首页
外语
计算机
考研
公务员
职业资格
财经
工程
司法
医学
专升本
自考
实用职业技能
登录
外语
ABSENTEEISM IN NURSING: A LONGITUDINAL STUDY Absence from work is a costly and disruptive problem for any organization. The
ABSENTEEISM IN NURSING: A LONGITUDINAL STUDY Absence from work is a costly and disruptive problem for any organization. The
admin
2010-09-10
71
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 offsick 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 per cent of nurses felt, that administration was not sympathetic to the problems shift work causes to employees’ personal and social lives. Only 53 per cent 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 Gnion (1989) examined the reasons why nurses took absence from work. The rrtost 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 nurses in the present study, the Prince William management introduced three different, yet potentially 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 per cent to 4. 32 per cent. In the following six months they ranged between 2.87 per cent and 3.96 per cent. 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 per cent in the first year and 3.43 per cent in the following year. This represents a 5 per cent 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 program’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 long-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.
In relation to management attitude to absenteeism the study at the Prince William Hospital found similar results to the two 199 studies.
选项
A、Y
B、N
C、NG
答案
C
解析
根据1989定位,发现在two Canadian hospitals中的研究并为涉及管理层的态度,题干所说内容在文中找不到依据。
转载请注明原文地址:https://kaotiyun.com/show/IE87777K
0
大学英语四级
相关试题推荐
Evenifallgovernmentmoneyforresearchwerecutoff,theforceofcompetition______(仍将带来技术的进步).
A、Hewantedtobeputinprisonagain.B、Heneededthemoneytosupporthisfamily.C、Hehatedthebarberthem.D、Hewantedtom
Internetuseappearstocausea【B1】______inpsychologicalwellbeing,【B2】______toresearchatCarnegieMellonUniversity.Ev
HowtoLivetobe200TwentyyearsagoIknewamancalledJiggins,whohadtheHealthHabit.Heusedtotakeacoldplu
Thestudentsareall____________(期待)goingtothecommencementoftheirgraduation.
GlobalWaterProblemTheUN’sWorldSummitonSustainableDevelopmenttobeheldinJohannesburgfromAugust26toSeptember
Withmoreandmoreparentsworkingoutsidethehome,studentsareveryawarethatitisdifficultforschoolofficialstocontac
A、HisdesiretostartIrisownbusiness.B、Thecrisisinhisfamilylife.C、Thedeclineinhishealth.D、Hisdreamoflivingin
Psychologiststakeopposingviewofhowexternalrewards,fromwarmpraisetocoldcash,affectmotivationandcreativity.Behav
随机试题
如果A国的利率高于B国,则A国货币相对于B国货币在远期将( )。
下列有关证券公司内部控制制度机制建设的基本要求,说法错误的是()。
(2002年真题)书稿加工要符合规范原则,其中特别要注意简化字、繁体字、异体字的使用,数字用法,汉语拼音拼写方法以及()等。
①成长和成才所包含的意蕴要深刻和正面,也是多元化的②真正意义上的成功,已经被狭隘的“成功学”所污染了,它所携带的那些正面力量就因此被人们一并厌恶③让青年不被庸俗的“成功学”左右,首先要釜底抽薪——我们不要总谈“成功”,要转化话语系统④对青年,我们不建
在美国这样的商业社会里,无论他们抛出了多少关乎人文、情怀、精神的词藻,几乎所有艺术与技术,_______都是一门生意,即便是教主乔布斯和他的苹果也不例外。但这本身无可指摘,也不_______这些公司和这些人缔造一个伟大的时代。填入画横线部分最恰当的一项是:
多个事务在某个调度下的执行是正确的,是能保证数据库一致性的,当且仅当该调度是______。
下列叙述中正确的是()。
检查软件产品是否符合需求定义的过程称为______。
目前使用的硬磁盘,在其读/写寻址过程中()。
Peopletendtobuyprivatecarstoday.Formanypeople,especiallyyoungpeople,owningaprivatecarhassomanyadvantagestha
最新回复
(
0
)