Strategies to enhance workplace performance
When personnel becomes displeased in an institution, they may cultivate negative behavior that compromises patient safety. Leaders must, therefore, employ strategies to improve work performance. According to Jerome (2013), Maslow’s hierarchy of needs must serve as conceptual frameworks in the development of strategies that ensure employee satisfaction and optimal achievement of organizational objectives. Besides, strategic planning is essential in enabling leaders in choosing and responding to workplace issues following a process structure and prioritization (Bordun, 2010). Bordum (2010) cites that leaders should align strategies, structure, and management systems in coordinating activities and motivating employees.
Innovative ways of operations to achieve better outcomes and varied dimensions enhance sustainability in the workplace (Ferris et al. 2010). Adaptability is one of the critical elements of sustainability. Leaders should strive to support and uphold adaptability for the success of the unit. According to Ferris et al. (2010), promoting and strengthening adaptability involves providing employees with continued opportunities for personal growth and development. That is, by developing and implementing training programs to educate employees about changes in the work environment, and the rationale for such changes. By training and developing employees, leaders enhance the self-worth of their staff (Ferris et al. 2010). Low self-esteem among employees is harmful, especially if employees’ feelings can affect their actions in the workplace, as in the case of nurses. Thus, as leaders, to harness the full potential of employees, promote loyalty and retention, the personal growth and development of staff should be considered.
Employing ethical behavior is critical in managing workplace issues, including discrimination, motivation, and conflicts. Storch et al. (2013) cite that leadership that demonstrates behaviors that are consistent with suitable norms and is demonstrated through leaders’ relationships and actions. For instance, leaders who demonstrate ethical behaviors punish corrupt leaders and administer rewards consistently, thus, eliminate bias in the work environment. Besides, a leader acts as a role model for their staff. By acting ethically, the leader establishes ethical standards for their staff, therefore, promote respect, discipline, and accountability (Storch et al. 2013)
References
Bordum, A. (2010). The strategic balance from a change management perspective. Society and Business Review, 5, 245-258. doi:10.1108/17465681011079473
Ferris D. L., Lian, H., Brown, D. J., Pang, F. X. J., & Keeping, L. M. (2010). Self-esteem and job performance: The moderating role of self-esteem contingencies. Personnel Psychology, 63(3), 561-593. doi:10.1111/j.1744-6570.2010.01181.x
Jerome, N. (2013). Application of Maslow’s hierarchy of need theory; impacts and implications on organizational culture, human resource, and employee’s performance. International Journal of Business and Management Invention, 2(3), 39-45.
Storch, J., Makaroff, K. S., Pauly, B., & Newton, L. (2013). Take me to my leader: The importance of ethical leadership among formal nurse leaders. Nursing Ethics, 20(2), 150-157.