Developing an Employee Suggestion Program in Health Care Paper Example

Developing an employee suggestion program can have a positive result on employee morale on his work, overall corporate culture and an organization's bottom line. Organizations can come up with positive changes that come straight from their employees, naturally increasing engagement and performance. Developing a reward program will enhance their morale in doing their work.

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When there is poor employee situations in the workplace can be a challenge for many organizations or companies today. However, businesses must engage with their staff to keep their workforce motivated and to thrive well. It is essential for organizations' aim to build an engaged, high-performing and engaged workforce. (Deao, C 2017). Solving and Identifying the challenges associated with employee engagement can help in achieving this aim

More so understanding trends, realizing and tailoring corporate job offerings to a changing workforce sets an organization and its managers in control so that they can find and implement new ways of bringing together to the next levels. Also, knowing what engages individuals and how to keep them engaged is crucial

Moreover, despite the ordinance with a potential loss in reparation for hospitals that cannot meet certain patient satisfaction and quality of health care provided, the channel from employee actions to patient experience to financial results could not be more direct. Some losses can sum up to millions of dollars for many hospitals and systems that get half, or more of their funding from government reparation is possible.

For best results and the output of the employees, leaders need to come up with strategies for helping the patients to get the quality and more efficient health care.

Health leaders can promote employee engagement by, respecting employees' attention, giving out thoughtful feedback and recognizing and inspiring the employees - these factors when considered leaders will be able to promote the employee engagement results in a positive outcome.

The research elaborates on the background of the problems that the leaders and employees face in the employee engagement and ways in which they can improve the leaders' relationship with their employees to increase a positive impact further. The data shows that there is a minimum level of employee engagement

Background

Introduction

In the past years, the health care control systems in the United States had insufficient conduct in cost management and customer service. To improve the financial performance for health care organizations, it should rely on cost containment, increased market share penetration, and improving the patient experience. The ACA, Patient Protection and Affordable Care Act by the federal government, gives a chance for health care reform and enhancement I the consumer health care experiences.

It takes into consideration that every member of staff selects if they can do the minimum, or maximum.

The exhibit to this review and the literature on engagement is given with examples of hardworking staffs think more creatively and care more because they feel fully involved in the enterprise. There is a context which shows that's engagement enhances performance in part because the engaged staff is more likely to put energy into interactions with clients, while their positive attachment may be a motivation to the other team, hence coming up with a more engaged workplace. This may be the reason as to why engagement raises healthcare performance (Kruse, K. 2015).

There is another possible implement through engagement leading to improved operational control. Moreover engaged staff is likely to put in more influence over the use of qualities such as standard processes, group work and the stage to which there is an enhancement in culture all of which are factors influencing patient results. Engagement needs to be seen through the way of the person being engaged. Mostly it is illustrated in emotional terms, for example, staff feeling powerful, inspired and ready at all time to continue with the work. They are indulged in their work and love in what they do, and they do it with all their passion. NHS (National Workforce Projects) engagement is often used show staff participation in decision-making, or the transparent media of communication with management.

Indeed the NHS it pledges to engage staff in decisions that alter them and the services that they provide. All staff will be given the mandate to put forward ways to deliver better and safer services for patients and their families'. Patient experience is however parallel with staff engagement, but engaging patients is essential in its own right. By patient engagement we mean the Leadership and involvement for improvement in the NHS grades to which people are mandated to participate in their care, share in decision-making, and work with clinicians to meet their needs. While the practicalities of patient engagement are different from that of staff, this review provides a strong exhibit that both staff and patient engagement are grounded in values of openness and the support of every individual.

Health care organizations at many times face economic forces to decrease cost while enhancing the quality of care. Health care leaders should, therefore, provide high-quality services at the lowest possible price. When the customers are satisfied, they gain loyalty, and this will bring a further adjustment to the organization. This can be achieved when the employees provide exceptional services to the patients, and it will drive towards organization sustainability. Meeting employee ambitions positively affects employee motivation, which boosts employee engagement and job efforts. These expectations alter either personal satisfaction or dissatisfaction and influence the emotional link between employee satisfaction and the objective of the organization.

Employee engagement is the link between the emotional well-being of the employee and organizational commitment. Employees that are positively engaged in their jobs are more likely to thrive well in their work. When the employees are satisfied, they will, however, provide services which are pleasing and will be to the satisfaction of the patient. When the employees are emotionally connected the engagement increase productivity that results in the improvement of profit margin and the comfort of the customer. The duty of employee engagement in health care is crucial to maintaining quality care.

Employees must attend to patients at an emotional level to increase satisfaction to the patient. Patients may experience uncertainty, a lack of medical knowledge, financial insecurity, and life and death decisions when using health care services. However, the experiences that the patient passes through as illustrated above may make it more unbearable for health care workers to come up with a positive value and experience for the individuals that are sick. Notably, with the start of new health care delivery options, it is essential for health care organizations to engage their employees and provide a positive working surrounding that can lead to increased patient satisfaction (Platis et al.2015).

Moreover, both the patients and staff, engagement changes the experience of the NHS. They feel appreciated, respected, listened to and given power, can participate and improve care. In their review of engagement for the government, there are two quotes from two companies who believed that recent growth was built on transforming their approach to their workforce using sophisticated engagement models. When staffs do not feel engaged, they can experience burnout which will lower their power of work; hence their services will depreciate, which can leave them exhausted and stressed up. On the other hand where employees are engaged research has shown that their performance rises.

Exhibits of this are by West and Dawson (2012) highlights a study shows that those who were more engaged were, however, less likely to make mistakes since they had all they wanted, and they were settled and satisfied. Similarly, a study of more than 8,000 hospital nurses by Laschinger and Leiter illustrated that higher engagement was connected to safer patient care. This was an advantage to patient safety alone is a compelling argument for health care organizations prioritizing employee engagement.

Body

An organization with a mission to accomplish, strategies to be fulfilled, and a culture of accountability will have the workforce which is organized to work well together and is ready to perform. Each has a good deal of uncertain personal energy can devote their work life or spend in other ways. Employees who feel little connection to the organization's goals and missions, who see little relationship between their performance and their compensation, or who have been alienated from the organization's leadership through false promises, disinformation, or outright neglect are likely to be disengaged, and this will bring out a negative impact to an organization

Disengaged employees are however much more likely to spend their changeable time planning their next vacation, surfing the Internet, texting endlessly to friends rather than doing the work they were hired to do. Moreover on the other side, when workers know that their achievement is directly connected to that of their organization or unit, and when they embrace their leadership's vision, they have a natural intention to work indefatigably in aiming to be successful in the organization's goals.

However, how does the staff increase employee satisfaction? We see the result from the research of West and Dawson who gave a conclusion they need to give staff autocracy, made them use several skills, ensure jobs are satisfying such as by seeing something through from beginning to end and give staff support, recognition, and encouragement.

The personal values linked up with engagement those managers should nurture add optimism, and self-belief. The study shows that Mauno and colleagues of Finnish health staff found that having control over how they did their jobs was the best predictor of engagement and even more than management quality. Similarly, the study shows that job control and manageable workload affected commitment. There were signs from this that having more time with the patients increased a level of engagement in its own right.

In a paper prepared for this review, the findings sharing decision making with patients helps to deliver care Making a case for appropriately; supporting patients to self-manage their long-term conditions and this will contributes towards better results and care that is patient-centered makes a significant change to quality. Emphasizes shows the close relationship between staff experience and patient experience, insisting on that 'happy employees make happy patients.' The exhibits and examples brought together to show that leadership and engagement should be valued and supported for better results (Shanafelt et al. 2017).

Association for leadership development The practicalities of improving health care provide further exhibits of the superiority of distributed leadership over leadership, because it requires actions on all the parts of the system, from the ward and all the other parts of the hospitals community services and social care, putting in place all the apparition of care professionals. Leadership for improvement involves recreating the system through a sustained effort, often over many years the effort I however made to establish the ways of working, people development, culture, policies, and environment that are the cond...