The Future of Nursing: Leading Change, Advancing Health - Research Paper Example

            Even when money is the main concern, management can still make nurses feel respected and wanted in an organization. This paper will give a few examples of how management can achieve this. One common mistake committed by most nursing managers is the automatic assumption that money is all that is required to motivate and show appreciation to nurses (Graban, 2009). Although this may be true in several instances, it must not be held as true criteria for all. Some nurses just need more personal recognition and gratitude or at least be made to feel their contribution is significant to the organization. Some will be more interested in having their opinion considered, or may want their input to be included more in the running of things. A promotion or promise of more time off to spend with families also shows them that their interests are held valuable (IOM, 2010).

            Nurses are human, and they all display the human need to feel and be treated special. They need to be shown that their contribution to society is valued and appreciated (Graban, 2009). The management can appreciate nurses in nonmonetary ways that will motivate them. A study revealed that nurses feel like martyrs in their organizations (IOM, 2010). They are always the last group to be furnished with the information, the first to have a reduction of their training days, and yet expected to be available always to ensure new initiatives work smoothly with minimal disturbance to patients’ safety and experience (IOM, 2010). Management can appreciate them by ensuring they get timely information alongside other healthcare workers, and scheduling enough time for their training for them to gain confidence. Nurses should not always be the group to take instructions but need to be allowed to speak for themselves to management. Listening management encourages nurses to build their self-worth, which works well to make them feel useful and appreciated (IOM, 2010).

            Most nurses do not speak out their monetary grievances in fear of losing their jobs (Kotter, 1996). Management should be liberal and allow them to speak. No one should be bullied or removed from the job for speaking for themselves or the group in general. Another reason nurses do not speak out is that most of the time they will not be listened to, or no action will be taken (Graban, 2009). The management simply ignores their grievances. The Unions, hospital management, and governing bodies need to act swiftly on complaints raised by nurses to give them an assurance that their presence is acknowledged even during financial difficulties. Ignoring only breeds rebellion (Kotter, 1996).