首页
登录
职称英语
ABSENTEEISM IN NURSING: A LONGITUDINAL STUDY Abs
ABSENTEEISM IN NURSING: A LONGITUDINAL STUDY Abs
游客
2023-08-03
2
管理
问题
ABSENTEEISM IN NURSING: A LONGITUDINAL STUDY
Absence from work is a costly and disruptive problem for any organization. The cost of absenteeism in Australia has been put at 1.8 million hours per day or $1400 million annually. The study reported here was conducted in the Prince William Hospital in Brisbane, Australia, where, prior to this time, few active steps had been taken to measure, understand or manage the occurrence of absenteeism.
Nursing Absenteeism
A prevalent(普遍的) attitude amongst many nurses in the group selected for study was that there was no reward or recognition for not utilizing the paid sick leave entitlement allowed them in their employment conditions. Therefore, they believed they may as well take the days off-sick or otherwise. Similar attitudes have been noted by James(1989), who noted that sick leave is seen by many workers as a right, like annual holiday leave.
Miller and Norton(1986), in their survey of 865 nursing personnel, found that 73 percent felt they should be rewarded for not taking sick leave, because some employees always used their sick leave. Further, 67 percent of nurses felt that administration was not sympathetic to the problems shift work causes to employees’ personal and social lives. Only 53 percent of the respondents felt that every effort was made to schedule staff fairly.
In another longitudinal study of nurses working in two Canadian hospitals, Hackett, Bycio and Guion(1989) examined the reasons why nurses took absence from work. The most frequent reason stated for absence was minor illness to self. Other causes, in decreasing order of frequency, were illness in family, family social function, work to do at home and bereavement.
Method
In an attempt to reduce the level of absenteeism amongst the 250 registered and enrolled nur ses in the present study, the Prince William management introduced three different, yet potential ly complementary, strategies over 18 months.
Strategy 1: Non-financial(material) incentives
Within the established wage and salary system it was not possible to use hospital funds to support this strategy. However, it was possible to secure incentives(刺激) from local businesses, including free passes to entertainment parks, theatres, restaurants, etc. At the end of each roster period, the ward with the lowest absence rate would win the prize.
Strategy 2: Flexible fair rostering
Where possible, staff were given the opportunity to determine their working schedule within the limits of clinical needs.
Strategy 3: Individual absenteeism and counseling
Each month, managers would analyze the pattern of absence of staff with excessive sick leave(greater than ten days per year for full-time employees). Characteristic patterns of potential ’voluntary absenteeism’ such as absence before and after days off, excessive weekend and night duty absence and multiple single days off were communicated to all ward(病房) nurses and then, as necessary, followed up by action.
Results
Absence rates for the six months prior to the incentive scheme ranged from 3.69 percent to 4.32 per cent. In the following six months they ranged between 2.87 per cent and 3.96 percent. This represents a 20 per cent improvement. However, analyzing the absence rates on a year-to-year basis, the overall absence rate was 3.60 percent in the first year and 3.43 percent in the following year. This represents a 5 percent decrease from the first to the second year of the study. A significant decrease in absence over the two-year period could not be demonstrated.
Discussion
The non-financial incentive scheme did appear to assist in controlling absenteeism in the short term. As the scheme progressed it became harder to secure prizes and this contributed to the pro gram’s losing momentum and finally ceasing. There were mixed results across wards as well. For example, in wards with staff members who had long-term genuine illness, there was little chance of winning, and to some extent the staff on those wards were disempowered. Our experience would suggest that the tong-term effects of incentive awards on absenteeism are questionable.
Over the time of the study, staff were given a larger degree of control in their rosters. This led to significant improvements in communication between managers and staff. A similar effect was found from the implementation of the third strategy. Many of the nurses had not realized the impact their behaviour was having on the organization and their colleagues but there were also staff members who felt that talking to them about their absenteeism was ’picking’ on them and this usually had a negative effect on management-employee relationships.
Conclusion
Although there has been some decrease in absence rates, no single strategy or combination of strategies has had a significant impact on absenteeism per se(本身). Notwithstanding the disappointing results, it is our contention(论点) that the strategies were not in vain. A shared owner ship of absenteeism and a collaborative approach to problem solving has facilitated improved cooperation and communication between management and staff. It is our belief that this improvement alone, while not tangibly measurable, has increased the ability of management to manage the effects of absenteeism more effectively since this study.
选项
A、Y
B、N
C、NG
答案
B
解析
根据文章标题可以确定本文是对护士旷工现象的纵观研究。题干说The Prince William Hospital多年来一直致力于(has been trying)减少护士旷工现象。而第一段最后一句指出few active steps had been taken...。这也是研究的背景。
转载请注明原文地址:https://tihaiku.com/zcyy/2893871.html
相关试题推荐
[originaltext]TodayIwilltalkaboutnursinghomeneglect.Theproblemcan
ThePrinceWilliamHospitalhasbeentryingtoreduceabsenteeismamongstnurses
ThePrinceWilliamHospitalhasbeentryingtoreduceabsenteeismamongstnurses
ThePrinceWilliamHospitalhasbeentryingtoreduceabsenteeismamongstnurses
ThePrinceWilliamHospitalhasbeentryingtoreduceabsenteeismamongstnurses
ABSENTEEISMINNURSING:ALONGITUDINALSTUDYAbs
ThePrinceWilliamHospitalhasbeentryingtoreduceabsenteeismamongstnurses
ThePrinceWilliamHospitalhasbeentryingtoreduceabsenteeismamongstnurses
ThePrinceWilliamHospitalhasbeentryingtoreduceabsenteeismamongstnurses
ThePrinceWilliamHospitalhasbeentryingtoreduceabsenteeismamongstnurses
随机试题
Asmallpieceoffish’eachdaymaykeeptheheartdoctoroff.That’sthefi
ThecuisineofMexicocanbedatedbackto700B.C.,whentheareawaspopul
Insciencethemeaningoftheword"explain"suffers【C1】______civilization’
AR产品的基本交互体现在( )。A.启动 B.工具 C.控件 D.结束
下列产品中,根据价值工程对象选择的一般原则,在选择价值工程对象时,应优先选择(
具有准确度高、增加客户信任感等优点的客源信息搜集方法是( )。A.广告法 B
A.丛集性头痛 B.脑膜炎头痛 C.脑出血头痛 D.肿瘤性头痛 E.低颅
影响房地产价格的其他因素包括()。A.行政隶属变更 B.经济发展 C.
下列犯罪中,可以由单位构成的有()。 A.集资诈骗罪B.贷款诈骗罪C.信用
某日,大豆的9月份期货合约价格为3500元/吨,当天现货市场上的同种大豆价格为3
最新回复
(
0
)