¶ … baby boomers grow older, America is faced with a growing need to provide for them in long-term care situations, such as Nursing Homes. However, at the same time, we are faced with a growing difficulty finding and retaining a workforce to care for them. People are attracted to the health care industry that have a genuine heart-felt desire to care for people. They receive their education and enter the industry with enthusiasm. However, for many, it does not take long until the realities of the working conditions set in and the employee finds themselves burnt-out and they leave.
The causes of employee burnout are many. Caring for disabled and frail patients is physically and mentally demanding. Employees involved directly in the care of patients often have few advancement opportunities. In addition, direct care employees are often the lowest paid employees in the field of long-term health care (Turner, 2002). With these factors against them it is no surprise that employees often do not stay in the profession for a long period of time.
Employees that do not feel satisfied with their working conditions are costly to the health care facility as they can suffer illness due to the negative effects of stress. Stressed employees are more likely to make mistakes that could endanger a patient's health. This research will explore the connection between employee satisfaction among health care workers and its relationship to the rate of mistakes and quality of care for the patients that they serve. It is expected, based on past research, that facilities where workers are unhappy will have a higher incidence rate of mistakes and a lower quality of care than those where employees are more satisfied with their work environments.
Problem Statement
In 2000, 12.5% of the population was 65 or older. This percentage is predicted to reach 17% by 2020. In addition to the growing number of seniors, improvements in medicine have led to an increasing number of people living to reach 90 years old. Many of these people will need a long-term care facility at some point in their life. Currently, it is difficult to say who will care for these elderly citizens in the future.
The typical direct care provider is a middle aged, female, living at or below the federal poverty level (Crown, et. al., 1995). Many of them do not feel that the job was the same as the one that they were taught in school. The classroom cannot begin to prepare them for the reality of the stresses of the workplace. Many of them become disenchanted after a short time and seek other work. The problem of how to attract and maintain an experienced workforce is the greatest dilemma faced in health care today.
Employee burnout is not only problematic for the employees themselves, but it also places the patient at considerable risk of receiving improper medication, or perhaps having a lack of care. This can create a dangerous situation, to say the least, and is perhaps the most serious effect of the nursing shortage. No one will deny the value of an experienced employee that knows their job well. However, the high turnover rate in the health care field makes this employee a rare, but highly desirable asset.
This means that the majority of our elderly are being cared for by those with less experience. For many reasons, the shortage of long-term care workers places the patient at much greater risk. This problem appears that it will only become exponentially greater in the near future. This research will focus on the relationship between employee satisfaction and its affect on the quality of care that a patient receives.
Research Question
The primary question to be explored in this research will place further emphasis on the importance of solving the employee retention issue in the health care industry. This research will answer the question "Does employee satisfaction among direct care health care workers effect the quality of care for the patients?" The question will be solution oriented with an emphasis on pinpointing the sources of employee satisfaction in hopes of finding ways to increase employee satisfaction and reduce patient risk. The research will produce actionable results and will lead to the development of a set of guidelines that will help increase employee satisfaction and therefore improve the quality of patient care.
In order to properly address the research question and produce a set of actionable guidelines several Sub-set questions will have to be answered. The first sub-set question will focus on the degree of employee satisfaction within a facility. Then this will be compared with the number and...
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