Evaluation and Morale, Essay Example

The relationship between employee morale and job performance is essential to the fluidity of operations within that job. In the nursing industry, nurse staff morale is pertinent in responding to emergencies and critically catching any errors in particular situations. In the case study provided about the low morale of the nurse staff, it is due in part with the negative working relationship with the nursing manager in the unit that typically evaluates job performances, not on the entire body of work but on one case incident. The nurse staff felt that the comments made by the nursing manager during her performance evaluation were ‘out of the blue’ and that the nursing manager evaluated her based on one time behavior that she felt completely blindsided by. Her demeanor and communication were guarded due to high levels of anxiety and stress associated with their bad working relationship. Not only do these problems raise a red flag in the communication of the entire working unit, but also of the behaviors and ethics of the nurse manager.

One of the first problems to address within this case study is the problem with the performance evaluation and the behaviors of both participants. The purpose of performance appraisal systems are to benefit the nurses, patients, and the organization in order to provide feedback and opportunities for improvement, resolving problems, and identifying those read for advancement. (Grohar-Murray, DiCroce, Langan, 2011) As easy as it is to side with the nurse staff perspective, the nurse manager is tasked with grading and critiquing the nurse’s behavior and performance based on nurse standards that serves the framework for the system. If the nurse manager felt that the “one-time” incident was important enough, she has the right to question the behavior and performance of the nurse staff. Where the problem lies is the lack of communication of the nurse manager that made the nurse staff feel as if she was being blindsided. This could lead to grievances felt by the nurse staff that could have legal, financial, and professional repercussions to the organization. In order to avoid these situations the nurse managers has to provide a different method than the one presented in the case study. “Feedback should be accurate, timely, and constructive.” (Vasset, Marnburg, Furnues, 2011) Grohar-Murray et al. explains that in evaluation communication between the staff and the manager is essential in maintaining a high standards of performance, and professional accountability. In light of the case of the nurse staff, “a developing professional person assumes responsibility and accountability for personal growth in the ability to assess, plan, and evaluate skills……” (Grohar-Murray, et. al, 2011) Instead of being guarded the nurse staff should have respond in a manner where she was knowledgeable of her strengths and weaknesses, and actively communicated in showing her professional behavior in her overall job performance. The nurse manager should have also given the nurse staff adequate knowledge about the evaluation in order to encourage communication and active participation. Within the evaluation the nurse manger, should have presented a balanced view of the nurse staff performance instead of dwelling on one instance. The evaluation should have presented new goals and to clarify expectations of the job.

Recommendations are for there to be more than one person given the responsibility of performance evaluation in order to prevent any bias or problems with specific staff members. It will also ensure the integrity and enforce the purposes of the performance appraisal system and the organizational goals. The nurse manager should actively communicate with the staff in given them knowledge about the evaluation, what the criteria they would be graded on, and the disciplinary actions for bad behavior/performances. On both parts, the purpose of the evaluation should be clear as well as the goals, the mission, and the principles of the organization and job description. When the nurse manager has to give a nurse staff a poor evaluation certain methods will solve the problem that the case study presented including, identifying the poor behavior, summarize the relevant conduct and policy codes, describe how to manage the poor performance, provide an action plan, and identify barriers to managing performance.” (Keegal, 2013) Once these steps are followed both can leave the evaluation feeling as if they were able to communicate any problems or improvements needed by the nurse staff and within the organization.

References

Grohar-Murray, Mary Ellen, Helen R. DiCroce, Joanne C. Langan. (2011). Leadership and Management in Nursing, 4th Edition. Publisher: Prentice Hall

Keegal, T. (2013) “Poor performance: managing the first informal stages.” Primary Health Care. 23, 4, 32-39.

Vasset, Frøydis, Einar Marnburg, Trude Furunes. (2011). “Dyadic Relationships and Exchanges In Performance Appraisals.” Vård I Norden. Publ. NO. 103 (VOL). 32 NO. 1 PP 4–9.