Memo on nursing absenteism
RE: This memo aims to attract the attention of both the administrations handling registered nurses in their organizations as well as the nurses themselves to see how they are faring in their profession. This memo aims to address the need of nurses becoming highly concerned and professional about their jobs. Likely, this process is implicated to assist the healthcare administrations in keeping up with their aims of giving high quality service to clients and patients through eliminating or at least lessening the threats brought about by nursing absenteeism.
To be able to come up with the necessary proceedings to help in the implication of such process, this memo tries to inculcate several research methodologies that could be used to help nurses and their administrators understand the importance of getting rid of absenteeism in the healthcare industries to be able to give better service to the people.
Addressed To Whom: Overall, this memo is addressed to both administration and the nursing staff that are supposed to give focused attention on the matter
How the Issues Shall be Addressed: Nurses play a vital role in providing healthcare services to the people within a certain community. Their constant attendance at work is then considered necessary within the said industry. Having this particular thought in mind drives one to the understanding that nurses are in a great need of realizing that their absenteeism creates a huge breech within the services that are provided by the healthcare institutions that they are joined with. To be able to address this particular need, the researcher of these proceedings would like to suggest the following methods:
(A) Increasing nurses’ satisfaction at work: This process could include increasing the reward system that the institutions use to give appreciation to the work of their staff.
(B) Changing the office arrangement for the healthcare status of the people working within the institution’s building: This includes the architectural setup of the offices and the design of the said areas of work for the nurses to be able to give them a chance to perform better while feeling more comfortable and less toxic during emergency incidents. This shall not only take care of the performance rendered by the staff but would also increase the capability of the administration to ensure the health of their people through reducing stressful elements within the work areas.
(C) Retraining for Performance Refreshment: Retraining the staff for reminders and refreshment is sure to increase the knowledge of the staff and thus increase their interest in their job. This shall help them remember the old vigor that they had towards work, thus making it easier for them to reduce the absenteeism that they commit because of being bored with their jobs.
(D) Applying Evaluation on Performance to attract nurses on improved work attitudes: this evaluation could be guided by the following procedure:
Though the diagram shown above, it could be noted that the process of evaluation is to follow a certain flow of evaluators who are to give comment and suggestions with regards the performance provided by certain individuals within the institution.
The assessment collected from the said personnel shall prove to be the basis of the rewards that the staff evaluated is to receive from the administration.
These particular procedures are designed to increase the satisfaction of the nurses at their jobs. This particular process then intends to help nurses realize the importance of their job, and thus be able to assist the institutions that they are working for to the fullest potential that they could provide for the administration as well as for their patients.
EXPECTATIONS ON THE OUTCOME: the researcher of these suggestions actually expects the process to give possibly considerable outcomes for the institutions and the services that they are able to provide their clients with. The following expected outcomes could be noted as follows:
· Better performance procedures provided by the nurses
· Better attendance from the staff for the sake of getting better evaluation results from the administration and the patients that they assist as well.
· Better implication of excellence within the service provisions of nurses at present
· Better understanding on the part of the nurses with regards the role that they are playing within the healthcare facilities that they are working with as suggested by the diagram below:
NOTE FOR ATTENTION: Upon receipt of this memo, the researcher hopes to hear from the recipient’s approval on the suggestions as well as a set appointment for the discussion of the said procedures to be able to implement changes within institutions as immediately as possible.
References:
United Kingdom Government Nurses, Midwives and Health Visitors Act, 1997. London: HMSO, 1997.
Nursing and Midwifery Council Pre-registration training. London: NMC, 2003.
American Nurses Association. “Nursing Facts: Today’s Registered Nurse – Numbers and Demographics” Washington, D.C., American Nurses Association, 2006.
American Nurses Credentialing Center. “ANCC Certification” Washington, D.C., American Nurses Association, 2006.
Anderson, Carole A. “The Nurse Ph.D.: A Vital Profession Needs Leaders” Thomson-Peterson’s,2006.
Radcliffe, Mark (2000). “Doctors and nurses: new game, same result”. British Medical Journal 320 (1085): 1085. doi:10.1136/bmj.320.7241.108. (July 12, 2008).