EMPLOYEE RETENTION

Employee Retention

Cory Sutton

Dr.Queensbury

Employee Retention

Introduction

The Joint Commission on Accreditation of Healthcare Organizations (JCAHO) is a nonprofit organization that sets standards that operate medical facilities. Although the approval of the Joint Commission is strictly voluntary, medical facilities are often difficult to maintain their reputation if they cannot take the tests or lose their accreditation. The demand for medical facilities or trying to maintain their accreditation should enable auditors of the Joint Commission to review their patient care, the administration held, financial standards, policies and ethical all significant incidents or regulatory issues that likely having been a nursing facility.

According to Catlette& Hadden (2000) that in recent decade, dissatisfaction work is attracting more and more attention managers. This is a factor to be consideration because dissatisfied employee to work will automatically select the one or the other of this behavior: he will leave his job or become less productive (p.55).

Dobbs stated that (2001)It is very necessary that management of Health Care Unit make a plan for retention program of employee because management faces great difficulties to hiring new employee in hospital (p.16). Many factors contribute to job dissatisfaction and low motivation of health professionals, first and foremost the complexity and difficulty of managing the competing demands on patient care (p.25).

Discussion

Cummings &Worley (2007) argued that the most important problem in hiring new employee to the hospital is the lack of Applicants. It does not exist in a pool of nurse or physician applicants in the employment office of the hospital (p.14). The greatest difficulties at the moment seem to be in achieving competent substitute personnel. Right now the hospital has launched a new plan concerning recruitment and retention efforts. The decision makers of the hospital and management will plan the future recruitment and retention actions (p.18).

In addition, the work environment can influence the quality of care. These characteristics affect the functionality organizational satisfaction individual, balance between work and family life, continued development and organizational culture. Environments poor working contribute to medical errors, stress and the "burnout", absenteeism and high rates of staff turnover which, in turn, jeopardize the quality of care (Rita, 2011, p.13).

Work motivation is a key performance individuals and organizations; it also influences the intention to leave the place of working. The managers of human resources for health care must therefore set itself the objective of strengthen the motivation of workers. The provision of health services is complex and often very demanding. Imbalances in the supply of employees are generally due to deficiencies in planning and resource management Human and poor working conditions: overload work, lack of professional autonomy, working long hours, insecure framework and inadequate wages (Herman, 2000, p.54).

Many Health Care Units have already implemented retention plan for employee in health care setting. Moreover, much remains to be done.

Factors for reducing retention in employees in Health Care Sector

Dobbs explained (2000) that these are many conditions inadequate working and which are causes stress among employees and reduced retention in employees in health care settings, some are discussed below:

Human ...