Staff Demotivation: A Clinical Leadership Challenge

This presentation discusses the challenges faced by clinical leaders in healthcare organizations due to staff demotivation and proposes an alteration of introducing recreational activities for care staff using the Lewin’s change model. It also covers potential barriers to change and how to reduce them using effective leadership traits based on motivational theories. The NHS change model is used as a guide to manage the alteration project. The presentation emphasizes the importance of motivation and leadership in delivering quality nursing care.

Staff
Demotivation:
A Clinical
Leadership
Challenge
INTRODUCTION
The well-being care organizations with the care homes at central are generally being considered as a complex as well as large contemporary settings, generally owing to their
processes as well as owing to their improved procedures as well as several assets. The performance of the healthcare organization generally depends on the knowledge, personal incentives as
well as skills of the human assets. Provided the necessity of such assets, a consistent leadership is generally required to accomplish the elevated performance as well as improve the capabilities
of the care workers to enhance the quality of care as well as results. In this, the leading quality enhancements procedures can need the care managers who can effectively manage the uncertainty
as well as can efficiently furnish both the behavioural as well as cultural alterations. The term leadership is generally a long-term procedure of influencing people to achieving a mission as well
as a specific goal of a group or a healthcare organization. This process can set the strategies as well as the goals, improves the compliance and commitments to the objectives as well as
organizational productivity and can encourage the culture of a care team and a dynamicity within care sectors. A care leader is someone who involves ability of directing, motivating as well as
uniting people in a pursuit of a common objectives. The leaders within the healthcare sectors are generally disproportionately influenced by the system problems, which involve outcomes to
enhance as well as often contradictory duties. As a care nurse leader, one of the most challenging tasks within the healthcare settings is the care worker demotivation, that has an influence over
the quality of the well-being care offered. The performance of the care workers is generally being determined not just by their actual talents, but also by the degree of the drive which every
individual exhibit. The motivation is generally defined widely as a particular trait which can motivate the workers to do or not do something. The motivation is generally important for the care
leaders to comprehend why the people act so differently at work as well as how to manage their attitudes so that the workers can attain a desired organization’s goals. There are various variables
that can effectively contribute towards the low motivation of the care nurses, consisting of absence of personnel as well as being overworked, the interpersonal problems, a lack of praise as well
as a lack of leisure activities as well.
In this, the project will cover critical analysis of a clinical leadership challenges such as staff demotivation and can effectively propose an alteration such as recreational activities for
the care staff using the Lewin’s change model. In addition to this, there is also a discussion about some of its potential barriers to alter as well as how to reduce such things using the effective
leadership traits generally based on some motivational theories.
Context of alteration
As a care manager of a healthcare organization, my goal is to effectively ensure that the holistic care is efficiently delivered to the public. As a care
manager, I’ m responsible to manage the care nursing workforce. This generally entails the founding discipline as well as directing the care nurses to deliver an excellent care
by supervision, monitoring, training as well as implementing the new protocols as well as guidelines. The secondary level city healthcare generally has been short staffed for
the last few years that have negative influence like the care staff demotivation, overworked as well as burnout. In this, the staff demotivation as a leadership challenge
generally was selected as in the staff meetings the care nurses generally have been verbalized of a demotivation in the past years. As an outcome, the sickness absence rates
are high as well as it is challenging to manage the duties as a care ward manager. However, it is high time being a care ward manager to effectively implement an alteration
that can enhance the motivation of the care nurses. Recently the care nurses are generally not included in any inter office sports activities as well as care staff involvement.
The study has generally proven that the recreational activities such as staff involvement, sports, trainings, workshops not only stimulate as well as can inspire the people, but
it also can refresh them so that they can effectively complete their everyday tasks with a maximum vitality and energy. However, in consideration to the motivational theories
as well as the leadership traits, the alterations proposed is introducing the recreational activities for the care nursing staff annually. These alterations can motivate the care
nurses which in turn can lead to the delivery of a quality nursing care.

Significance
The care managers can effectively influence, but not control, the motivating processes. It generally has been essential
to know as well as comprehend as much as possible about the motivation so that the management can do all the
essential to create a healthy workforce. When the care workers are more intelligent, informed, skilled as well as a goal
oriented in the today’s environment, the essentiality of the motivation can extend the outside the bounds of the
managerial hierarchy. As an outcome, the workplace disagreements have been highlighted as one of the main concerns
which can demotivate the care nurses. The care leaders must be receptive to these such disagreements as well as can
never enable them to escalate into a negative dispute like motivation. The shortage of the workers as well as overwork
outcomes in the stress, burnout as well as reduced the staff motivation, lowering the care quality of nursing care as
well as the services provided to the public. The care managers should address the workers psychological as well as the
physical health to encourage the productivity. It can be effectively achieved by boosting the physical activities, can
build a social circle at work as well as can practising both extrinsic as well as intrinsic motivational strategies via the
friendly competitions. At the managerial levels, the effective strategies like hiring more personnel can aid to reduce
the workload of the care workers. The motivation of the staff is enhanced as an outcome of a teamwork as well as team
support. Being a care manager, it is generally essential to move quickly to address the problems reported by the care
worker, as it can worsen to more problematic concerns.
As a change leader, to begin the alteration of enhancing the motivation of the staff via the
recreational activities such as inter-office tournaments, trips, the outing of the staff, workshops and trainings can be
effectively proposed. These such recreational activities must be planned for throughout the year. The recreation has
generally been described as any activity which a person can select to perform for the leisure, pleasure or to revitalize
themselves. In the past, both work and leisure were generally separated by distinct borders as well as it was considered
that these such thought generally had no relationship to one another. Therefore, the good leaders are beginning to
realize that this is the most powerful tool to match the contemporary regular difficulties in the modern context. In this,
the integrating recreation as well as leisure activities generally tends to results in a type of the environment in which
the task is performed in a very productive, encouraging as well as cooperative manner, where the care staff is highly
enthusiastic, where the workers remain friends, where the care staff are efficiently appreciated, their notions are being
supported, and even the traumatic circumstances are effectively handled cleverly, with an intrusive mind in alight
surrounding and where the vulnerable patients can choose to seek the care medical treatment as an outcome of the
positive environment. In the current years, the care managers have effectively taken steps to found a more lasting as
well as persistent incentives for the organization. This can be accomplished through altering the culture as well as the
organizational culture. In this, there are various downsides to the working within an environment which is not
stimulating as well as vibrant. Furthermore, there will be an elevated chance of absenteeism as well as a higher
number of the work associated problems. The mental as well as physical well-being of the care workers can suffer as
an outcome of the working in such an atmosphere. In this, when a competent care staff having an extensive expertise,
intellectual capital, creativity can leave the care organization due to the boredom or boring surrounding atmosphere,
the organization can suffer. Moreover, an excessive turnover is specifically costly for the healthcare organization.
Change Management Theory
The alterations can be difficult or challenging as the people always resists
alterations. However, I can adapt the National Health Service change model.
The high alteration generally requires a strong foundation. Making the
alterations happen is not an easy task. The alteration or a change model can
give an effective valuable framework to allow the sustainable as well as an
effective alteration which can efficiently deliver a real profit for the care staff,
the patients as well as across communities. It has been co-produced with
various hundreds of the well-being and care staff as well as efficiently based on
a credible evidences and experience as well. the change model is for any
people who generally wants to make a difference that a person could be a
clinical or a encourage role at any of the level of a healthcare organization. In
addition to this, the change model is mainly an integral, as well as an inter-
associated framework which can effectively work in a harmony with the model
for the alterations on a large platform in order to encourage the sustainable
transformation. Therefore, it is essential to note that the alteration model can
works for any platform of change, even for a small one also. It is generally for
any of the alterations and it can be big or small as well as it has been
incorporated into an organizing teamwork for an alteration over a large
platform. In this, an organizing framework can bring together the three critical
elements, the larger scale alteration model, the model for well-being and care
and established enhancement approaches, methods as well as tools. Using the
effective framework and models can enhance the possibilities of sustainable,
large-scale alterations. The healthcare organization working within the
complex well-being care system generally tends to use the various
enhancement techniques and tools as well. It can appear to involve the
potential to cause a conflict, but enhancement as well as the alteration methods
can share various features in a common and however, range of enhancement
tools can be as well as must be deployed to reflect the local context to obtain
highest advantages. The change model is generally designed to encourage the
alter the leaders within their work. It involves aim to add the dimensions as
well as emphasis to existing the alternated strategies which can aid to
accelerate the pace of sustainable and an effective alteration. The main
experience of the alteration initiatives within the healthcare can express that
they are generally the most effective when the care team can take the essence
of the approach as well as can make it their own to fit with their contrast, their
priorities, their patients as well as communities.

The model is effectively used as a guide and is not intended to be prescriptive. The model generally develops a shared purpose before proceeding with the rest of your alteration project
within healthcare. The components of the change model can involve seven basic elements and are as mentioned below:
Spread and adoption: This particular component of the NHS change model is to deliver the high quality, safe care for every people that they generally need to accelerate the speed as well
as extent of how the people can actively share as well as actively adopt learning from their own and other alteration innovations and programmes as well. These such alteration innovations
and programmes can be within or external to the practice, boundaries or the healthcare organization, so it is quite essential to network with colleagues and effectively undertake some
studies.
Improvement tools: The NHS change model can involve the component enhancement tools because there is evidence which can work more systematically with the evidence-based quality
enhancement tools to enhance the possibilities of a successful alterations. The alteration model generally does not recommend or can specify that which particular tool must be used. It is
because various care teams within healthcare have already adopted particular tools and will want to build on what they are already using.
Project and performance management: In this, the evidence suggests that an effective approach for the delivery of alteration and the monitoring of progress to the planned objectives are
important to making that particular alteration a reality. In this, ensuring that a degree of a rigour is generally applied to the alteration program can give reassurance to the key stakeholders
which the sufficient attention is being given to manage the program via to a successful conclusion.
Measurement: In this, using appropriate measurement techniques ensures that the success can be celebrated, remedial action must be taken to mitigate the risk as well as the unforeseen
consequences can be dealt with promptly.
System drivers: The low alignment of the system drivers can specifically lead to a clash of incentives as well as penalties that may stand in a manner of a positive quality enhancement.
Motivate and mobilise: The managing for energy alteration as well as the energies of those around people is generally an essential leadership skill during the periods of an exceptional
alterations. Without this, the disillusionment and burnout between the care staff can pose a major risk to the alteration initiatives as well as to the service user and patients as well.
Leadership by all: The leadership styles as well as philosophy which is most likely to deliver the huge scale alteration is generally the one which can generate a commitment to a shared
purpose that is developed via the relationship.
CONCLUSION
From the above discussion, it is identified that the term leadership is mainly defined as the process of influencing the actions of an
organized group in its attempts to determine as well as accomplish the goals. The clinical care leaders can specifically face serious difficulties during their
leadership within the healthcare organization. In this, one of the biggest challenges is the demotivation of the care staff. The demotivation of the care staff can
result in more sickness absence, the care staff shortage, overworked and a less productivity that in turn make the negative influence the quality-of-care nursing
being delivered. However, the care leaders generally require to take the specific actions to tackle these such challenges via a alterations. The alterations within
healthcare are generally inevitable as well as people can always resist change. To efficiently execute as well as manage the alterations, the Change Model of
NHS can effectively serves as a complete, cohesive as well as an integrated strategy which can give an effective roadmap for attaining the gaols as well as
should be utilized by the care leaders.
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Online:
The Change Model Guide, 2021 [Online] Available through: https://www.england.nhs.uk/wp-content/uploads/2018/04/change-model-guide-v5.pdf