Employees are seeking employment within organizations that recognizes and

Employees are seeking employment within organizations

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Employees are seeking employment within organizations that recognizes and supports professional growth opportunities, upward mobility, and a positive work environments (DeMarco & Pasadino, 2018). Nursing dissatisfaction often occurs when there is a lack of recognition for work performance or professional growth. One trend that is in use to aid in performance and professional growth is development of a clinical ladder program. The clinical ladder program creates an opportunity for all nurses regardless of their experience. It provides goals or behaviors that should be met for the entry level through the advanced levels of practice (DeMarco & Pasadino, 2018). The nurses that choose to participate in this program are rewarded by promotions, salary increase, or a bonus. Organizations that commit to professional development report increased employee engagement, increased job satisfaction, and increased retention rates (DeMarco & Pasadino, 2018). Value-based purchasing is a payment model that links financial incentives to healthcare organizations quality performance (Damberg, Sorbero, Lovejoy, Martsolf, Raaen, & Mandel, 2014). Value-based purchasing programs define performance measures, incentive structures and the benchmarks that will be used to achieve said goals (Damberg et al, 2014). This will look different depending on the organizations funding, however organizations that receive a significant funding from a governmental source will feel the most impact from this payment model. Organizations need to evaluate the relationship between employee actions and financial outcomes (Decker, Mitchell, & Rabat-Torki, 2016). Another trend being used by organizations is a bonus program. The bonus program links the key performance measures with a monetary value. In value-based purchasing programs, the organizations outcomes are directly impacted by
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Organizational Performance Management 8 employees being committed, engaged, and dedicated to adding value to how they provide care (Decker, Mitchell, & Rabat-Torki, 2016). This engages all employees regardless of their role within the hospital to be committed to improve process, patient experience, and overall health outcomes. The bonus program gives all employees the opportunity to see the problem, take ownership of the problem, use innovation to solve the problem, and finally carry out the new process to improve the patients’ experience. Relationship Employee engagement and workforce commitment leads to improved clinical process, improved patient experience, improved quality of care and overall health outcomes are improved. When employees are not engaged they are not emotionally vested in the organization and their productivity and performance may be lower. For employees to be engaged they have to feel like they are a part of a team and the team is making a difference. The employee has to feel important and want to go above and beyond to create a better experience. Leadership plays a very important role in engaging employees and reaching desired outcomes. Leadership sets the tone of the environment. Employees often mirror their leader’s behaviors. When a leader is engaged in their work, this reflects in employee engagement.
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  • Fall '18
  • WGU
  • Management, Better, Organizational Performance Management, Nursing, MS

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