Creating a Positive Working Environment at the Hospital
Creating a positive work environment contributes to the policy of employee retention at our hospital. In this respect, I believe that such factors a collegiality and collaboration, along with motivational activities and recognition programs, have greatly contributed to creating an optimal setting for work. As a leader, I realize the roles that should be performed by nurse administrators to introduce programs and stimulate nurses to work effectively. Encouragement and recognition, therefore, are among the priorities at our organization because these factors influence progress and heighten competence. Care for each other is also an important factor that should be presented to show nurses that our profession is not about money only, but about intrinsic desire to help people and deliver safety and quality to our patients (Flynn et al., 2007). A collaborative approach should be applied both to patients, when it comes to treatment and to nurses, when it comes to sharing experience and supporting each other.
However, apart from collaboration and recognition, there are many other factors and conditions under which working environment can be significantly fostered (Roussel & Swansburg, 2009). Specific attention should be paid to leadership skills, physical environment, and educational and other development opportunities. All these dimensions are specifically connected with creating intrinsic and extrinsic motivators among nurses (Manion & Tonges, 2006). Leaders, thus, should be specifically concerned with both types of motivators. At this point, they should make nurses understand the significance of the work they are doing, which means all nurses should be involved into a meaningful work (Manion & Tonges, 2006). Next, the task of leaders is to create a positively competitive environment for nurses to feel they are advancing their abilities and experience. Finally, nurses should work in the setting allowing them to expand their competence and practice their decision-making skills.
One of the major conditions for creating a positive environment is ensuring high level of services for patients. Nurses should feel engagement in providing high quality services to patients. Leaders should make nurses understand that concern with patient’s welfare is paramount; this should be a fundamental value of each nurse (Kramer et al., 2004). However, to ensure welfare of patients, leaders should prioritize the welfare of nurses because happy employees form the basis condition for creating an encouraging environment. In particular, collaborative relationships, recognition, and feeling of engagement provide nurses with the feeling of the importance of their work (Manion & Tonges, 2006). The basic traits of a healthy environment are also confined to specific educational and developmental programs. Nurse administrators should be concerned with the opportunities for nurses to advance their skills. At this point, health care professionals should be able to take part in research and develop their knowledge about recent innovations in the sphere evidence-based practice. In such a manner, nurses will be able to introduce a fresh insight into developing the health care centers and creating a solid scientific and technological basis for improving the quality of patient care.
Overall, the above-enumerated factors must be introduced, but this scheme should not be confined to existing knowledge. Our health care center, therefore, strives to search for novel opportunities to advance their techniques, foster a positive working environment, and encourage nurses to think over more effective and viable solutions to the problem of conflict management and policy of employee retention.
Flynn, W. J., Mathis, R. L., Jackson, J. H., & Langan, P. J. (2007). Healthcare human resource management (2nd ed). Mason, OH: South-Western.
Kramer, M., Schmalenberg, C., & Maguire, P. (2004). Essentials of a magnetic work environment: Part 4. Nursing, 34(9), 44-48.
Manion, J, & Tonges, M. (2006.). Fostering a Positive Work Environment.
Roussel, L., & Swansburg, R. C. (Eds.). (2009). Management and leadership for nurse administrators (5th ed.). Sudbury, MA: Jones and Bartlett Publishers.