The story of Emily Jennings, Lori L; O'Neil, Barb; Bossy, Kim ...
Patient experience journal,
04/2016, Volume:
3, Issue:
1
Journal Article
Peer reviewed
Open access
This case study describes Bluewater Health’s quest to weave the philosophy and practice of patient and family-centered care from the boardroom to the bedside by introducing Emily. Emily’s image is a ...composite of photographs of staff, physicians, volunteers, patients and families exemplifying that each has a role in Emily’s care. Emily represents every patient and family of the past, present, and future. Emily’s journey started with the launch of Bluewater Health‘s 2013-2015 strategic plan and moved throughout the organization as patient councils were established and the organization embedded three foundational patient and family-centered RNAO Best Practice Guidelines into daily practice with the support of over 100 best practice champions. The successful implementation of RNAO’s best practice guidelines earned Bluewater Health designation as a Best Practice Spotlight Organization. The organization took a risk in introducing the notion of Emily knowing that Emily could become a cliché. No one was prepared for what has come to be known as “the Emily effect.” Emily’s effect is now being realized in increased patient satisfaction and improved employee engagement scores helping to deliver on our Mission, We create exemplary healthcare experiences for patients and families every time. Bluewater Health is a fully accredited, 326-bed community hospital that cares for the residents of Sarnia-Lambton, Ontario.
During the last decade in Korea, non-profit organizations (NPO) have shown incredible growth in both their number and size due to the development of civil society and government-subsidizing policies. ...Most registered NPOs are subsidized by the government but their learning capacities and financial performance in meeting new social needs in an innovative manner is somewhat limited and even less sustainable. In this article, the authors assume that the learning organization characteristics of NPOs influence their levels of performance and employee satisfaction. An analytical framework that enables a better understanding of the relationship between learning organization and perceived financial performance is proposed. On the basis of the proposed framework, the hypothesis that the learning organization characteristics improve the financial performance of NPOs is empirically tested. The analysis results confirmed that the learning organization characteristics enhance financial performance and employee satisfaction.
Introduction:
The United Arab Emirates (UAE) is a federation of seven monarchies, whose rulers retain absolute power within their emirates. The seven Emirates include Abu Dhabi, Ajman, Dubai, ...Fujairah, Ras al-Khaimah, Sharajah, and Umm al-Quwain. Abu Dhabi, the capital, is also the country’s centre of political, industrial and cultural activities. This study focuses on the Emirate of Fujairah. Employees are the backbone of any strong health system, thus, the success of any health system is highly dependent on satisfaction of employee needs. This study identifies and quantifies main determinants of employee satisfaction within Human Resource Departments in the Fujairah Medical District (FMD, thereafter).
Methods:
Descriptive and inferential analyses were used to measure employee satisfaction with the services provided by Human Resource Departments in the FMD. After completing a pilot study of the self-developed questionnaire, researchers randomly distributed 600 copies to employees at all 16 health institutes under the authority of the FMD. However, 310 responses were received, representing a 52 per cent response rate. Data were subsequently analyzed with t-tests and Analysis of Variance (ANOVA) using Statistical Package for the Social Sciences (SPSS).
Results:
Compared to the standard of 60 per cent or greater, overall level of employee satisfaction in this study was slightly lower at 58 per cent. Results indicated that males were significantly more dissatisfied with the organizational factors than females. Both married and unmarried employees were dissatisfied with the services provided by Human Resources. Employees at all experience levels reported low levels of satisfaction with training and development. Regardless of educational level, employee satisfaction with conditions of the workplace and facility structure in the FMD was low when compared to the standard.
Conclusions and Recommendations:
This study shows that the employees were not satisfied with the services within Human Resource Departments in the FMD. It is recommended that FMD management overcome the determinant factors to reduce the level of dissatisfaction of their employees in the following four dimensions: organizational factors, work conditions/facility structure, training and career development.
Differences in employee overall job satisfaction between public and private sector organizations have long been a topic of organizational academic debate. This study looks at the differences and the ...relationships between organizational characteristics and employee overall satisfaction between the State-Owned Enterprises (SOEs) and the Non-State-Owned Enterprises (Non-SOEs) in Vietnam. The purpose of this study is threefold: 1) to examine the differences in organizational characteristics in 7 components including purposes, structure, leadership, relationships, rewards, helpful mechanisms, and attitude toward change; 2) to examine the differences in employee overall satisfaction; and 3) to explore the relationship between organizational characteristics and employee overall satisfaction between the two sectors. The sample includes 20 SOEs and 20 Non-SOEs with a total of 860 employees. The findings empirically reinforce existing organization behavior literature: employee satisfaction is to some extent shaped by the settings of their organizations. Limitations and future research opportunities are also identified.
Present-day expectations of wide stakeholder involvement in strategy-making processes have been addressed in distinctive ways by the Operational Research (OR) and Organisational Development (OD) ...communities. This paper describes an intervention supporting a strategy for change in a university where a high degree of participation was essential to address the substantive issues faced following the disappointing outcome of an employee satisfaction survey. The importance of staff satisfaction for achieving good business outcomes is explained in the paper before an account is given of the work that was undertaken using a combination of Large Group Intervention and Problem Structuring Method approaches. The achievement of the project in shifting the locus of perceived control and opening up a more participative strategic debate is next assessed. The case demonstrated the benefit of using an intervention process whose participatory nature mirrored the desired changes in the client organisation, and in which the dramatisation of senior management group commitment underlined determination to effect change. Other implications are discussed: the value of using a novel assemblage of approaches and techniques rather than inflexibly following a single methodology; the potential payoff from closer work between the disciplines of OR and OD; and the observation that there is a real opportunity for the wider use of participative approaches in strategy making, something that OR practitioners are well-placed to provide.
The aim of this research is to explore the extent to which employees establish attachment bonds with their leaders and the effects these bonds have on organizational outcomes. A sample of 225 ...participants reported on their supervisor's leadership style (transformational, transactional, or passive-avoidant), their attachment bonds to this supervisor (anxious or avoidant), and four organizational variables (subordinate's satisfaction, identification with the organization, extra effort, and perceived leadership effectiveness). Results, analyzed using a Partial Least Squares (PLS) approach, indicated that (a) transformational leadership was negatively associated with employees' insecure (anxious or avoidant) attachment to their leader; (b) passive/avoidant leadership was positively associated with subordinates' insecure attachment to their leader; (c) transactional leadership was positively associated with employee's anxious attachment but not with their avoidant attachment; (d) avoidant, but not anxious, attachment to the leader was negatively associated with employee satisfaction, perceived leader effectiveness, employee's extra effort, and organizational identification.
'People are the most important asset of any organisation' is a highly over-used and under-believed statement. We spend an inordinate amount of time and energy focusing on customer experience, without ...giving thought to employee satisfaction. Yet employee satisfaction is paramount, because it will determine the success or failure of what the customer experiences. This study proposes an Employee Satisfaction Index (ESI) model with an aim of simplicity, diagnostics and comparability that can explore the causal relationship of employee satisfaction. We surveyed 132 employees working for a high-tech firm. High-tech firms often find themselves operating in business environments fraught with unprecedented, unparalleled, unrelenting, and largely unpredictable change. Therefore, a company's success depends on its ability to attract and continually motivate their employees to contribute their knowledge. Partial Least Squares (PLS) was used to test the theoretical model and to derive an ESI score.
► We discuss optimization strategy of SMCCM from viewpoint of utility. ► We build the relationship between elements of SMCCM and utility. ► Rule safety knowledge should be strengthened above all. ► ...Job satisfaction should be emphasized, especially to dilettante employee. ► Coal miner’s benefit should be cared specially to prevent it’s negative effect.
This article describes optimization strategy of SMCCM from perspective of utility of coal miner with the method of empirical research. Four elements of SMCCM are put forward which consist of “employee safety knowledge”, “equipment safety knowledge”, “environment safety knowledge” and “rule safety knowledge”. Eight elements of utility are put forward which consist of “benefit satisfaction”, “promotion satisfaction”, “job satisfaction”, “enterprise satisfaction”, “management satisfaction”, “colleague satisfaction”, “relationship satisfaction” and “communication satisfaction”. Then hypotheses of influence path between SMCCM and utility are proposed. JCIA is chosen as the sample to carry out survey, which questionnaire is designed based on the likert six-point scale to avoid the middle tendency of the test samples. Data analysis is done from following angles: analysis of the structure and utility of test samples, variables analysis of SMCCM and utility, model analysis of interaction between SMCCM and utility. And then results are obtained from the analysis of elements of SMCCM and elements of utility. Conclusions: first, “rule safety knowledge” should be strengthened above all; second, “job satisfaction” should be paid more attention to; third, coal miner’s benefit should be concerned specially.
Sentiment Analysis: Decoding Workspace Emotions Sharma, Ruchita; Kharade, Mayur Annasaheb; Kamthe, Samrat Suresh ...
2024 MIT Art, Design and Technology School of Computing International Conference (MITADTSoCiCon),
2024-April-25
Conference Proceeding
Employee comfort is a critical factor in deciding an organization's achievement and overall health. Understanding the emotions and mindset of employees concerning the guest's work ideas is of ...paramount significance. The research paper explores the application of sentiment analysis to judge the mental state and insane fitness of attendants within an organization, particularly focusing on their comfort accompanying the company's work culture. Leveraging progressive natural language processing techniques, we resolve textual data, such as employee feedback, reviews, and surveys, to extract valuable insights into their mindset and emotional wellbeing. By quantifying these sentiments, organizations can gain a deeper understanding of the insane health of their trained workers, enabling them to implement targeted plans for bettering. The incorporation of sentiment analysis and the test of employee satisfaction through the lens of insane health offers a novel approach to improving organizational culture and employee well-being. This report provides a critical survey of the connection between frame of mind and agent beliefs, shedding the potential impacts of business ideas on mental well-being
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