the coordination of the extra work awaiting completion by the employees, and this has been a source of the boost of the morale of the employees. The introduction of the Physician Scheduler has been responsible for the enhancement of time track down as well as management and the availability to radiologists together with the residents. The measurement of the productivity of the physicians and the identification of time allocated for certain academic as well as clinical areas has been polished (Simons, 2005).
The process of the provision of a positive response in as far as a threat is concerned is the reference of a threat. One of the approaches responsible for coping has to deal with the focus to the problem. In this situation, the respondent seeks the best approach in as far as the termination of the source of the problem is concerned. This type of a strategy is an internal locus with regard to the control driven and the display of an active coping by the respondent. The professional in the field of radiologic healthcare assumes a behavior of the assumption of a proactive stance in the process of coping with the issues that are responsible for the burnout (Robbins, 2003).
There also exists a type of coping that focuses on the emotions of the respondent. In this situation there s a dire need for the development of a feeling responsible for the tolerance with respect to the source of the stress as opposed to efforts geared towards its control. In this scenario, the extrinsic factors have a stronger influence as opposed to the intrinsic ones. The last type of coping, which is also associated with the levels of productivity as well as efficiency is the avoidant coping and its wider base is oriented towards efforts of denial. The stimulus of the syndrome is avoided by the radiology professional at all possible cost, which entirely brings about the development of disengagement in the form of the behavior or the mentality of the respondent.
The occurrence of the behavioral disengagement is closely associated with the absolute loss of the interest by the respondent with regard to the goal that was interfered with by the stressor. As far as the mental disengagement is concerned some efforts of distraction from the thoughts of the goals that were interfered with by the stressor is the entire duty of the respondent The application of humor as a strategy responsible for overcoming as well as alleviation of the syndrome offers lasting solution in the promotion of the morale of radiological professionals. This is attributed to the definitive effect possessed by humor with regard to the attitude of the environment of the employees’ workplace (Ekstedt & Fabergerg 2005).
The use of humor is also responsible for the alleviation of the satisfaction of the job as well as the fostering of the collegial relationships. The nature of the environment subjected to the radiological profession is responsible for the imposition of stresses of significant magnitude that is significantly alleviated by the application of humor. Results have documented the application of humor as a mechanism of coping among the respondents as ranking high with respect to the self- assessment in as far as personal accomplishment is concerned. The applications of the strategies of coping as well as the social support are responsible for the moderation of the impact of the stressors arising from burnout. However, it is not all of the mechanisms of coping that have been proved productive. The application of a social support of the lowest order as well as low levels of stress in the workplace have a closer association in as far as the application of disengagement or avoidant coping is concerned (Maslach, 2004).
Predictors of Burnout
The prevalence of the burnout among the healthcare employees I the profession of radiology is reflected in predictors, patterns as well as indicators. Among the most significant of the burnout predictor, whose consideration has been at the center of intensive consideration are the sickness absence and its management. This predictor has been proven to lack means for its eradication but the application of some devised strategies can lead to its reduction in the situation that the patterns arise. The employers in the management of health care in the radiological profession have reaped significant importance of this predictor attributed to the issues of patient care. This is because of its projection to the staffing issues of the employees in the situation that employees opt for the patterns of excessive absence from their stations of work. There is considerable strain created on the rates of the flow of the patients as well as the standards of the care of the patients. The concept of sickness absence has the reference absence rooted to injury as well as illness that has been deemed by the boss (Carnevale, Gainer & Meltzer, 2006).
The implementation of policies that is stricter for gaining control of the sickness absence of the employee is faced with retracting reactions. The result of this is an escalated occurrence of the cases of sickness absence coupled with a drastic decline in the morale as well as the motivation f the employees thereby compounding the burnout feelings. The predictor of sickness absence have been proved to possess a direct relationship to the low level of the control of the job and a reduced potential for decision making processes as far as the subordinates are concerned. (Sitzman, 2004)
There is the tendency for the development of a sickness pattern in the entire radiological profession to an extent of the requirement for the management as well as the prevention in as far as the precursor is concerned. There exist three distinctive measures responsible for the prevention of this predictor of reduced morale among the radiological profession. The primary prevention is the most effective approach due to its efforts in curbing the occurrence of the vise well in advance before the risk is realized. This is followed in order of importance by the secondary prevention measures targeting the suspected employees in as far as the contracting the behavior mostly observed by an intermittent abuse of the sick leave. The last of the categories addresses the employees who have already been observed to be abusing the privileges sick leaves significantly. At this juncture, the affected individuals are in need for some form of intervention from the management for the purposes of the reduction of the deteriorated credibility (Davis& Paris, 2006).
However, there is a requirement of an instrument to serve the purpose of the screening for the prevalence of the sickness absence of the health care workers which is currently lacking. This would be resourceful for the purpose of the identification of potential victims. The level of burnout among the radiographers has been documented to equate that of the register nurses as well as the possession of reduced levels responsible for emotional exhaustion as well as the depersonalization capacity in comparison to the observed situation with regard to the radiation therapists (Sitzman, 2004) The original two stages characterized by burnout in the workplace are associated with observable levels of stress as well as social support as the predictors.
Relationship of Age with Burnout
The escalating levels responsible for the professional burnout results to harmful repercussions on the part of the employee suffering from the symptoms of the burnout. The effects also affect the patients requiring the service of the employee in question since there are high possibilities that care of substandard level will ultimately be rendered to the client. Although there exists little evidence derived through research, it is hypothesized that there exists some positive relationship of the age of the radiologic healthcare professional and the rate of burnout acceleration. The symptoms arising from professional burnout are more frequent and prevalent in the younger generation as compared to the employees who are thirty to forty years older (Fink, 2005).
The radiation therapists with a working experience of over ten years were found to have fewer problems with the symptoms of professional burnout. These employees were documented to possess advance measures responsible to cope with depersonalization as well as emotional exhaustion. They have therefore adopted some strategies that aid them to cope with the stress as well as the precursors responsible for professional burnout (Atchison, 2005).
The organizations allied to the radiologic healthcare are duty bound to devise appropriate strategies to serve the purpose of the reduction of burnout among the radiologic healthcare employees with a simultaneous increase in the rates of the performance of the employees. Some of these strategies would involve the implementation of work arrangements that are flexible, learning as well as growth of the employees, cross training as well as some changes in the conditions of work of the employees. The arrangements of the work should cater for the issues related to understaffing as well as inappropriate staffing. The growth as well as learning by the employees deals with the provision of challenging projects while cross training has to do with availing new skills and consequently enhance their morale (Atchison, 2005).
The consideration of the emotional encounters of these employees with the patients as well as with coworkers is worth considerations. The appropriate preventive strategy adopted for the benefit of the radiologic healthcare professional should allow for the expression of the emotions as well as the concerns in the absence of inappropriate reaction. As far as changes affecting the employers working conditions, the work hours, the existing schedules, the monetary rewards and the employees’ potentials for independent decision-making are the areas requiring major emphasis. The appropriate policies responsible for the prevention of the symptoms of burnout among the employees should be at the disposal of the administrators way back even before the employee has been hired (Atchison, 2004).
The issue of the morale of the employees can be reversed through the application of some techniques. Talent acquisition is one of the most important step in the turn around of a dwindling morale among workers. The right talent should be achieved through proactive hiring to come up with the employees who fits best to the culture of the organization and with the possession of the obligatory skills. The hiring process should target skills in the consideration of the innate nature of the talents. The consideration of the personality as well as the behavior of the employee should be merged with the skills on target. The best practices inherent in the best employees should be the target of the management as it is true that there will always be icons responsible for performance in any organization whose contribution should be discovered and utilized as resources to the others (Bechet, 2002).
The talents that have a positive approach to work should be sought and the fact of the innate nature of passion applied for the benefit of the entire workforce. It is the responsibility of the management to enhance the best performance of the best known practices in the best manner by the employees. Passion is positively correlated with morale. The realization of the importance of the client to the organization by the management as well as the employees is a critical issue determining the performance the issue of the provision of the feedback to the employees should be part of the coherent communication and information sharing for the purpose of the improvement of the performance. Coaching processes, counseling the employees as well as mentoring are important morale components of the organization worth consideration. Word meant for appreciation, thanks giving and praise for a job well done is responsible for the improvements of the morale and the relationship of the employees to the management (Atchison, 2004).
The onset of physical as well as emotional exhaustion marks the beginning of the professional burnout among the radiologic healthcare professional. The evolution of the problem is consistent as time goes by as well as the circumstances demand. As Smith indicates, “burnout can not be viewed as either present or not present but rather as a continuous variable that increases or decreases” (Smith, 2004). This is the reason behind the requirement of the administrators to maintain a high degree of vigilance for the purpose of the timely recognition of the earliest warning signs of the behaviors leading to the burnout syndrome.
This is the only way that the most appropriate strategies as well as actions can be implemented and executed for the purpose of the reduction of burnout that affects the radiologic healthcare professionals for the purpose of the increase in the morale of the employees as well as their productivity. As far as the empirical research knowledge base with respect to the experience held by the radiologic healthcare professionals is concerned, there exists a gap posing a critical question bearing special significance in the eyes of the administrators as to the right cause of events that precedes the onset of burnout (Smith, 2004).
It is the duty of the institution to come up with a policy for the development of intervention program for the prevention of burnout at the departmental level. The stressors evident in each department are of unique nature. Although there is a likelihood of the programs to posses similarities, there will be a requirement for customization for addressing the needs of the department. Professional burnout is not limited to the departmental staff (Smith, 2004). The managers in the profession are also predisposed to the syndrome. For the purpose of the prevention of burnout at the managerial levels, it is important that the sense of purpose is enhanced, the involvement in a meaningful work as well as initiating some differences. The managers should develop an attitude of enjoying their roles to achieve a job satisfaction of the highest magnitude and consequently decrease the rate of professional burnout. A positive attitude works miracles. Proper care of the individual including a proper diet, exercise and taking recovery breaks revitalizes the energy levels of the managers and improves their performance (Lando, 2004).
The enhancement of the morale of the employees as well as their rates of retention in the radiology department may be achieved through the introduction of programs of unique awards that are presented to the employees whose work attendance records are excellent based on lack of absence for a period of about six months. Such a success with regard to excellent attendance is resultant to great strides of success within the department of radiology. Some keen observations with regard to the behaviors of the employees in the radiology department reveal some important facts (Atchison, 2006)
The motive behind the participation of the majority of the employees is purely money and their job satisfaction and retention is based on the ability of the institution to constantly offer them wage increases. This may be a futile mission in most of the cases and the only option is to let them go due to the inability of the satisfaction of the demands of constant demands of salary increments. For the majority of other employees motivation based on the increases in salary is not a significant issue and they form the bulk of the talent worth retention. The motivating factors of such employees are based on appreciation, innovations, opinion givers, and active participation in the processes of decision making. The response of the patients with regard to the services that they render and the success of the department is of utmost importance to these employees. The appreciation of their efforts by the administration is also a concern of these employees. It is this category of radiological professionals that the management should motivate and retain in the workplace (Atchison, 2004)
Beating Poor Employee Morale in Radiological department
The success of the institution is rooted on the potential ability of the administration to overcome the poor morale of the employees within the workplace as well as the motivation of the team members. The failure of the cure and repair of the deteriorating morale of the employee will most likely lead to employee burnout as well as the overall dissatisfaction of the employees. In essence this scenario is a contributor of poor productivity as well as high rates of job absenteeism that consequently leads to extreme expenses in as far as the accomplishment of the job is concerned. The existing morale in the place of work is one of the most significant end results with regard to the diverse elements constituting the entire environment of work. Such elements include the satisfaction of the worker, the workers salary, the responsibility of the worker, supervisory contributions, the status of the employee, the overall conditions of work, among others (Akroyd & Caison, 2002).
The management of adverse employee morale should be initiated at the earliest possible time in case the efforts of the prevention of its onset were futile. This is based on the contagious nature of the problem since in the majority of the situations there is no limit to the scope of the spread of the problem. For the success of the control of the morale of the employee, the signs attributed to the poor morale of the employee should be closely watched at every stage within the working fraternity in the institution. The indicators of the onset of poor morale of the employees may be exhibited in the form of frequent absence from work, increased rates of errors and omissions committed in the process of work, decreased productivity, poor quality of work, apathy, frequent tardiness, sulking as well as moping, high levels of injuries as well as accidents and backstabbing source (Atchison, 2002).
The poor morale of the employee is usually not the real cause of the aforementioned problems, but rather a reaction with regard to a different workplace segment whose functioning is not upright. The solution of this problem therefore requires that the reason behind the promotion of the poor morale of the employee require proper identification. (Atchison, 2002).
The issue of the workplace morale has been a field of intense study with regard to the effect of the morale on the performance of the employees. The most significant as well as the starting point for the relationships involving the individuals has to deal with the trust whose application allows for the covering of the company and the personal loyalty. People develop loyalty to the others and not to their job thus requiring that the manager develop as well as maintain the employees trust fir the interest of high levels of morale. Communication is another significant aspect in consideration of the maintenance of the highest order of the morale of the employees. The clarity and specificity of the instruction while avoiding over conversation is a preliquisite for communication with the requirement of the participation of both parties. The transfer of knowledge and the teaching of the technology are the reasons behind communication.
The environment of job performance is the basis of the reflection of the personal life of the employees. The environment addresses the feelings and the perceptions of the workplace by the employee and is responsible for influencing the employees moods
The involvement of the employees in the entire process of decision-making is an important motivating factor that contributes to endless efforts of the employees to make sure that the set goals and objectives. The services as well as the care accorded to the patients become efficient and effective due to the job satisfaction of the employees. The creation of happy environment for the employees is necessary to make the employees take pride in the course of performing their jobs and consequently simplifying the task of the administration in respect to the retention of a competent workforce. The cultivation of the environment that facilitates high levels of the employee morale is responsible for the reduction of the turnover as well as the enhancement of the retention. With the commitment of the administration, the activities responsible or the achievement of this goal may be surprisingly simple. This involves the incorporation of activities that cultivate fun, free of stress and responsible for widespread participation across the workforce. This is further enhanced by the use of effective and efficient communication.
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