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Knowledge management applications in the telecommunication industry
Introduction and Background
This study will focus primarily on knowledge management applications in the telecommunication industry and ways in which the industry can benefit from social ontology in its knowledge management system. The study will assist in evaluating the importance of knowledge management in the telecommunication sector in the Kingdom of Saudi Arabia. Generally, human knowledge capital refers to people’s pool of skills, ability and know-how in any organization; it also encompasses the experience, training, insight, relationship, and intelligence of the organization’s managers and staff. The skills, knowledge and experience of the project manager are important factors in determining the outcomes of the project, where all these factors will be evaluated using a human knowledge capital framework.
The major significance of this study is the fact that its outcome will confirm whether or not an organization’s investments in its staff’s learning, education, experience, expertise, innovation and creativity in relation to knowledge management have any influence on its overall performance. Equally important, this study will produce a report and initiate a discussion on its findings, from an in-depth review of the literature of the research study. This study will look, specifically, at the effects of the human knowledge capital dimensions, notably staffs’ learning, education, experience, expertise, innovation, and creativity, in relation to the overall performance of the organization.
Past research studies have concentrated mainly on the relationship between intellectual capital and the overall performance of an organization. Little attention has been given to the probable relationship between any of the three components of intellectual capital, for instance structural capital, relational capital, and human knowledge capital, and its overall performance, which are more or less sub-sets of intellectual capital. Interestingly, however, from the limited attention that has been given to the link between human knowledge capital and an organization’s performance, a number of researchers have established a positive influence of human knowledge capital on an organization’s overall performance. The research will be important as it will examine the relationships.
Aims, Objectives
The aim of this research will be to develop a social ontological framework explaining the social relationships informing organisational knowledge management in the telecommunication industry in Saudi Arabia.
The research objectives will be:
To identify the current state of knowledge management applications in the telecommunication industry, and ways in which the industry can benefit from social ontology in its knowledge management system. The specific social, economic and technological barriers preventing the effective application of KM system in these areas will thus be determined.
To undertake an empirical study including both qualitative and quantitative approaches to discover the extent to which knowledge management is implemented in the telecommunication sector in Saudi Arabia.
To develop a social ontological framework supporting the application of knowledge management in the telecommunication sector in the Kingdom of Saudi Arabia. Thus, the link between collective identities and KM in organisations will be determined.
Research methodology
Data collection is an integral part of any research and plays a critical role in ensuring that research objectives are accurately driven at. The research has been developed in a manner reliant on a primary source in data collection. This is one of the factors that greatly affect the level of accuracy and breadth of the research. Use of data derived from previous researcher and theories adopted from other researchers is the main methodology used in the research. An important consideration is seeking a data collection approach is to ensure that it is in conformance with the research methodology and relevant with the research aims. The main aim will be to determine how organisational structure impact on KM in Saudi Arabia’s telecommunication organisations.
The approach to data collection ensures information is collected from a variety of sources which is one of the key requirements for holistic approaches that are characteristic of qualitative designs. This will assist in determining whether KM is reflected in the organisational culture of Saudi Arabia’s telecommunication organisations.
Moreover, the appropriateness of the approach to data collection is brought out if it is considered that the research develops findings from wide areas which include gender bias, scene arrests and even same sex couples. Such diversity required in deductive approaches call for use of multiple sources of data not only out of need to acquire relevant data but also validate data and develop a picture of the areas that are lacking.
Literature Review
Knowledge of the customer satisfaction in relation to knowledge management is a strong backbone upon which an organization can base its overall performance. Furthermore, though there is a great significance of using customer opinions and attitudes in various fields, not many studies have specifically focused on assessing the suitability of the organisation’s workforce. This chapter attempts to give an assessment of the studies that have been undertaken in an attempt to investigate the relationship of the two broad dimensions of knowledge management in Saudi Arabia.
The literature will examine the original investigations, other literature reviews, peer reviewed academic literature, research databases, reviews, journals in various academic fields and original manuscripts that relate to customer satisfaction and knowledge management. This is intended to bring a better understanding. One of the most recent studies, which directly involved investigation of customer satisfaction in relation to knowledge management, will be reviewed. Since a search in the research databases produces a big number of results, the reviewed literature sources are picked on a random- sample strategy.
Integrating information technology to knowledge management requires acceptance from all aspects of an organization and this is its disadvantage. Knowledge Management System implementations must become an integral part of the people using it for it to be effective. The literature review will assist in the determination of the level of customer satisfaction and its relationships with the knowledge management.
Knowledge management (KM) is a set of systematic actions taken by an organization to get the greatest value from the knowledge base available. Information technology (IT) supports knowledge management in organizations today will be examined. Systems of IT that support KM can be referred as Knowledge Management Systems (KMS). Though the literature review will not be able to examine the direct relations but connections will be determined.
Primary Data Collection
Various methods of collecting, analysing and compiling data were put into consideration in this project. Sources of data for the study included primary data and secondary data.
In order to collect quantitative data, primary information was collected through the medium of a questionnaire. A qualitative research method was used to study the unstructured information collected through secondary data collection from journals, government Web sites, and bank reports. This helped in understanding the competitiveness of various knowledge management strategies in different organisation and banks in Saudi Arabia and relevance.
Secondary data collection in this research will also be useful since it enables the researcher to have a wide source of getting information as well as it being very affordable. Content analysis will also be done using qualitative methods to ensure its reliability in terms of who collected the data, what time and from which sources. It will also be important to identify and scrutinize secondary sources to check their viability of the collected data to the topic and the adequacy and accuracy in the information being collected.
Using qualitative means the researcher is able to understand the important factors that must be present for the evolution and fruition of the organisations in Saudi Arabia. The analysis will also try to establish past information on knowledge management in Saudi Arabia and hoe customer satisfaction has been enhanced by this.
Since the researcher can get a wide range of information sources such as library books, internet sources, online documents and journals, this will allow the researcher to get enough information to compile a sound report of opportunities available for Saudi Arabia’s organisations. The research will also highlight the benefits to the stakeholders and customers of the organisations with effective knowledge management techniques.
Primary dataIn general, there are various techniques through which primary data can be collected such as face-to-face interviews, telephone interviews, questionnaires, observations and many more. This study made use of an online questionnaire in order to collect primary data. The method was selected because of its ease of use and comprehension in terms of results derivation. Primary data is extremely important when it comes to satisfying the various research objectives.
Secondary data
Secondary data is easier to collect since it is already available in a format that is easy to understand and organize. Information will be collected based on the credibility of the authors. Journals, books, and magazines were used to collect facts and literature to support and analyse the findings of the study.
Questionnaire design
Questionnaires are generally used to collect quantitative data. Questionnaires were selected as the tool to collect data since they fit within the financial budget of the research and due to the easy interpretation of the answers, unlike the content of interviews which can have different interpretation and also it would not be possible to interview 150-160 people. At the same time with interviews it can be difficult to analyse the responses from the various participants. Hence the questionnaire method was selected because of standard response option. The types of questions that can be used in questionnaires include open-ended, closed-ended, indicated response, and any response. In this case, questionnaires were given to customers of the bank to get more information about consumer behaviour, challenges, and opportunities and effects of better knowledge management in Saudi Arabia.
The questionnaires will be in electronic form, and around 160 questionnaires will be e-mailed to potential participants in various organisations. After sending the questionnaire, reminders will sent after two days to make sure that the participants fill the questionnaires. The turnaround time for the questionnaire will be around one week. The participants were advised in writing that the information was being collected for the purpose of research only and would not be used for any other purpose.
Primary Data Analysis
At this stage, suitable statistical techniques will be applied in order to analyse the quantitative questionnaire research data using the SPSS program. Qualitative and quantitative methods of data analysis will be used. Responses will be coded and processed using the Statistical Package for Social Sciences (SPSS) computer software. Descriptive statistics such as frequency distribution, percentages, graphs and mean will also be used.
The qualitative interview data will be analysed using a process of identification of key themes and categories within the interview data. A detailed discussion of the data analysis will be documented drawing conclusions, interpretations, based on collected data and other relevant e-learning research. Finally, the researcher will submit a set of recommendations and suggest further research to be taken in the future.
Conclusions and Recommendations
Finally recommendations for the future will be made with a project plan put together for the implementation of these plans. Conclusions will be finalised and there will also be any limitations to the research identified. The conclusions and recommendations will be made from the analysed data and interpretations.
Limitations and Future Research Suggestions
Most of the respondents will be Arabic individuals; hence, the findings are limited to Arabic speaking demographics. Also, due to constraints of time and resources, limited number of survey responses will be obtained. The research will be limited to the primary and secondary information collected from the data sources. The data findings were limited to the primary data collected from 150-160 questionnaires online. It is believed that the findings would be different if the sample demographics were different. The population did not represent all classes of the population due to sampling or participants who are more likely to be familiar with technology. The data could be different if more working women or employees were included in the population.
Computer technologies are used in organizations to gather, analyse, and distribute information about people; such a system is called Human Resource Information Management System (HRIMS) or HRIS, which stands for Human Resource Information System. A sophisticated human resource information system in an organization keeps track of events related to human resource management. The future research should determine the effectiveness of HRIMS in relations to the organization’s performance.
Auditing and Accountability (ACCT40115)
Auditing and Accountability (ACCT40115)
Q.1
In Tesco’s case, the auditors’ lack of independence very probably aided in the revelation of the aggressive profit manipulations that were taking place. As the firm said in its fiscal year 2014/15 annual report, the “forwarding” of commercial income from suppliers that should have been assigned to future periods was clearly the result of a management failure inside the company’s UK operations. Except if Tesco can demonstrate that a specific member of the board of directors committed major misconduct, payments were legally necessary and due under the applicable service contracts. Following learning of the exaggeration, the company’s board of directors commissioned Deloitte to conduct an independent investigation into the incident. A conclusion was reached after an extensive investigation that certain amounts had been improperly accelerated (for income) or deferred (for costs) in violation of Tesco Group accounting policies; that similar practices had occurred in prior reporting periods; and, finally, that the current and prior practices appeared to be connected because the amount of income accelerated increased from one period to another. Specifically, the leaving external auditors, PwC, said in their report that they paid close attention to areas where the directors made subjective decisions. The possibility of management overcoming internal controls was determined when an incident of fraud occurred, including examining if there was evidence of director bias that may result in major financial statement fabrication.
The purpose of auditing is to provide credibility to the financial statements that are included in the report. While management is responsible for the preparation of financial statements, it is the auditor’s obligation to guarantee that they are reliable (Tepalagul & Lin, 2015). The same was expected of the auditing team at Tesco. As a result of the auditor’s work, the trustworthiness of management’s non-audited information is enhanced significantly. According to Daniels and Booker (2011), an audit must be done by an impartial individual who is not influenced by their position or authority, since if the audit is not handled appropriately, it will have an adverse effect on the result of the audit. When evaluating work, auditors are supposed to provide an impartial and competent review of the job. Because of an auditor’s lack of independence, the auditor report that is provided to those who rely on it is virtually worthless to them (Suseno, N2013). It is possible for self-interest to manifest itself when an auditor has a direct or indirect financial stake in the functioning of a company, or when an auditor owes a large fee to a client, for example. In order to get a loan from the bank to cover the company’s outstanding expenses, the audit team may be tempted to provide a favourable report. The management at Tesco pushed for such audit actions. When an auditor reviews both his or her own work and the work of others in the same business, he or she is said to be doing self-review. The auditor is required to assess his or her own work, thus expecting the auditor to provide a fair review of the financial statements would be subjective (Hossain, 2013). In auditing situations, there is a danger of advocacy when the auditor aggressively promotes the client to the degree that their neutrality is jeopardized, which is widespread. Employees, officials, and directors of the client business may get familiar with the auditor if he or she becomes too close to or acquainted with them. familiarity It is conceivable that the auditor developed an unhealthy relationship with the client and, as a result, lost his or her professional neutrality. Management or its directors may have been intimidated by the auditor to the point of paralysis, creating an intimidation danger to the organization.
As a result of an audit, business shareholders get a professional, independent judgment on whether the company’s annual financial statements provide an accurate and fair picture of the company’s financial condition and can be relied upon. In order for auditors to show their ability to do their jobs objectively, the most often employed way is to establish independence from management (Rahmina & Agoes, 2014). The independence of the auditor from the client company is essential in order to ensure that the audit opinion is not impacted by the auditor’s connection with the client business. The auditors’ role is to provide shareholders with a professional evaluation of the financial statements and accounts that is objective, accurate, and independent. Some people are worried about the independence of external auditors, which is understandable. If a client’s business does not have appropriate corporate governance mechanisms in place, the necessity for an audit firm to maintain strong relationships with the company may have a substantial impact on the audit findings and conclusions of the audit firm. Consequently, the independence of the auditing company has been compromised, and shareholders can no longer place their trust in the firm’s recommendations (Priyanti & Dewi, 2019). The cost of audit services may be lower than the market rate, and accounting firms may be able to make up the difference with non-audit services such as management consulting and tax preparation. A consequence of this is that some auditing companies place their own business interests ahead of the interests of their customers. This creates the possibility that the auditor’s incentive to safeguard the interests of the shareholders and his personal financial interests may be at odds with one another.
Tesco exaggerated their financial accounts rather than confronting the underlying weaknesses that were at the heart of the aggressive accounting irregularities that engulfed the company. Following the realization that these sales quotas would not be met, a small group of employees collaborated with suppliers to ensure that these payments were made by offering incentives during the following fiscal month. Routine inspections also discovered convoluted links between suppliers and customers, raising questions about financial reporting and auditing procedures. This information would be kept secret, with the worst-case scenario being that Tesco would reimburse the supplier the following quarter, according to the agreement. Tesco’s crisis has once again brought to light the risks and responsibilities that come with being a publicly traded company with a short-term outlook. Investors are interested in greater performance regardless of the short-term cost to long-term corporate, innovation, or customer relationships that may result (Mohapatra, 2021). A negative reaction may occur when profits are substantial but less than anticipated. Due to the resulting pressure, many senior executives are now so concerned with avoiding this that they are focusing their efforts toward investors and analysts rather than toward customers or long-term organizational goals and orientations. Tesco may have difficulties as a consequence of this.
Public firms like Tesco must have a strong corporate governance culture as well as competent internal processes in place in order to avoid accounting and other challenges. Commentators have long suggested that the management from the top management is crucial to the integrity of the financial reporting process, and that firms would be well served to conduct regular reviews of the effectiveness of their internal control systems. In the case of Tesco, the tone from the top management was clearly lacking. It is also suggested that the firm interfered with auditing processes. Always choose for proactive risk management and minimization over reactive crisis management wherever possible. However, no institution, regardless of the quality of its management, is immune to the implications of a financial or economic downturn in the short or long term.
Q. 2
My knowledge of the company’s operation and industry as a Tesco auditor influenced my risk assessment for the audit, which was guided in part by these indications that were observable before the incident. Throughout the auditing process, key risk indicators (KRIs) are metrics or markers that are utilized to examine and quantify a possible risk that has been identified (Davies et al., 2006). They are just a set of risk measuring tools that are used to keep tabs on the overall level of risk. Prior to the scandal’s public exposure, I’ll focus on the financial, human resource, and operational indicators that should have been clear. Financial indicators, among other things, are elements that assist in assessing market risk, regulatory changes, and competitive risk, to name a few examples. Those who measure people indicators measure employee happiness as well as turnover and retention of customers and other data relating to people and their behavior. Last but not least, operational indicators allow you to keep track of the myriad risks that might arise during normal business operations, such as technology failures or data breaches.
As a Tesco auditor, I understand that the risk indicators available are numerous, and organizations can select the ones that are the most important to them and use them as key indicators in their operations. Instead of evaluating hundreds of indicators, managers may choose to concentrate on those that provide the information essential to make executive decisions. This aids in the differentiation of signal from noise. The most successful method of ensuring that KRI insights are integrated into executive decision-making is to make KRIs accessible to stakeholders via executive dashboards, which is the most efficient method (Epetimehin & Obafemi, 2015). According to the supermarket business, the three risk indicator categories (people, financial, and operational) depict the supermarket company’s key areas of concern at the time of the assessment. These are the important indications that other companies in Tesco’s sector must be aware of in order to compete successfully against the company’s performance. However, credit-related data were the most important indicators, and as a result, they were the ones that were emphasized by Tesco when it came to assessing critical operational risk indicators.
Among the most crucial financial key performance indicators (KPIs) that I would deploy at Tesco are those that are credit-related key performance indicators (KRIs). Credit-related indicators were my initial pick since, in their normal condition, they are highly predictive of future behavior. This metric, rather than total assets, evaluates the company’s ability to repay current commitments by drawing on readily available assets rather than cash. Metrics with low values, particularly those with values less than one, indicate that the organization has taken on a considerable amount of responsibility that it is unable to support with its current assets, and as a result, the organization has declared bankruptcy. By doing so, the business risks the danger of not being able to meet its obligations, with all of the resulting reputational and financial consequences that follow (Immaneni, Mastro, & Haubenstock, 2004). A country’s long-term survival has constantly been determined by the amount and quality of defective loans and payment defaults that it has experienced. Examples include financial institutions assessing the percentage of loan defaults by businesses and individuals across different sectors to determine which industries are especially hard hit and which industries will recover more rapidly from a financial crisis. Delinquent loan and credit repayments, as well as non-performing loans and debts, are all indicators that Tesco’s firm, as well as the suppliers in its industry or geographic region, are in financial trouble. Credit-related key performance indicators (KRIs) would have aided me and my role as a Tesco auditor in gaining a more detailed understanding of how the firm’s engagement with suppliers impacted the business community in the first place, which included the firm, suppliers, distributors, employees, management, and financial institutions, among other stakeholders, as well as the firm’s engagement with suppliers in the first place. Because Tesco’s top executives will have access to the data and will most likely be the first people to understand the company’s financial situation and future prospects, it is critical to get this information for them.
As the head of Tesco’s auditing team, I would have considered operational key performance indicators (KRIs) to be the second most important group of KRIs to be investigated. Authorities in charge of financial reporting were on the lookout for evidence of fraud and kept a close eye on the situation at Tesco. From my point of view, Tesco may have utilized compliance critical risk indicators to uncover faults in their compliance frameworks, which would then be addressed. A compliance department’s overall effectiveness as well as the efficiency of individual compliance tasks may be assessed. In certain cases, Mouatassim and Ibenrissoul (2015) found that better visibility will allow companies to identify and alter unproductive procedures. Additionally, by allowing firms to compare their own performance to that of their rivals, compliance key performance indicators (KRIs) aid them in contextualizing their own performance. Management reaps significant advantages from the information obtained as a consequence of compliance violations and corrective actions. This information may be used to aid the company in estimating the level of risk it is exposed to. There are many other types of operational risks that may arise in every firm, and noncompliance with legal or regulatory requirements or standards is merely one kind of operational risk. Individuals who purposefully or accidentally break their commitments under relevant laws, rules, regulations, agreements, established processes, and ethical standards are all considered to be infringing the law, regardless of whether they did so knowingly or unknowingly (Peček & Kovačić, 2019). Tesco’s employees made illegal deals with suppliers regarding forwarding of payments and misrepresenting the same in their records. Because of this, you may be subject to a regulatory penalty or punishment. Among other things, a bank’s board of directors and senior management are responsible for overseeing its business practices in terms of operational risk, and the bank’s operations should be safe and sound, conducted with integrity, and in conformity with all applicable laws and regulations.
Finally, as an auditor, I would utilize Tesco’s human resources as a critical indicator of the company’s health in order to forecast the company’s future performance in relation to auditing risks. Employee and customer satisfaction, as well as the retention of top-tier talent inside a company, are all assessed via the use of human capital indicators. In order to better understand the Tesco situation, it would have been beneficial to keep track of employee work habits and triumphs on a continual basis in order to predict what would happen next. One or more employees were less productive than normal, or the attitude and performance of an entire department altered, this should have served as a warning sign that something was wrong with the company’s internal operations. When workers fail to meet the expectations that have been established for them, the whole organization suffers (Derzhevetska et al., 2021). Consider the following scenario: an employee’s productivity may have declined in direct proportion to the number of customers served, and the customers may have voiced unhappiness with the employee’s performance. It’s also possible that Tesco’s salespeople’s attitudes and behaviors changed as a consequence of the company’s high expectations, which would indicate that they were experiencing motivational difficulties. A formerly well-adjusted employee who started demonstrating mood fluctuations, such as being impatient or becoming angry rapidly, may have been identified as potentially hazardous to the company.
References
Daniels, B. W., & Booker, Q. (2011). The effects of audit firm rotation on perceived auditor independence and audit quality. Research in Accounting Regulation, 23(1), 78-82.
Davies, J., Finlay, M., McLenaghen, T., & Wilson, D. (2006). Key risk indicators–their role in operational risk management and measurement. ARM and RiskBusiness International, Prague, 1-32.
Derzhevetska, M., Kukhtyk, T., Getman, I., & Khoroshailo, O. (2021). Approaches and principles of intellectual capital management at industrial enterprises. Economics & Education, 6(1), 15-20.
Epetimehin, F. M., & Obafemi, F. (2015). Operational risk management and the financial sector development: An overview. International Journal of Economics, Commerce and Management. United Kingdom, 3(3).
Hossain, S. (2013). Effect of regulatory changes on auditor independence and audit quality. International Journal of Auditing, 17(3), 246-264.
Immaneni, A., Mastro, C., & Haubenstock, M. (2004). A structured approach to building predictive key risk indicators. RMA J, 42-47.
Mohapatra, P. (2021). Accounting Scandal at Tesco. IUP Journal of Accounting Research & Audit Practices, 20(4).
Mouatassim, H., & Ibenrissoul, A. (2015). Proposal for an implementation methodology of key risk indicators system: Case of investment management process in Moroccan asset management company. Journal of Financial Risk Management, 4(03), 187.
Peček, B., & Kovačić, A. (2019). Methodology of monitoring key risk indicators. Economic research-Ekonomska istraživanja, 32(1), 3485-3501.
Priyanti, D. F., & Dewi, N. H. U. (2019). The effect of audit tenure, audit rotation, accounting firm size, and client’s company size on audit quality. The Indonesian Accounting Review, 9(1), 1-14.
Rahmina, L. Y., & Agoes, S. (2014). Influence of auditor independence, audit tenure, and audit fee on audit quality of members of capital market accountant forum in Indonesia. Procedia-Social and Behavioral Sciences, 164, 324-331.
Suseno, N. S. (2013). An empirical analysis of auditor independence and audit fees on audit quality. International Journal of Management and Business Studies, 3(3), 82-87.
Tepalagul, N., & Lin, L. (2015). Auditor independence and audit quality: A literature review. Journal of Accounting, Auditing & Finance, 30(1), 101-121.
Audience Selection
Audience Selection
Dr. Johnson serves as the main audience and gatekeeper for this report. He is the doctor at the nearby hospital. Decisions made in the facility would fall to him. David McCandlish, who works for Dr. Johnson as his assistant, is the secondary audience. His job is to help out with the doing of tests.
Student’s Name
P O Box
Date
Cover Letter
Dear Dr. Johnson,
I am a first-year nursing student who interned at a local health institution last year. I observed a lack of nurses while working there. The health facility was inconvenienced by this. Both the administrative personnel and the patients were impacted in some manner. Based on a thorough study, I have compiled a list of possible solutions to the nursing shortage. This study discusses the nurse shortage issue, then investigates the many causes of this problem, and proposes remedies meant to decrease or eliminate the negative effect this shortage has on the general population. This plan will allow you, the doctor, and your assistant to assist with the shortage of nurses in the facility. Thank you for reviewing my suggestions.
Sincerely,
Student’s Name
Student’s Name:
Institution Affiliated:
Course and Code Number:
Date:
Proposal for Management of Nurse Shortage
Table of Contents
Introduction 1
Literature Review 2
Growing Number of Elderly Nurses i
Workforce Ageing ii
Analysis and Synthesis 3
Stressed out Life
Juggling Professional and Personal life
Region
Violent Behavior in the Medical Environment
Proposed Solutions
Ageing Workforce
Violent Behavior in Work Environment
Conclusion
Introduction and Context
For the better part of the last decade, the healthcare sector has struggled with a critical lack of nurses. Health care has suffered greatly due to the absence of qualified nurses to care for patients and the general community. Nurses with terminal degrees are critical to the future of nursing because they may build an innovative framework that can support the increasing complexity of providing affordable and convenient care with outstanding results while conserving organizational resources. Currently, there is a growing preference for nursing, which may be ascribed to fast population growth and an increase in the elderly population. Health care institutions throughout the globe are seeing an increase in demand for nurses due to a rise in the incidence of chronic lifestyle disorders. Several factors contribute to a lack of nurses. Even in the most advanced healthcare systems, there remains a chronic lack of nurses. This problem has been with us for many decades. It seems that no matter how hard the nursing leaders try, this issue will not go away. To prevent the nurse shortage from becoming a significant problem, several experts are now working on anticipating how the shortage will develop to solve it before it gets out of hand. Many reasons contribute to the turnover of nurses, but they are not nearly as many as the causes that contribute to the nursing shortage. Skills and human resources are not the only things that are subject to turnover.
Literature Review
A lack of qualified instructors, frequent staff turnover, and unequal distribution of the workforce are all contributing to the nurse shortage (Marc et. al, 13). There is a slew of factors contributing to the nurse shortage, all of which should be taken into consideration. Following are a few hypotheses as to why this may be.
By 2030, 2.5 million people in member nations of the same organization are anticipated to have a lack of nursing. As previously stated, the scarcity of nurses has a direct impact on both the healthcare industry and the education of future nurses. There is a lack of nurse educators because there are not enough nurses. Enrolment in nursing schools is constrained due to a scarcity of qualified professors. There are not enough professors and/or clinical mentors, according to a study by the American Association of Nursing Universities (AACN), at almost two-thirds of the colleges polled. The shortage of human resources and the credentials of the nurses are also an issue.
Growing Number of Elderly Nurses
Nurses are becoming older as the baby boom generation reaches middle age and becomes more dependent on health care. The number of Americans over 65 is more than it has ever been in the history of the United States. As the population becomes older, so does the need for medical care. Many older adults have many diseases and co-morbidities that necessitate the need for medical attention, rather than just one. As a general, the population is living longer, which has resulted in a rise in the usage of health care (Jarrar, et al., e470). Many diseases that were formerly considered terminal are now able be fought off for the long haul. Long-term diseases put a burden on an organization’s employees.
Some of the likely reasons for Poland’s nursing shortage and the most relevant strategies to alleviate the issue are discussed in a source authored by Marc et al. One of the primary causes of a nurse shortage, according to the authors, is the aging population and the shifting demographics that have occurred over time. A holistic approach is needed to find solutions to the shortage of nurses because of the many factors contributing to the problem. There are several reasons why nurses are in low supply across the globe, and this site gives some basic information about them. Because Poland is a typical nation with a big number of elderly as well as a low birthrate, the source will be crucial in comprehending the issue. Nursing shortages in nations with low birth rates, low mortality rates, and large populations of the elderly will be addressed using this source.
Workforce Aging
Nurses, like the patients they care for, are becoming older. As a result of the lack of nursing staff, nursing schools are forced to place enrollment restrictions on their students. The quality of the program and courses might suffer if there are fewer students and fewer faculty members. As a result, there is a scarcity of nurses since there is no successor for the aging workforce. The scarcity of nurses is also causing nurses to suffer from burnout, according to the authors. Burnout is a crucial factor in the delivery of subpar healthcare, and as a result, the quality of treatment provided to patients suffers (Haryanto, Mickey., 1). Another issue influencing the quality of patient treatment is an aging staff.
Analysis and Synthesis
In 1900, in the United States, there were only approximately 12,000 registered nurses in the country; now, there are over 3 million. It seems to be possible to conclude that the scarcity isn’t due to a lack of human resources. The demand, on the other hand, is increasing. While salary increases were formerly the key tool used to entice more individuals into this industry, today’s solution to the shortfall is a focus on expanding the pool of available job possibilities. However, it takes a couple of years to become a trained nurse. A lot of simple education programs have been put on in the United States because modern healthcare does not have a lot of time to waste. Short courses logically produce professionals of a lesser level, resulting in inferior quality services and results for patients.
In general, money and education are two of the most popular means of recruiting field human resources without sacrificing quality. Some nurses who stay in the field and need to be retained to avoid turnover value additional motivators, such as professional progress and the chance to influence their organizations’ policy-making processes. In McClelland’s view of motivation, the desire for accomplishment and power are closely linked to these demands. Nursing shortages and turnover may be solved with the use of power and influence theories since these difficulties are an indication of the de-empowerment of the staff owing to their forced acceptance of a variety of different jobs. This group’s requirements should be identified and then delegated to managers to address issues with high staff turnover. It is in this context that a transformational style would be used by the leader while the transactional style would be used by the managers to deal with this problem.
The role of a leader is to devise a strategy and a plan for dealing with turnover and shortfalls, whereas the role of managers is primarily to facilitate and sustain change. Lewin’s theory of change might be a good model for unfreezing (creating a new staffing plan), moving (hiring extra people), and refreezing (resolving the issue) (putting into practice retention strategies and theories of motivation). Both the manager and leader would be equally involved in the transformation process, with the leader focusing on motivating and inspiring others while the manager is in charge of ensuring consistency.
Stressed-out Nurse
Some newly minted nurses discover that their new career path is not quite what they expected. Others may work for a time before becoming burned out and quitting their jobs. After years of steadily increasing rates, it seems that nursing staff turnover is now coming to a halt. Turnover in the nursing profession ranges from 8.8% to 37.0% on a national level, depending on geography and specialty.
Juggling a professional and personal life
Nursing’s scarcity is exacerbated by the fact that the field is still dominated by women, and many nurses choose to scale down or abandon their careers to have families. There is a chance that some may return, while others will find a new position.
Regions
Several factors might confuse when it comes to looking at several regions and locations of the United States at the same time. As a result, some places have a nursing shortage while others are struggling to meet the fundamental demands of their local community as a whole.
There is a wide variation in the level of nursing shortages around the nation. Nursing shortages vary from region to region based on the kind of specialty. When it comes to critical care nurses, labor and delivery, and other specializations, certain places have serious deficiencies.
Violent Behavior in the Medical Environment
The constant fear of emotional or physical abuse in the hospital context exacerbates an already stressful atmosphere, which contributes to a nurse shortage. The physical and mental insults to the healthcare professional’s physical and emotional well-being harm their job satisfaction and work effort. Patients in emergency rooms and mental wards put emergency room and psychiatric nurses in greater danger.
According to research done in Poland between 2008 and 2009, nurses are the profession most susceptible to workplace aggressiveness in a healthcare context. In the most prevalent kind of violence that nurses were exposed to, nurses were subjected to verbal abuse (Seyda, et al., 383). More abuse was directed towards inpatient nurses than at those working in an outpatient environment. Between 8 percent and 38 percent of health care employees have experienced some type of violence throughout their careers.
Proposed Solutions
Aging Staff
Proactive steps are necessary to establish a future workforce, but it is also necessary to keep nurses in the profession longer so that their skills and knowledge may be passed on. Some organizations have already begun the process of implementing adjustments that might encourage elder nurses to continue on the job. The American Association of Retired Persons (AARP) (N.D.) honors the top 50 best employers for workers over the age of 50 each year. It was a pleasure to include organizations like AtlanticHealth System and Mercy Health Systems as well as hospitals like Massachusetts General Hospital and Kaiser Permanente when determining the winners of this award in 2011. Employees over 50 are actively recruited, their work is recognized and their opinions are encouraged, which are all common threads in the selection of these organizations (Chan, Engle Angela, et al., e0199183). They are also provided with relevant feedback and their opinions are encouraged. There are a variety of planning aids available. Assessments of priorities and employee requirements are possible using the Older Worker Lure Scale (OWL). As part of the OWL survey, workers are asked to rate their level of interest in a variety of topics, including ongoing professional development, formal career ladders, succession planning, and tuition reimbursement as well as in-service education assistance. Employees can assess their company’s efforts to implement best practices to accommodate an aging workforce using this system as well (Shamsi et al., 8). When it comes to long-term strategic planning, the scale is helpful, but many of the elements it considers, such as shift and work-hour flexibility, remain troublesome in today’s healthcare system and have an effect on employee retention. Shift schedule rigidity is a common gripe among nurses as they become older. Nurses in the United States are often forced to perform 12-hour shifts. In each debate over their eradication or decrease, both sides are engaged.
Also, fostering healthy working conditions for nursing staff in their later years can help solve the problem of staff in their late years retiring. Healthy work environments have been linked to higher levels of employee satisfaction, better patient outcomes, and higher levels of organizational performance, according to a growing body of research in the nursing literature. Many organizations have initiated initiatives to enhance their work conditions in an attempt to retain personnel, building on work began by the American Association of Critical-Care Nurses (2005). There are currently more than 390 hospitals in the world that have received Magnet certification, which is an essential endeavor for organizations that want to create healthy and supportive workplaces for nurses. In a review of studies looking at the shortage and purpose to quit nursing (Lama, et al., 4). Working conditions, culture, engagement, workload, and social support were all significant predictors of future performance in the organization.
Violent Behavior in the Medical Environment
Zero-tolerance policies should be developed by organizations to establish a workplace code of behavior and penalties for individuals who breach that code. Asserting that such behavior will not be accepted is one of the goals of drafting a written policy like this. With open communication, workers can identify and report instances of violence before they escalate. A company may develop an atmosphere where workers feel free to share their experiences by keeping lines of communication open between themselves and their superiors.
Employees may also be made more aware of the dangers of violence in the workplace so that they can take preventative measures. Many healthcare personnel accepts violence as part of the job because they believe it is inevitable. Employers that educate their workforce on the dangers of workplace violence will increase the number of incidents reported and keep their workers safe.
Many healthcare facilities either lack a formal protocol for reporting incidents of workplace violence or have one that is highly cumbersome. In both cases, victims are discouraged from coming forward and abusers can go on as they have in the past (Kronsberg, et al., 49). A transparent reporting method is advocated for healthcare managers so that personnel may tell supervisors when violence happens. Having more information about workplace abuse helps leaders monitor, react, and fight it more effectively.
Workplace violence incidents should be documented, evaluated, and acted upon by healthcare managers to detect patterns of abuse, such as which departments it happens more often in, repeat offenders, and so on. Workers who are educated about workplace violence are better able to prevent abuse from occurring. Leaders and front-line personnel benefit greatly from comprehensive training programs that teach them how to recognize and report violent crimes as well as create safety measures for their teams.
Conclusion
Several variables impact nurses’ desire to quit their jobs, including organizational and personal ones. Research is needed to determine how variables such as employment prospects influence nurses’ intentions to quit the profession. The expenses associated with employee turnover may be reduced if the nursing workforce is more stable (Ackerson, et l., 282). When compared to hospitals with greater nurse staffing levels, worse outcomes for hospital patients have been related to lower nurse staffing levels. There is a rise in the death rate as well as in infection rates and duration of hospital stay, as well as in the number of medication errors and accidents. Nurse retention rates will raise staffing levels, minimize bad health outcomes for customers, and lower expenses associated with employee turnover as a result. Many nations are looking to immigration as a possible solution to the scarcity of qualified nurses. Humans experience the world through the lens of who they are, not what it is (Haddad et. al,). As a result, hospitals need to be more accommodating when it comes to dealing with employees.
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