IMPACT OF THE PRODUCTIVE MENTAL HEALTH WARD

Impact of the Productive Mental Health Ward: Releasing Time to Care Programme

On The Frontline Staff's Job Satisfaction



Abstract

This study is a comprehensive literature review about the Impact of the Productive Mental Health Ward: Releasing Time to Care Programme on the Frontline Staff's Job Satisfaction in inpatient settings. The literature is consisted of the most recent articles about the said subject and gives a complete idea about what is being researched and studies in this field.

Impact of the Productive Mental Health Ward: Releasing Time To Care Programme

On The Frontline Staff's Job Satisfaction

Literature Review

Job Satisfaction can be defined as the attitude of the worker against his own work, this attitude is based on the beliefs and values that the work of their own work. Attitudes are determined jointly by the current characteristics of the job as the worker's perceptions of what should be. Generally, three kinds of characteristics that affect employee perceptions "should be" (what you're an employee of his office) are:

The needs

The values

Personal traits (Robbins, 1998)

Robbins (1998) with these dimensions under the challenge of the work statement. Employees tend to prefer jobs that give them an opportunity to use their skills, offering a variety of tasks, freedom and feedback on how they are doing, so that a moderate challenge gives pleasure and satisfaction. That's why job enrichment through the same vertical expansion can increase job satisfaction because it increases the freedom, independence, variety of tasks and feedback on their own performance.

It should be noted that the challenge should be moderate as too challenging create frustration and feelings of failure on the employee, decreasing satisfaction. The dissatisfaction produces a decrease in efficiency organizational, can be expressed also through the conduct of speech, loyalty, neglect, aggression or withdrawal. The frustration felt by an employee dissatisfaction can lead to aggressive behavior, which may be manifested by sabotage, slander or direct aggression. The behaviors generated by job dissatisfaction can be framed in two main areas: active - passive, destructive - constructive according to their orientation, as shown in the attached table. Dean and Erin in 2010 studied about the Productive ward scheme. The study shows that the NHS Institute for Innovation and Improvement launched the Productive Ward: Releasing Time to Care, followed by the Productive Mental Health Ward. The Productive Ward is an improvement programme delivered as a package of modules to guide teams in reviewing how activities are carried out on their wards. The aim is to identify and minimise wasteful activities and interruptions to free up time for activities that benefit patients directly. The process is based on 'lean' principles that were initially developed in manufacturing and are increasingly adopted as methods of service improvement in healthcare organisations. (Dean and Erin, 2010) Rather than adding extra resources to solve problems, lean principles suggest that existing resources can be used more effectively by identifying activities that add value and by eliminating wasteful processes that add cost without ...