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Introduction
Many professionals have always regretted thus citing countless reasons, why they ended up in their occupations. Some of the major rationales behind their disappointment include diminished passion for what they do. Job satisfaction is one of the major factors behind successful organizations including healthcare. Healthcare workers especially nurses experience both contentment and displeasure in their habitual responsibilities.
Nurses in both public and restricted institutions have expressed apprehension about their profession, citing many reasons why they are not contented with their jobs. Even though, many nurses have a liking for their occupation, some experience a plethora of challenges whilst handling their assignments. Many argue that nursing as a profession is looked down upon by other related experts like doctors, clinicians and pharmacists yet they work in similar settings.
This concept was conceived after realizing that this cadre of healthcare workers presents many complaints as opposed to their colleagues. It is noteworthy that nurses form the mainstay of the health care workers, so their concern must be conceived with thoughtfulness. The topic is interesting since it outlines what leads to nursing job contentment as well as the challenges faced by the nurses. This may ultimately lead to lose of passion. Ensuring job passion among nurses will ensure homogeneous client service delivery. Factors that ensure nursing job fulfillment can consequently be applied in other settings to counteract job dissatisfaction.
Description
There are more than a few factors that lead to job fulfillment in nursing. It is exceedingly rare to find wholesome satisfying factors as stipulated in Hackman and Oldman’s theory about job fulfillment and enrichment. Feedback, task implication, self-sufficiency, skill assortment and skill uniqueness are the principal factors nurses consider in a job satisfaction (Öztürk, 07). The methodologies of coping up with the challenges as illustrated by stress compounded with reduced pay and pitiable work settings exemplify nursing job satisfaction. (Lim, Bogossian, & Ahern, 2010).
Resolution of concerns and self sustainability are the motivational factors for nurses in nerve-racking situations; hence they are able to carry on with their career. It is further noted that nurses develop enthusiasm in their career when there are empowered (Engström, Wadensten & Haggstrom, 2010). Activities like induction training on selected topics and issues nourish nurse’s passion thus making them value and cherish their jobs consequently improving service delivery.
The nursing vocation is habitually over looked by other personnel affiliated to healthcare as illustrated by clinicians and pharmacists. This is accredited to low-learning levels of most nurses. It is obligatory to augment and improve the learning desires of proficient nurses so that they can contend effectively with other professionals in healthcare especially physicians (Baumann, 2009). Vastly educated nurses are able to use contemporary know-how for healthcare delivery, which reduces cost; likewise, skilled nurses usually earn respect within societal fronts thus making them attain self actualization. Nursing job satisfaction can be attained when diverse sectors of the society get a reflection of nursing in the country thus escalating encouragement and promoting apt sociocultural atmosphere for effective performance by such nurses (Farsi, Dehghan-Nayeri, Negarandeh et al., 2010).
A sole literature that can be related to nursing job satisfaction is Caers and others’ article which outlines several techniques of how nurses can improve their passion in work (Caers, Du Bois, Jegers, 2008). Proper peer relations, skill examination, patient contact and convenient operational conditions are factors that make certain job satisfaction. Nurses usually show enthusiasm when they work and live in first-rate conditions as compared to their peers. The literature outlines how nurses feel privileged when they focus in certain areas because this allows them to make use their potential.
Reflection
A vivid description of job dissatisfaction whilst discharging my services is best illustrated during my tender years as a nurse. I was caring for an elderly person with diminished capability to make apt decisions with regard to the preferred option of cure. This opportunity was accorded to the guardian. However, he proposed care methods that were proven to be complicated with recognizable side effects. In as much as I tried to convince the guardian and the hospital administration, the law had to be applied fully. The patient eventually failed to receive care that would culminate in improvement in his health status. I was dissatisfied since the system failed to recognize the need for a nurse to apply controlled discretion in the delivery of service.
Satisfaction in offering care is best illustrated by the reception of monetary reimbursement for extra working hours. This increases the level of appreciation consequently contributing to the growth of an organization. This happens habitually especially when there is an augmented need for services due to changing health fortunes amongst the hospital’s clients and patients. Furthermore, recognition when one generates ideas with the ability to contribute to organizational success contributes to escalation of satisfaction levels. This has happened on numerous occasions at the workplace.
Conclusion
An assortment of insight has been achieved in this concept paper, and it is with no doubt that there are factors that lead to job fulfillment among nurses. The literature review as pertains to the annotated bibliography gave proper comprehension of the concept coupled with previous experiences. It has been realized that munificent salary is not a sole way of satisfying the passion of nurses. The concept paper has opened many avenues of how nurses get contentment in their career. This paper outlines several factors that ensure job satisfaction among nurses. Such factors include healthful working conditions; stress management, good employee relations among others (Caers, Du Bois, Jegers, 2008). It is, therefore, concluded that the concept paper assists in gaining a greater understanding as pertains to satisfaction.
References
Baumann, S. (2009). Improving the Profession of Nursing in Slovenia, Nursing Science Quarterly 22/4/369-370.
Caers, R. Du Bois, C. Jegers, M. et al., (2008). Measuring community nurses’ job satisfaction: literature review, Journal of Advanced Nursing 62(5), 521–529.
Engström, M. Wadensten, B. & Haggstrom, E. (2010). Caregivers’ job satisfaction and empowerment before and after an intervention focused on caregiver empowerment, Journal of Nursing Management, 18, 14–23.
Farsi, Z. Dehghan-Nayeri, N. Negarandeh, R. et al, (2010). Nursing profession in Iran: An Overview of Opportunities and Challenges. Japan Journal of Nursing Science, Vol.7, 9-18.
Lim, J. Bogossian, F. & Ahern, K. (2010). Stress and coping in Australian nurses: a systematic review. International Nursing Review, 57, 22–31.
Öztürk, H. (2007). Nursing Satisfaction and Job Enrichment in Turkey, Science Quarterly, Vol. 19, 4: pp. 360-365.
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