Impact of Unfairness on Staff Wellbeing

This assignment delves into the detrimental effects of unfair treatment on healthcare staff wellbeing. It examines the relationship between work dissatisfaction, employee sickness, recruitment challenges, and staff retention within the healthcare sector. Drawing upon provided research articles, the analysis aims to highlight the significant impact of workplace fairness on the overall health and effectiveness of healthcare systems.

Research for senior manager
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TABLE OF CONTENTS
1. Indicative Content........................................................................................................................2
1.1 Research areas........................................................................................................................2
1.2 Aim, scope and objectives.....................................................................................................2
1.3 Success criteria.......................................................................................................................2
1.4 Research Questions................................................................................................................3
1.5 Justification............................................................................................................................3
2. Research Proposal........................................................................................................................3
2.1 Proposal..................................................................................................................................3
Research Techniques...................................................................................................................4
Literature Review.............................................................................................................................6
CONCLUSION and RECOMMENDATIONS.............................................................................20
REFERENCES..............................................................................................................................23
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1. INDICATIVE CONTENT
1.1 Research areas
There are different areas due to which this area of research is been selected. Area of
human resource management is selected. More specifically, the research is one the motivation of
employees (Salman, Mahmood and Mahmood, 2016). This area of study will enable to provide
wide range of understanding towards different methods that are used by the management with an
aim to motivate workers. The area selected is highly relevant as staffs have direct interaction
with patients and if they are not motivated, then it will affect the sales and growth of NHS.
Further, the rate of retention of staff will be high due to demotivated professionals.
1.2 Aim, scope and objectives
Aim: “To analyse the impact of staff motivation on retention for healthcare industry: A study on
NHS”
Objectives:
 To analyze the concept of staff motivation and methods adopted by NHS
 To analyze the concept of motivation and retention
 To identify the relationship between motivation and retention of staff at healthcare
industry.
 To recommend ways in which staff retention can be improved through motivation
Scope: This are of study will be highly beneficial as it covers all the essential factors with
the help of which factors that make the staff motivated can be identified. Further, this study will
also be helpful in developing strategies to improve their performance level.
1.3 Success criteria
As per the research aim and objectives research will be able to understand the concept of
motivation and retention. Management will be able to encourage and boost up the moral and
support the NHS in achieving the goals and objectives (MacKinnon, Stoeter and Chang, 2015).
Further, there are different set of theories that will be used with the help of which coordination
among staff will be raised and they will be able to raise the sale by providing high quality
services. This research is highly valuable for the NHS to understand the issues or problems that
are faced by staffs due to which they get demotivated and performance gets affected.
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1.4 Research Questions
As per the topic, the research question will focus on understanding the importance of
motivation in retention of staffs at NHS. In this context, below given are the research questions
as per objectives:
 What is the concept of staff motivation and methods adopted by NHS?
 What is the concept of motivation and retention?
 What is the relationship between motivation and retention staff at healthcare industry?
1.5 Justification
There are different areas that could have been selected. One of the major issue
organizations are facing is high turnover (Kroezen, Dussault and Sermeus, 2015). In this context,
there are reason for this cause. In this context, one of the main reason due to which staff at NHS
leave the organization is motivation. When workers are not motivated, then it becomes issue for
management as they fail to get the desired result with respect services that are provided to
patients and this also affects their health.
TASK-2 RESEARCH PROPOSAL
2.1 Proposal
To form a proposal, there are different set of factors that has to be considered. In this
context, below given is the structure that mainly include:
Background: All the detailed information about the topic will be provided that will help
in identifying the core issues or problem that is faced by staff members. Further, it will enable to
provide information which will help in understanding the concept and different ways that are
adopted by NHS to motivated staffs.
Outline of methodology: It is a structure that help in developing and presenting the
research in an systematic manner. There are different elements that are included and there are as
follows:
Research philosophy: Research will make use of positivism. This will help the researcher
in accomplishing the stated aim and objectives of the research in proper manner.
Research approach: In this research, investigator will make use of inductive approach in
which the research will go on from general to specific that results in meeting their .
Research design: As per the design, research will make use of descriptive design and this
is helpful to conduct the research effectively.
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Data collection: Both primary and secondary research will be conducted. For primary
research questionnaire will be collected from employees. On the other hand, for secondary data
books, journals, articles, etc. will be taken.
Data analysis: Thematic will be implemented by investigator. In this context, 25 staffs
will be consider and they will be asked to fill up the questionnaire.
Research Techniques
In order to know the impact of motivation on staffs retention at NHS will be determined.
There are different set of tools, techniques and methods that are used so as to collect the facts
and figures. This is done to get appropriate result. In order to conduct the research, below given
are the research methodology that will be considered by the researcher:
Research philosophy: This can be determined as the paradigm which are helpful to play
essential role on investigating on NHS in knowing the impact of motivation (Short, Black and
Wells, 2012). Research philosophy are of two types they are interpretivism and positivism. It has
been evaluated that the key strength of interpretivism philosophy is that it focuses on the
qualitative research areas that support them in studying the area in depth. On the other hand, the
disadvantage of interpretivism is that it results in attaining biasses as the accumulated data is in
the generalized form that results in biasness. Another philosophy is positivism that might also
used by the researcher. The key strength of using this philosophy is that it involve using existing
belief and notion that support in developing the hypothesis for accomplishing the required aim
and objectives. Among these two, positivism will be used as they are suitable for meeting the
objectives. This type of research will enable to make conduct the research on the basis of
objectives that are set.
Research design- It enables to conduct the research in an effective manner. There four
different type of designs that can be used which are experimental, exploratory and descriptive
(Caillaud, Rose and Goepp, 2016). The evaluation of different research design include that the
key strength of experimental research design is that it support the researcher in determining the
cause and effect relationship among different variables. On the other hand, weakness of this is
that it creates the artificial situation that might results in gaining inappropriate data related with
the topic. Another research design that would be used by researcher include exploratory research
design the key strength of this design is that it assist the researcher in amending and improving
their knowledge related with the area. Whereas, disadvantage of using the research design is that
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it consider as the definitive design that do not studied the large population. Third research design
include descriptive design whose key strength is that it conduct the in-depth research related with
the area that support in gaining reliable and accurate information. On the other hand, its
disadvantage is that conducting in-depth study on the topic results in gathering the wrong and
duplication of the information that negatively impact the research. The Among all these methods,
descriptive method will be used as it will enable to achieve the research objectives. There are
conditions in which viewers do not understand the research properly if it is not presented in a
proper manner. However, research design is a type of blueprint that makes the research to
present effectively.
Data collection methods- In order to successfully conduct the research for senior manager
on the topic identifying the role of staff motivation on retention within the NHS investigator
often use different methods and sources for collecting the data (Lushey and Munro, 2014). For
collecting the data and information the selected methods are primary and secondary through
which they can easily collect the relevant information for the research. In order to collect primary
research, investigator will make use of questionnaire. There are some other techniques also that
support the investigator in collecting the primary data that is interviews, survey, experiments etc.
the evaluation of all the data collection method can be easily access through measuring their
advantages and disadvantages. The key advantage of interview technique is that it support the
investigator in personally assessing the level of motivation on the staff retention. On the other
hand, weaknesses of interview method is that it is very time consuming technique as it requires
personal attention to each and every staff. Another is survey method that would be used by
investigator for collecting the data. The key advantage of survey method is it results in asking
range of different questions that results in gaining adequate data. On the other hand,
disadvantage of survey method is that it results in implementing inappropriate within the survey.
On the other hand, to gather secondary information, researcher will make use of books, articles,
journals, online websites, etc. There will be set of structured questions and it will be mainly close
ended questions. This can be determined as cost effective strategy and effective enough to get
appropriate findings (Farrokhyar, Amin and Reid, 2014). Moreover, secondary data will focus on
different set of research that ha is being done on similar topics.
Sampling: When a research is conducted, then it is not possible to make proper
evaluation of data if it is of large population. As per this research, investigator will make use of
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50 staff members who will me made to fill up the questionnaire (Miller, Birch and Jessop, 2012).
Random sampling will be used and this will enable the researcher to get relevant information out
of large sample size. Further, there are two different type of methods like probabilistic and non-
probabilistic. In this context, probabilistic method will be used which will enable to conduct
random sample. With this respect, 50 staffs of NHS will be taken into consideration and they will
be helpful in know the different ways through which they can be motivated. It will also enable to
develop appropriate conclusion for the research.
Data analysis: When the data is collected, this part is important to make sure that the
information is presented in a presentable form. There are two different type of techniques that are
used. It includes qualitative and quantitative (Bauman, 2013). From assessing both the data
analysis technique it has been evaluated that the key strength of qualitative research is that it
support the researcher in examining the in-depth issue related with topic. On the other hand,
disadvantage of the qualitative research is that replicability of the data is very difficult researcher
may not use in the other research. Another technique is quantitative technique, the strength of
this technique is that it assists the investigator in gaining the detailed information related with
topic through using mathematical tools. On the other hand, disadvantage of this technique is that
it face difficulty in analysing the emotions and belief of the sample. Among these two, researcher
will make use of quantitative method. With this respect, thematics will be used in evaluating the
questions that are included in the questionnaire. In addition to this, graphic presentation and
statistical tool will be used that will make the finding more presentable and understandable.
3. LITERATURE REVIEW
According to Moore (2016) there are different sources that work together within the
organization in order to make sure that they achieve their goals and objectives. In this context,
one of the important source are that support the firm is doing so is staff members. They are the
one who have direct interaction with patient. As per Salman, Mahmood and Mahmood (2016)
professional or healthcare providers make sure that they understand the issues or problems that
are faced by them and accordingly they are provided with proper meditation so that they can over
come their problems or diseases. MacKinnon, Stoeter and Change (2015) stated that there are
different set of factors that make the member of healthcare industry motivated. It is important for
the management to make sure that they understand the there factors and satisfy them. When staff
members are not satisfied, then they fail to provide their customers with proper services.
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There are different set of issues that are faced by healthcare organizations among which
one of the major issues that are faced by them are high employee turnover rate. There are diverse
reason due to which this type of issue arise among which one of the major reason is high work
load and de-motivation. Motivated workers understand their patients and make sure that they
provide them proper services so that they will be able to over come the issues and diseases which
they are facing.
As per Kroezen, Dussault and Sermeus (2015), motivated staff work with their full
efficiency and contribute effective for the growth and development of the firm. However, to
motivate it is the role of HR manager to understand the factor that are helpful to encourage the
staff member. Different people have diverse set of perception over work and accordingly, it is
essential that management make sure that they understand each of the staff and satisfied their
needs and requirements.
Aziz (2016) stated that, there are different type of strategies which are adopted by the
health care firms to make sure that staffs are motivated. However, due to high pressure and
workload, management fails to make sure used of these strategies. In this context, few of the
strategies includes identifying the issues or problems that are faced by workers. There are
situations of conflicts which reduces the efficiency and affects the perception of people towards
work. They fail to work with full concentration or willingness. According to Price, Baker and
Lovell (2015) providing healthy environment is one of the effective way that can motivate staff
members at healthcare firms. Further, there are different type of strategies that includes fulfilling
basis needs like providing salary, incentives, etc. When management do not follow these basic
needs, then workers get demotivated.
There are cases in which staff of healthcare feel that they are highly encouraged when
they employers have proper interaction with their subordinates. In order to make sure that patient
is provided with proper treatment, then it is important that all problems that are faced is been
considered. When there is proper interaction among employee and employer, then the waiting
time that is required by patient get reduced. Professional get to spend proper time with patients.
Whittaker, Malone and Maben (2015) stated that staff stay longer and dedicated to their
organization when their needs and requirements are fulfilled. In this context, there are basic
models that are implemented by healthcare organization. It includes models like Maslow's
hierarchy if need, Theory X and Theory Y, etc.
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These are essential and helpful models that enables to make the staffs motivated and
encouraged. Moreover, it also includes informal meetings, in which staffs are called on for
outing, parties, etc. it enables to change the perception that one has for other as it increases
interaction. As per Gauld and Horsburgh (2015) reward system can also be determined as
another type of strategy that boost up the moral of the staffs to put on their full efficiency to
support the firm in achieving the goals and objectives”
Bailey, Madden and Currie (2015) stated that both motivation and retention has close
interaction or link with each other”. When motivation is high, then staffs retain in the
organization for longer time. However, there are also cases in which staffs leave the organization
to get personal growth. In this context, it is important that the management to make sure that they
motivate workers by providing them with better growth opportunity. In this modern world, the
staff are not dedicated towards the work which they perform as there are many other
organization that provide their patients with similar set of services (Price, Baker and Lovell,
2015). When patients do not get proper services, then they tent to visit other firms so that their
issues or problem can be solved. When in an organization the retention of staff is low, there the
management face different set of situations. Among which one of the main issue that they face
that they fail to provide adequate services due to which the growth of the healthcare organization
gets affected (Triggle, 2015).
There are conditions in which when a staff is provided with additional responsibilities,
then others feel demotivated even if they deserve. For management it is important that they
balance staffs and make sure they are being treated properly. Further, leaders also play vital role
in understanding the members who are under them and to make sure that they provide them
services to motivate their followers. As per Paton (2015) leaders are the one who inspire their
follows so that they work effectively and efficiently. However, if the leader is not supportive,
then they fail to encourage staffs and this can be determined as one of the reasons due to which
staffs leave the firm. But leaders are very much helpful in identifying the areas in which they
lack and due to which the performance level gets affected.
As per the findings, it can be stated that staffs feel demotivated when they fail to
understand the part of roles and responsibilities that has to be played by them. In this context, it
is the responsibility of management to make sure that the areas in which they lack are identified
and they are provided with proper training (Sykes, Durham and Kingston, 2013). There are
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conditions in which management do not get the desired result and this is because they do not
identify the areas that are required to be improved. With this respect, areas should be identified
and then training should be provided as it enables to improve the performance level and they get
to motivated themselves. This also helps in providing adequate services to patients. This can be
determined as one of the effective with the help of which staffs can be encouraged and boosted
up further, the willingness can be raised towards work that is provided to them.
Like every industry, human resources are of vital importance for healthcare
organizations. According to Peckham, Catherine and Peckham (2016) employees are encouraged
to remain within an organization on the basis of various factors. These may consist of work
culture, job responsibilities, motivation etc. Bapurao Jeve, Oppenhemier and Konje (2015) argue
that “motivation is the most important factor that helps in retaining healthcare staff. It can be
analysed that if the healthcare staff is satisfied and happy with the job, they prefer to stay in the
organization and work in a dedicated manner towards treating mankind. Davies and Mannion
(2013) explored that motivation is strongly linked to retention. It helps the healthcare
organizations to encourage the staff by bringing enhancement in their skills.
This further inspires the staff to stay in the organization and provide services to the
patients. As per the views of Flint, Scaife and Carter (2016) monetary incentives like cash prizes,
perks etc. act as good extrinsic motivators that fulfill the basic needs of employees. These further
motivate the employees to work at the same place and fulfill other needs.
Akhtar, Casha and Manley (2016) explored the theories of motivation and claimed that if
the organization caters to the needs of employees that lie at the five levels according to Maslow’s
hierarchy, the employees are like to stay within the organization for longer time”. It can be
analysed that in healthcare industry, if the needs related to recognition, self- actualization etc. are
fulfilled by the organization, the employees feel motivated and satisfied. This satisfaction in turn
helps them to stay and remain dedicated towards the organization for long. This indicates that
there is a direct relationship between employee motivation and retention.
As per the views of Maria Rekleiti and Maria Saridi (2014) staff in health care industry
may face pressure and burden regarding the services that are provided to the patient. They are
required to be punctual and treat the service users without making them wait for long. Also, the
service users as well as the employers expect the staff to provide care and treatment of the
highest quality. This creates burden on the staff and it is likely that they may get demotivated. In
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this situation, motivation goes a long way in encouraging the staff to work at their best level
along with managing the stress. Hence, it helps in retaining the staff within the healthcare
organization.
TASK- 4 SYNTHESISING DATA
Collecting and analysing the data Research Methods- In order to successfully conduct the research for senior managers
within the health care industry there are various methods that are used by the researcher
or investigator so that they can easily conduct the research. Basically there are two types
of research method that is used by the manager of health care it mainly include
qualitative methods and quantitative methods (Research Methodology. 2014). In the
qualitative method researcher focuses on preparing the questionnaire for the health care
practitioners so that they can easily gain the adequate knowledge regarding the topic. On
the other hand, another type of research is quantitative method in which the researcher
has to apply certain tests for gaining the outcome. For the present research and collecting
data in the effective manner qualitative research method is been used to gain in-depth
knowledge regarding the topic. Data collection methods- In order to successfully conduct the research for senior
manager on the topic identifying the role of motivation on the retention of healthcare
workers within the Healthcare industry. For collecting the data and information the
selected methods are primary and secondary through which they can easily collect the
adequate data and information related with the different motivational technique and
strategies that is used by the researcher to gain information related with that care
practitioners as well as health care providers are been motivated within the health care
industry of not (Data Collection Methods. 2014). Along with this, primary data is is
collected through preparing the questionnaire and circulating it to the healthcare
practitioners and staff so that they can easily provide the information regarding the role of
motivation within the health care industry. On the other hand, secondary data collection
method also include attaining information through reviewing the different articles and
journals that are published on the motivation and retention of the employees.
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 Reliability and Validity- Another key element that is essential while collecting and
analysing the data is reliability that assists the researcher in overcoming the form of
inconsistency and duplication. So, that they can easily accomplish the aims and
objectives of the study. It also plays important role in the investigation as it directly aid
research in collecting and analysing the data and information. Along with this another
element in the research include validity that supports in gaining that the exactness of the
information and data that support in developing proper and adequate structure of the
research (Franklin, 2012). Hence, it can be easily aforesaid that investigation is tested and
reliable as the collected data and information has been acquired from the trusted and
verified sources. Whereas the past information and data that has been published from the
old sources and sites has not been used as the past information ensure lack of
reliableness. So it can be said that data collected is valid and reliable too. Data analysis technique- The data analysis technique that has been used by the
researcher include qualitative technique as the questionnaire has been prepared on the
basis of which the themes has been formulated by the researcher (Johnson and
Christensen, 2008).
 Ethical consideration: It is important for the investigator to make sure that all he ethics
are considered. Further, it is important that proper permission from the staffs from whom
information is being collected (Caillaud, Rose and Goepp, 2016). Further, staffs should
know about the main cause for which research is being collected. For this purpose,
permission needed to be taken so that considerations related to ethics can be satisfied.
Moreover, to take up the data from secondary source, account need to be made so that
access will be granted to literature or researches that are conducted by other researchers.
In addition to this, it is also essential that content should be used on similar data which is
already been used by some other in their work. Moreover, citations will be done so as to
reduce the risk to plagiarism (Short, Black and Wells, 2012).
By making use of these steps of research methodology, investigator will be able to make
sure that research is conducted effectively and efficiently. Further, following these steps will
enable to come up with an appropriate conclusion through which research objectives will be
achieved.
Questionnaire
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Section-A
Note- Individual is required to fill the personal information.
Name-
Age-
 20-30
 30-40
 40-50
 50 above
Sex
 Male
 Female
Employment status
 Full time
 Part time
How long you have been working in the health care structure?
 0-5 years
 5-10 years
 10 years above
Section- B
Note: Employees are required to fill the questionnaire without any biasness and information
provided by the employees are not disclosed to any other party.
1. What motivational packages or allowances are provided to you on the monthly basis?
 Rent Allowances
 Utility Allowances
 Transportation Allowances
 All of the above
2. Do your senior manager or doctor empower you in taking the decisions?
 Yes
 No
3. What are the motivational factor that are used by your health care organization?
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 Monetary factor
 Non-monetary factor
 Recognition scheme
 Making job better
4. Which of the above motivational factor meets your requirement?
5. Are you satisfied with the motivational factor that is used in the health care organization?
 Highly satisfied
 Satisfied
 Neutral
 Dissatisfy
 Highly Dissatisfy
6. Have you ever acquire incentives on your medical care services that you rendered to the
different personnel?
 Yes
 No
7. Which of the retention strategy is used by your health care organization that is NHS?
 Promotion opportunity
 Changing working environment
 Fringe benefit
 Training and development program
8. Do you agree that your supervisor incite you while discussing the development plan?
 Strongly agree
 Agree
 Neutral
 Disagree
 Strongly disagree
9. How is the attitude of higher authority towards you and your work?
 Excellent
 Very good
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 Good
 Satisfactory
 Poor
10. What are the recent changes that might affect or impact your level of motivation?
 Increasing Redundancies
 Improper pay structure
 Employee turnover
11. What do you feel regarding working in the health care industry?
 Safe
 Satisfied with the job
 Loyal
 Valued
12. Does performance appraisal within the NHS motivate you?
 Strongly agree
 Agree
 Neutral
 Disagree
 Strongly disagree
13. Is the framed policies and strategies of the NHS motivates you in accomplishing their aims
and objectives?
 Strongly agree
 Agree
 Neutral
 Disagree
 Strongly disagree
14. Which factor motivates you the most to be retain in the NHS environment?
 Salary factor
 Professional development factor
 Recognition
 Working environment
 Employee engagement programs
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Questions to be answered by management-
Name-
Designation-
gender Male
 Female
1. Do you think it is important to motivate the staff those who are rendering services within the
NHS?
 Yes
 No
2. Do you think motivated staff stays within the organisation for the longer period of time?
 Yes
 No
3. Do you engage in performance appraisal activities for motivating and retaining the staff
within the NHS?
 Yes
 No
Theme 1- Different motivational packages or allowances are provided on the monthly basis
What motivational packages or allowances are provided to you on the
monthly basis? Number of respondents
Rent Allowances 10
Utility Allowances 15
Transportation Allowances 5
All of the above 20
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From the above formulated graph it has been stated that health care practitioners those
who are rendering medical care services in the NHS different all of the above motivational
technique so that they easily retain in the setting. Out of 50 respondents 20 practitioners has
stated that they have been provided with different types of allowances by NHS that support them
to get motivated. The different allowances include rent allowances, Utility allowances,
transportation allowances etc. on the other hand, 5 respondents has stated that they have been
provided transportation allowances provided in the monthly basis would support them in
motivating.
Theme 2- Senior manager and doctors empowers health care providers in taking decisions
Do your senior manager or doctor empower you in taking the
decisions? Number of respondents
Yes 35
No 15
16
Rent Allowances
Utility Allowances
Transportation Allowances
All of the above
0
5
10
15
20
Different motivational packages or allowances are provided to
you on the monthly basis
Column B

Through the above synthesize data via graph it has been assessed that out of 50 there are
35 respondents has said that senior manager empowers them within the organization that is NHS
so that they may take effective and proper decisions regarding their medical and health care
services while treating service users. With the help of empowering their staff and health care
practitioners they can rendered required services and care treatment according to the requirement
of patients. On the other hand, 15 respondents has contrary opinion that doctors and senior
manager within the NHS do not empower them for taking decisions.
Theme 3- Different key motivational factor used by NHS
What are the motivational factor that are used by your health
care organization? Number of respondents
Monetary factor 15
Non-monetary factor 10
Recognition scheme 8
Making job better 17
17
Yes
No
0 5 10 15 20 25 30 35
Yes senior manager or doctor empower you in taking the
decisions
Column B

Through the above formulated graph it has been showcase that there are different factors
that is implemented by the NHS for motivating their staff and practitioners. From the
respondents of 50, 15 has stated that monetary factor are provided by the senior doctors and
manager within the NHS in order to motivate and retain them. On the other hand, 10 respondents
were in the inclination that non-monetary rewards that is appreciation as well as recognition also
support the staff in getting easily motivated within the organization. On the other hand, 17
respondents has raised their opinion that making job better would support them in keep
motivating towards the activities of NHS. The job would be make better by the senior doctor and
manager through enhancing and restructuring their departmental activities. On the other job has
been also made effective through changing their working conditions and working environment.
Theme 4- Health care providers are highly satisfied with the motivational factor used in the
NHS
Are you satisfied with the motivational factor that is used in the health
care organization? Number of respondents
Highly satisfied 20
Satisfied 10
Neutral 2
Dissatisfy 8
Highly Dissatisfy 10
18
Making job better is consider as the key
motivational factor that are used by your health
care organization Monetary factor
Non-monetary factor
Recognition scheme
Making job better

From the above formulated graphs it has been assessed that out of 50, 20 respondents
have said that they are highly satisfied within the motivational factor that is used within the NHS
as they are encouraged in the proper manner that further assists them in rendering quality care
and treatment to the individual. On the other hand, 10 respondents out of 50 are only satisfied
with the motivational technique that is been used in the health care organization. The
significance of motivational technique is that it prompt the employees and health care staff to
render quality services and activities that minimizes the improper medical care services to their
patients. On the other hand, some respondents were also in the neutral state as they have issue
that they are not been motivated within the HSC. With this they are demotivated towards the
organization and they are not easily render
Theme 5- Health care practitioners gain incentives on the medical care services that they
rendered
Have you ever acquire incentives on your medical care services that you
rendered to the different personnel?
Number of
respondents
Yes 40
No 10
19
Highly satisfied
Satisfied
Neutral
Dissatisfy
Highly Dissatisfy
0
2
4
6
8
10
12
14
16
18
20
health care workers are satisfied with the motivational
factor that is used in the health care organization
Column B

From the above analysed graphs it has been assessed that incentives also plays vital role
in the health care industry as it motivate and retain their health care staff within NHS. Through
the above graph it is stated that 40 respondents out of the 50 respondents has raised their opinion
that staff or nurses receives incentives for their medical and care services that they render to their
different level or different diseases patients. With the incentives on their medical services
supports in encouraging the effectiveness of their services so that they may easily support the
patient in recovering. On the other hand 10 respondents has said that they do not get incentives
or bonus for their services that they render within the NHS.
Theme 6- Training and development is the key retention strategies that is used by the NHS
Which of the retention strategy is used by your health care
organization that is NHS? Number of respondents
Promotion opportunity 8
Changing working environment 10
Fringe benefit 12
Training and development program 20
20
Yes I acquire incentives on your medical care
services that you rendered to the different
personnel
Yes
No

Through the above graph it has been assessed that retention strategies plays significant
role within the health care industry. As with following the proper retention strategies they can
easily retain the competent and qualified care practitioners within the NHS so that they may
render effective and quality medical care services. From the above graph it has been assessed
that out of 50 respondents around 20 respondents has been stated that engaging in the training
and development activities would consider as the key strategy for retaining their employees
within the organization. With the help of proper training and development session they can easily
amend their knowledge and loop areas so that they can successfully outcome in rendering quality
services within the NHS. Along with this, 12 respondents has stated that fringe benefit is used by
the NHS for retaining their employees and staff. While, the 8 respondents are in the favour the
promotion opportunities are also considered as an effective strategy that is used by the health
care organization for motivating and promotion their employees within the health care.
Theme 7- Supervisor incite individual while discussing development plan
Do you agree that your supervisor incite you while discussing
the development plan? Number of respondents
Strongly agree 18
Agree 10
Neutral 5
Disagree 13
Strongly disagree 4
21
Training and development retention strategy is used by
your health care organization that is NHS
Promotion opportunity
Changing working
environment
Fringe benefit
Training and development
program

From the above graph it is stated that with the most of the respondents that is out of 50
around 18 respondents has been stated that senior manager and doctors within the NHS support
and encourage them towards discussing and providing their views on the development plan of
individual. So, that they can easily develop and amend their needs and skills so that it may easily
support in rendering quality services to their patients. From the above formulated graph it has
been stated that health care practitioners those who are rendering medical care services in the
NHS different all of the above motivational technique so that they easily retain in the setting. On
the other with the proper development plan staff and practitioners may easily gain the knowledge
regarding using of technological medical aid equipment so that requirement of different patients
can easily be attain.
Theme 8: Satisfactory attitude of higher authority towards staff and their performance.
22
Strongly agree
Agree
Neutral
Disagree
Strongly disagree
0 2 4 6 8 10 12 14 16 18
Supervisor incite you while discussing the
development plan
Column B

How is the attitude of higher authority towards you and your work?
Excellent 5
Very good 6
Good 10
Satisfactory 25
Poor 4
From the above graph it has been assessed that from the 50 respondents most of the
respondents has stated that staff within NHS are satisfied with the attitude and behaviour of
higher authority towards them and their activities. Along with this, it is also stated that with the
help of this they easily render required services to different patients and service users.
Theme 9: Increasing rate of turnover within NHS impact the motivational level.
What are the recent changes that might affect or impact your level of motivation?
Increasing Redundancies 5
Improper pay structure 15
Employee turnover 30
Through the above depicted graph it has been assessed that most of the respondents that is 30
have stated that employee turnover is consider as the major change that has impacted the level of
motivation among the staff. As, the staff turnover is high in market that results in demotivating
their staff.
Theme 10: Staff within NHS feel satisfied with their job.
23

What do you feel regarding working in the health care industry?
Safe 9
Satisfied with the job 24
Loyal 10
Valued 6
From the above graph it has been assessed that 24 staff within the health care industry
positively feel at the workplace that support them in delivering the quality and effective
treatment to their patients. On the other hand, 10 respondents has stated that they feel loyal
towards the health care organization that support them in performing the activities in effective
manner.
Theme 11: Performance appraisal within NHS motivate the staff.
Does performance appraisal within the NHS motivate you? Number of respondents
24
Performance appraisal within NHS support in
motivatinbg the staff.
Strongly agree
Agree
Neutral
Disagree
Strongly disagree

Strongly agree 9
Agree 14
Neutral 7
Disagree 8
Strongly disagree 12
From the above graph and table it has been analysed that 14 respondents agree while 9
strongly agree that performance appraisal in NHS motivates them. However, 12 respondents
strongly disagreed while 8 disagreed that they are not motivated by performance appraisals. The
respondents who agreed further added that performance appraisal encouraged them to work
better in the organization. This indicates that with performance appraisals, the staff is motivated
to provide better health care services to the patients. Furthermore, they are also encouraged to
stay in the organization for a longer period of time.
Theme 12: Health care practitioners as well as staff are strongly agrees with the framed
motivational policies and strategies
Is the framed policies and strategies of the NHS motivates you in accomplishing their aims
and objectives?
Strongly agree 19
Agree 10
Neutral 9
Disagree 5
Strongly disagree 7
25

From the above stated graph it has been assessed that NHS framed effective policies and
strategies related with motivating and retaining their staff that that results in attaining loyalty
among the staff as well as they also get committed towards the NHS.
Theme 13: Factors motivates staff to retain within NHS.
Which factor motivates you the most to be retain in the NHS
environment? Number of respondents
Salary factor 12
Professional development 6
Recognition 13
Working environment 9
Employee engagement programs 10
On asking the respondents about what motivates them the most to stay in NHS, varied responses
were obtained. 13 said that recognition motivates them to be retained within the organisation
while 12 participants had opinion that they were motivated to work in NHS due to better salary.
According to 10 respondents, employee engagement programs motivated them to work in NHS
for long. From the findings it can be analysed that majority of the staff is motivated by
recognition. This indicates that NHS can retain its staff by implementing staff recognition
activities. However, secondary data suggests that provision of healthy environment is effective in
motivating the staff members at healthcare firms (Price, Baker and Lovell, 2015).
26
Salary factor
Professional
development
Recognition
Working environment
Employee engagement
programs

Analysis from the perspective of management-
Do you think it is important to motivate the staff those who are
rendering services within the NHS? Number of respondents
Yes 3
No 2
From the above graph it is analysed that out of 5 management personnel within the NHS
3 personnel has stated that they consider motivating their staff and workers within the health care
that assists them in retaining and get committed towards the organisation. From the findings it
can be analysed that majority of the management staff give importance to motivating the health
care workers.
27
It is important to motivate the staff those
who are rendering services within the NHS.
Yes
No

Do you think motivated staff stays within the organisation for the
longer period of time? Number of respondents
Yes 4
No 1
From the above graph it is stated that out of 5 management personnel 4 has stated that
engaging in the motivational activities within the NHS support them in motivating their staff that
results in retaining them for the longer time period. On the other hand, 1 management personnel
has said that they don't think motivated staff or care practitioner within the NHS remain for the
longer time period.
28
Yes No
0
1
2
3
4
Motivated staff stays within the
organisation for the longer period of
time.
Column B
Performance appraisal activities
motivates and retain the staff within the
NHS.
Yes
No

Do you engage in performance appraisal activities for motivating
and retaining the staff within the NHS? Number of respondents
Yes 3
No 2
From the above summarized graphs and tables it has been analysed the perspective of
management towards the staff motivation and their retention within the NHS. Out of 5
respondents 3 has stated that they focuses on engaging in performance appraisal processes for
motivating their staff. As, they clearly stated that with appraising the individual performance
they motivate and retain the staff within the NHS. Thus, ultimately results in delivering the
quality care and treatment of the patients. Whereas, two respondents has raised their opinion that
that with the performance appraisal it might not motivate and retain the staff within the NHS.
CONCLUSION AND RECOMMENDATIONS
From this research, it can be stated that at NHS, there are different set of strategies that
are implemented with the help of which staffs are motivated. Among which they make sure that
all member are provided with rent utility and transportation. This type of services are highly
beneficial as it develops positive perception among mind of members that they are important for
the management. There are situations in which management do not provide their staffs with these
services when a member is newly hired. All these services are provided to who are permanent.
There is a type of demotivation that staffs face who are new for the organization.
Another factors that accept the motivation level of staffs members is when they are not
allowed to make decision for the different type of situation which are faced by the management.
Each of the staff is under a senior like Doctors. As per the case, it has been found that at NHS,
staffs members are provided with the opportunity to make decision. In other words, doctors or
the seniors at NHS provide the opportunity to make sure that they suggestions are provided. NHS
understands that staffs have direct interaction with patients and as they know closely about the
issues that are by them. Management understands this and staffs get motivated as they are
included in decision making.
There are different type of strategies that are used by cited firm in order to make sure that
staffs get motivated. In this context, among all one of the effective way that are implemented is
related with making the job better. This is done in cited firm by identifying the issues that are
29

faced by each member. Accordingly, steps are taken with the help of which they will be able to
make the staffs encouraged.
All the strategies that are implemented by the NHS is highly effective. As from the
finding, it can be evaluated that staff are satisfied by the tools and strategies are used by cited
firm. More than half of the respondents think that management is highly supportive and they
make sure that all are motivated and encouraged. In this context, it can also be stated that the
patients who visit to NHS get to overcome all type of issues or problems. Further, management is
enabled to look up on the areas in which they need improvement and accordingly, they are
provided with training.
NHS provide their staffs members with incentives over the medical services. It is a type
of security that is provided by the firm. Most of the people who work do expect to receive the
type security that can get for the future. This is a type of mental satisfaction that they get. These
are provided by NHS and this is helpful to motivated staffs. In addition to this, the people who
work at hospitality sector, understand the importance of such facilities that are provided to them.
One of the reasons due to which staffs get demotivated is because of lack of understand
towards the type of role they perform. In order to overcome this issues, one of the effective
strategies that are implemented by NHS is to provide their staffs with training and development.
In this context, they identify their areas in which they need improvement. Accordingly, they are
provided with training with the help of which staffs are able to develop confidence over the work
they perform. In addition to this, it also helps in understanding the expectations that patients have
from the staff members.
As per the findings, it can be stated that there are different of strategies that can be
implemented with the help of which motivation level can be raised. In this context, below given
are the recommendations that can made to NHS:
Reward system: It is a type of strategy in organization needs to evaluate the performance
level of staff member. As per the evaluation dome, management can provide their staff with
incentives or rewards as per the performance made by the each of the member. This enables to
know he performance level and identifying the staffs who are not able to perform effectively.
There are different type of rewards that can be provided. In this context, it includes providing
money or appreciation. These are helpful to encourage and boost up the moral of staff members.
30

Further, it also raises competition among members itself to make sure that they get better from
others.
Motivational theories: As stated above, there are different type of motivational theories
that can be implemented by the organization to make sure that staffs can be encouraged. In this
context, it includes models like Maslow's hierarchy of need, Theory X and Theory Y, etc.
Among all these theories, one of the most effective strategies that can be implemented is
Maslow's hierarchy one need. This is because it covers all the essential areas with the help of
which staffs can be motivated and encouraged. It includes basic requirements and the small
changes that can be implemented that can boost up the moral of members and they will be able to
put on their full efficiency to support the organization in achieving the goals and objectives.
Effective interaction: Communication play vital role in developing strong relationship
with employee and employers and patients. In context, with health and social care, it is important
to have proper interaction so that the issues that are conveyed by the patient to professional can
be identified. Further, the information that is provided by the professional to nurses or other
following staff members should be provided so that there may not have any type of confusion.
When there is interaction, then management gets to identify the problems that are faced by them.
Accordingly, steps can be taken through which issues can be solved and staffs can be motivated.
Empowering staff or care practitioner: Another recommendation for raising the
motivational level of staff within the NHS include through empowering the staff so that they
may take their decisions by their own. On the other hand, with the help of empowering manager
within the organization can easily take their decisions by own.
31

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