Staff Morale Among Mental Health Professionals - Research Paper Example

 I. RESULTS The purpose of the study is to explore the staff morale across ICL residential programs. The research design mainly employed in the study was a quantitative approach. There are different ways in which the data to be analyzed were collected and analyzed for accuracy and validity. This section provides a description and a summary of the nature and type of data collected. Specifically, it looks at the sample used and the characteristics of the respondents who participated in the study. Further, it provides a report of the appropriate bivariate statistics for the study in line with the research questions and hypothesis. Sample Description and Respondent Characteristics Exploring staff morale across ICL residential programs required that the researcher comes up with a representative sample able to relay the actual situation among the mental health professionals. The sample picked therefore followed a purposive sampling technique. Purposive sampling benefited the final sample in many ways. First, the mental health professionals make up a fraction of all health care providers with the institutions selected for the study. On the other hand, to even identify ICL residential program related institutions, it was important to use purposive rather than random sampling. Of the 10 possible ICL residences, 4 institutions were picked for the study. This number was enough for a representative collection of the required data. Within the 10 possible institutions, non –probability sampling was used to identify participating institutions since a smaller number was deemed feasible. From the four institutions identified, about 40 staff members were picked from the study. The respondents were mainly split in terms of gender i.e. 50:50 ratio. However, they were composed of different racial and ethnic backgrounds as indicated in Table 1 below. Group Number Asian/Pacific Islander 7 African American 10 caucasian/white 12 Caribbean American 3 Hispanic/Latino 8 On the other hand, the different levels of education for the respondents is illustrated by chart 1 below From the chart, a majority of the respondents have attained a high school certificate or higher. The highest number of the respondents even has a bachelors degree indicating how highly educated or skilled the sampled individuals were. In terms of profession or area of responsibility, respondents consisted of case managers, front desk counselors, administrative assistants and childcare workers. Table 2 below indicates the proportion of samples derived from each category of supportive staff engaged in the sampling process. From the study, staff morale as the dependent variable was influenced by a number independent variables effective communication, training opportunities, interaction levels with colleagues, nature of clients, management staff, team work and opportunities for personal development. Of the variables that most workers felt affected their moral while on duty, chart 2 below indicates the ratings of the most applicable for ICL residential. As seen in the chart, feedback and communication within the system is most important for all. However, the impact of management has also been pegged at 15%, which also indicates the importance of interaction between employees and management. It was also important to note that many employees underrated being underutilized as a contributing factor to morale increase. Bi-variate statistics As indicated above, the main variables for the study were effective communication, training opportunities, interaction levels with colleagues, nature of clients, management staff, teamwork and opportunities among others. However, the most important aim of the study was to indicate the level of staff morale within the studied ICL residential centers. The scales for measuring the levels of morale were provided in five dimensions including Very negative (1), Negative (2), Neutral (3), Positive (4) and very positive (5). The respondents were supposed to rate their personal levels of morale as well as that of the overall staff in the program. Chart 3 below indicates the levels of moral within the ICL residential centers as rated by the respondents. Chart 3 above relays important statistics according to the responses of individuals engaged in the study. A large portion of the respondents (31%) are neutral in terms of the rating of staff morale within their programs. Secondly, those who agree, strongly disagree or simply just disagree seem to make the bulk of the responses (summed to 56%) indicating what the majority may feel about levels of morale in their respective morals. However, it is interesting to note that still, 13% strongly agree that levels of morale may be high within the organization. In terms of interrelationships, communication and management styles returned the most correlative responses from those interviewed. Secondly, the race or ethnic background of the respondents also determined the way they rated the levels of morale within the work force. Most specifically, the minority ethnic groups’ individuals were mostly negative with regards to the level of morale rating. Chart 4 below clearly defines this interesting statistic. From chart 4 above, Hispanic/Latinos thought morale was at its lowest in comparison to the other minority groups involved in the study. Overall, the rate of morale among the respondents was at 40% using statistics from chart 3 above and considering that those who were neutral could be on either side. ANOVA test Table 2: Test results Test Type III Sum of Squares df Mean Square F sig Partial Eta Squared African American 64.53 8 516.24 22.72092 0.053 0.047 Asian/Pacific Islander 64.53 8 516.24 22.72092 0.053 0.047 Caribbean American 64.53 8 516.24 22.72092 0.053 0.047 Caucasian/white 64.53 8 516.24 22.72092 0.053 0.047 Hispanic/Latino 64.53 8 516.24 22.72092 0.053 0.047 Table 2 above relays the test done on data to establish variability. A single AOVA f- test was carried out on the five categories of respondents’ races. A level of significance of 0.053 was obtained from the results. Since the significant level from f-test returns a value ;>.05, the relationship between the two variables can be said to be of high variability. II. DISCUSSION Having relayed the specific and general findings of the study, it is important to interpret the findings in line with the study’s main aim of evaluating levels of staff morale among mental health professionals. This section therefore analyses the key findings of the study, highlights the resulting implications for social work and makes recommendations for the stakeholders in the mental health care sector. Key Findings The results indicate a number of key concerns among the respondents which will need to be looked into to increase staff morale. Particularly, it is notable that the findings concur with most literature indications on this type of research. Particularly Devereux et al. (2009, p.562) indicates that the five models that have been applied to varying extents in intellectual; disability research include person-environment, demand-support-control, cognitive-behavioral, emotional overload and equity theory. The key findings also follow the same observation as discussed below. Average morale levels at 40% Importantly to this study, it was important to evaluate the levels of staff morale within the ICL programs. Despite a large number of respondent opting to be neutral on the overall rating on morale within their programs, there are indications that only 40% may be positively motivated to perform their duties as required. In addition, given that neutrality may indicate some form of dissatisfaction rather than a high level of motivation, the figure may be well above what has finally been relayed. As a result, it is important for all stakeholders to help in improving the current situation. Minority Groups In line with the equity theory, worker morale levels may be lowered in cases where he or she feels they are not being treated fairly or given equal opportunities. According to the results, minority groups like the Hispanics, Carribbean Americans and Pacific Islanders have lower morale ratings. This out rightly indicates that there are still cases of discrimination or lack of equity in the ICL programs. This type of inequity may originate from both management and fellow workers as well. Assigning tasks and cooperation within workers from either divides may be some of the common issues in this case. Management, Feedback and Communication Flow As a matter of fact, management approaches, feedback and communication flow were the three most important morale boosting influencing factors for the employees interviewed. Unfortunately, the three areas are some of the worst performing in the ICL programs the respondents originate from. Lack of sufficient and appropriate feedback from management staff was found to be a key factor in lowering morale of workers. Communication was also stated as most important since it was important in three ways. First, is communication between management and staff members. Consequently, there is communication among employees themselves and importantly, communication between staff and the patients. Effective communication and improved management can be said to be easily have positive impacts on the current situation at the ICL centers. Training and Working Atmosphere Attainment of skills and the working environment are also important for the respondents as indicated in the statistics presented above. Given that mental health professionals deal with unique and sometimes difficult to handle situations, skills and environment are important factors for attaining high morale levels. For instance, one will need an environment where everyone is supportive and the working hours are not overstretching on the staff since they deal with patients that can be demanding on an individual most of the times. Work atmosphere also involves the presence of the necessary equipment needed for efficiency and the reduction of risk exposure. Highly Educated Workers The statistics from those sampled indicate high levels of education. This therefore means that motivating expectations are bound to rise. As a result, the centers’ management should not assume that the levels of morale will continue to remain high when circumstances continue to change among its staff. Highly educated workers will require that factors like compensation and career development are well taken care of to avoid redundancy and stagnation at work. More knowledgeable workers are aware of the need for recognition and reward practices to be regularly implemented within the organization. The implications of findings for social work practice The findings are important for social work practice in many ways. Particularly, the study deals with mental health professionals. As a result, it will be important for social workers in this area and others generally in many ways. First, communication has been found to be one of the most important factors for boosting the levels of morale among staff members. Importantly, it has been noted that communication influences morale particularly in the way staff members are able to effectively consult and pass important information between themselves. Communication for social workers is also important because the situations they go through during their daily routines require that they constantly speak out or share in line with the principles of reducing work related pressures or stress. Secondly, equity can be best promoted by social work staff themselves rather than sound management policies. Virtually all the ICL centers sampled had good value systems that encouraged workforce diversity as shown in the composition of workers from the different ethnic or racial groups. However, the minority group staff may find themselves in unfair or inequitable working environments because of the way they may be treated by fellow workers. As a result, it is important that social workers recognize the need to eliminate discriminative tendencies while at work to help increase morale and hence productivity levels. Limitations of the Study The study was mostly concerned with the levels of morale among mental health professionals in the selected ICL centers. As a result, it was limited in both scope and issues being studied. First, the study mostly looked at how the employees rated levels of morale in their respective programs and some of the factors related to morale levels while at work. As a result, issues attached to the reasons why one variable may have significant effects on morale than the others were not implored. The study was mostly quantitative and hence qualitative factors were not explored. Secondly, a purposive and non probability sampling technique was employed in the study. As a result, the chosen samples and participants depended on the judgment of the researcher. With this, some margin of error in accuracy was bound to be increased in the final results. It was therefore important that the study used mainly probability sampling when picking the staff members to interview. Lastly, the study uses a scale of percentages that may have a tendency of generalization. However, despite the limitations, the findings of the study still remain valid and viable for modern practice. Recommendations From the key findings, it is important to indicate that there is need for reform in the ICL centers to help improve staff morale. The following recommendations are made according to the findings of the study: i. Training and equipping of staff at all levels should be constantly reviewed to eliminate fatigue ii. Good communication channels should be established within the centers to enable smooth and effective flow of information iii. Management should allow constant feedback as well as providing the same to all staff members iv. A culture of equity should be cultivated within the organizations to avoid cases of discrimination with relation to race or culture v. Studies that link the different morale affecting factors and their linkages should be further conducted Conclusions Staff morale has been found to be dependent on a number of factors. For mental health professionals, it has been noted that effective communication is one of the key factors that influence the levels of morale. It is therefore essential that all social work institutions encourage effective communication through the provision of enabling channels and policies. For the ICL centers, work environment and constant training is also important for boosting morale of workers given the demands the different cadres of staff have to meet daily. The nature of patients in these institutions also provides a great challenge to staff members hence the need for other forms of motivation. Reference Devereux, J., Hastings, R., & Noone, S. (2009). Staff stress and burnout in intellectual disability services: Work stress theory and its applications. Journal of Applied Research in Intellectual Disabilities, 22(6), 561-573. doi:10.1111/j1468-3148.2009.00509.x Read More