Knowledge, Attitudes, And Behavior at the workplace

Knowledge, Attitudes, And Behavior at the workplace

1. Attitudes and contributors to job satisfaction and dissatisfaction.

Knowledge, attitudes, and behavior are components of the determinants of satisfaction or dissatisfaction with change (Gijbels, O`Connell, Dalton, & O`Donovan, 2010). Therefore, before and upon project implementation, it is vital to assess the above variables among participants and people affected by the initiated changes. Positive response to change will exhibit adequate knowledge of the intended changes and expectations of change the process. There are some aspects of behavior that exhibits resistance or embrace of change. These elements of behavior are indicators of the perception of change. The essence of change is to create alteration of behavior. For instance, learning new behavior or enhanced skills is the most vital outcome of change. Achieving changes in behavior is difficult, but it is the most essential.

2. Observation of staff turnover rates.

Turnover statistics, before and after project implementation, is a credible indicator of the response to change (Ibid). Job satisfaction, labor market variables, different forms of commitment, equity, psychological contract, and others are factors that influence workers turn-over rates. Organizational change, if undesirable, affects job satisfaction and may prompt workers to choose to leave. It may even cause the highest performers to leave. It is vital to evaluate the turn-over rates, in order to understand the impact of organizational change.

3. Comparison of patient discharge surveys.

Implementation of undesirable change affects patient care delivery by health care staff (Ibid). This is evident in delays, in patient Discharge. In evaluating the impact of change on performance, analysis should compare the average number of days taken by a patient before and after the implementation of change. Determining this effect is vital to putting in place measures that improve patient care delivery. The implication of negative response to change is the absence of adequate and proper sensitization and consultation of the various stakeholders.

Tools for Assessing the Outcome of Change

a) Staff Exit Interview Questionnaire

Leaver profiling and exit interviews help to gain knowledge of whether the decisions to quit a job may be due to the implementation of the change process (Ibid). The following are questions that provide a link between employee departure and impact of implementation of change.

1. What is enjoyable about working here?
2. Which aspect of your position can prompt frustrations?
3. At work, did your opinions and contribution seem to count?
4. Did the organizational change contribute to your decision to leave?
5. What could we change to make your successor’s tenure more comfortable and satisfying?
6. What most essential changes could we make to improve this institution, in terms of implementing new ideas and practices?
   

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Teaching Materials

b) Pamphlet: Sanitation and Cleanliness.

• Nursing is crucial for the well-being of all persons. The mandate of nurses is the focus on patient care.
• The environment affects the potential quality of nursing care services. Diseases originate from the organic materials in the environment. This is the essence of cleanliness and sanitation in handling patients.
• Poor hospital sanitation, unqualified and uneducated workers are facilitative factors for the occurrence of CLABSIs.
• Nurses are the leaders in environmental safety. They must take the lead in implementing precautionary measures, in order to protect disease propagation.
• It is, therefore, essential that nurses practice high quality hygiene, and acquire the relevant education for quality health care practice. That is the essence of the project.
  

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Reference

Gijbels, H., O`Connell, R., Dalton, C., & O`Donovan, M. (2010). “A systematic review of evaluating the impact of post-registration nursing and midwifery education on practice’. Nursing Education in Practice, 10(2010): 64-9.

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