The Mater Private Hospital is the biggest hospital of Mater Health Services. Its main strengths are the long tradition and good reputation due to a high healthcare quality. The focus on high quality is also positioned in its vision to become the leader of compassionate and exceptional healthcare. Currently, reaching the vision is at risk. Due to a poor work-life balance the job satisfaction as well as motivation of nurses decreased. In addition, high stress levels lead to a poor nursing outcome and impair the healthcare quality. Furthermore, an increasing turnover rate causes lowered organisational cost efficiency and high recruitment costs.
An internal and external analysis of the labour market, the MPH, and the role of nurses, showed the great importance of a good WLB, a high commitment and a high retention rate. Since one of MPH’s main goals is to continually improve its employment offer in order to increase the retention rate, it is recommendable that it implements an intervention that increases the WLB, job satisfaction and retention rate.
Two possible interventions have been examined: (1) Flexible Working Hours and (2) Mentoring Programme. The recommended intervention for the MPH is implementing a Mentoring Programme. It shows the same advantages in its outcome as the flexible working hours (higher job satisfaction, better WLB, higher commitment). However, it has more advantages than flexible working hours: it also improves older nurses’ retention, improves the team environment, and improves the knowledge and education of younger nurses. Therefore, it contributes to achieve the MPH’s vision by increasing the healthcare quality.
A generated action plan, including key actions, success criteria, timescales, resources, responsibilities, monitoring and evaluation against success criteria shows a detailed implementation strategy. After the implementation it is recommendable according to the CHRM framework to continually assess and improve the mentoring programme.
Inhaltsverzeichnis (Table of Contents)
- 1 Introduction
- 1.1 Background and Purpose
- 1.2 Methodology
- 1.3 Limitations
- 2 Situational Analysis
- 2.1 Labour Market
- 2.1 Mater Private Hospital
- 2.2 The Role of RNS
- 3 Interventions
- 3.1 Intervention 1 - Flexible Working Hours
- 3.1.1 Rationale
- 3.1.2 Advantages and Disadvantages
- 3.2 Intervention 2 – Mentoring Programme
- 3.2.1 Rationale
- 3.2.2 Advantages and Disadvantages
- 3.3 Recommended Intervention
- 4 Action Plan
- 5 Conclusion
Zielsetzung und Themenschwerpunkte (Objectives and Key Themes)
This report aims to provide a comprehensive analysis of the Mater Private Hospital's (MPH) intensive care unit (ICU) and recommend a suitable intervention to improve registered nurses' (RNS) work-life balance (WLB), increase retention rates, and enhance their education. The goal is to address the current issues of poor working conditions, low job satisfaction, and high turnover rates, ultimately contributing to achieving the MPH's vision of becoming the leader in compassionate and exceptional healthcare.
- The impact of poor WLB and high turnover rates on the MPH's vision and healthcare quality.
- The importance of a good WLB, high commitment, and retention rate for nurses.
- The analysis of two possible interventions: Flexible Working Hours and Mentoring Programme.
- The advantages and disadvantages of each intervention and the selection of the recommended intervention.
- The implementation of a detailed action plan to ensure successful execution of the recommended intervention.
Zusammenfassung der Kapitel (Chapter Summaries)
- Chapter 1: Introduction: This chapter introduces the MPH and its vision, outlining the challenges of poor WLB and high turnover rates among RNS. It also details the methodology used in the report, based on the CHRM decision-making framework, and acknowledges limitations in data access and cost analysis.
- Chapter 2: Situational Analysis: This chapter provides a detailed analysis of the labour market, highlighting the shortage of nurses and the ageing workforce in Australia. It further examines the MPH's internal strengths and weaknesses, emphasizing the impact of RNS's poor WLB and high turnover rates on the hospital's reputation and financial stability. The chapter concludes by analyzing the role of RNS in the healthcare system, outlining their responsibilities, workload, and low wages.
- Chapter 3: Interventions: This chapter presents two potential interventions to improve RNS's WLB and retention rates: Flexible Working Hours and Mentoring Programme. It discusses the rationale, advantages, and disadvantages of each intervention. The chapter culminates in recommending the implementation of a Mentoring Programme due to its wider range of benefits, including improved team environment and knowledge sharing among nurses.
Schlüsselwörter (Keywords)
This report focuses on the following keywords: Mater Private Hospital, work-life balance, registered nurses, retention rate, mentoring programme, flexible working hours, healthcare quality, organisational efficiency, CHRM framework, and healthcare industry.
- Arbeit zitieren
- Maren Düchting (Autor:in), 2015, Improving the Work-Life Balance of Registered Nurses, München, GRIN Verlag, https://www.hausarbeiten.de/document/336695
