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Developing a grievance policy may not seem like an urgent agenda item for some hospital executives. But labor relations experts urge hospitals to establish strong employee grievance policies and make use of them.
A grievance is a discontent or dissatisfaction caused by various reasons in hospitals. The grievances affect the individual performance and poor quality of services inspite of high investment on highly qualified manpower and sophisticated technology. The grievances can be identified by direct observation, grievance procedure, gripe boxes, open door policy and exit interview etc. The grievances need proper and prompt handling at the level of occurrence. A four stage method is suggested for successful handling of grievances.
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Administering the collective bargaining contract is a challenging and important nursing administration responsibility. This article discusses the attitudes, skills, and strategies that the nursing administrator who manages a unionized professional staff can use to minimize employee grievances and foster a professional practice climate. Directors of nursing in nonunionized settings also can use these guidelines to maintain the union-free status of their departments.
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A Board of Concerned Citizens was organized in 1971 to facilitate the resolution of problems between the College of Medicne and Dentistry of New Jersey at Newark and the community in which it is located. The board has provided an orderly imput by consumers, representatives of community organizations and nonfaculty employees into decisions on policies and programs of the medical and dental schools. It has aided in the resolution of employee grievances and student problems, given support needed to assist the development of quality health care services, helped improve the climate for clinical research, and served as an intermediary between the community and college on issues of special concern to local residents. An opinion poll conducted 3 1/2 years after its organization shows c ontinued support by citizenry, nonfaculty employees, faculty, and students for a Board of Concerned Citizens. Experiences of the board indicate that investigations and recommendations of a properly organized and motivated group of community residents and leaders can provide an effective bridge between a community and a medical or dental school.
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Hospitals often have large amounts of information available about their human resources, but this information is usually inadequate. The nature of existing human resource information is examined in one large hospital, and the concept of a human resource indicator system is developed. Methods for deriving meaning from the indicators are discussed.
This paper examines the effect of reductions in union bargaining strength on total compensation and compensation mix for resident physicians. The working conditions examined in this paper include hourly wages, life/health insurance, meals on the job, professional liability insurance, and employee grievance procedures. Data for resident physicians with and without collective bargaining agreements are examined for two distinct time periods. The findings suggest that as bargaining strength declined, resident physician unions were less able to deliver advantages in both total compensation and compensation mix. In addition, these unions were more willing to make concessions on fringe benefits than on wage earnings.
146 business students with full-time work experience participated in a study of dismissal from employment. Based on self-ratings, men were more likely than women to favor court action in the event of dismissal.
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Unjust discharge suits filed on behalf of disgruntled employees are becoming frequent occurrences. The employment-at-will doctrine, which has protected an employer's right to discharge employees for any reason or no reason at all, is continually being challenged. This stream of litigation has caused organizations to take a new look at how employment decisions are made. The result has been a renewed interest in the performance appraisal process--a key method in providing feedback and documenting worker performance. Aside from providing organizations with legal documentation, effective performance appraisals provide organizations with several benefits. First, feedback fosters positive actions and eliminates inappropriate behaviors. Second, the supervisor-employee relationship is improved. Third, effective performance appraisals increase motivation, morale, and job satisfaction--ultimately resulting in increased productivity.
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Author takes a two-stage tour of the labyrinths of hospital regrading. Stage one this week shines a torch into some of the dark corners of a system that can keep a person waiting for a year or more on its decision to upgrade or not and, if he or she is lucky, another two or three months for the result of an appeal. The machinery creaks and a whole range of people are impatient with it.
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