How does a hospital improve employee satisfaction?
469053
By listening to the employees concerns-even the gripes and actually doing something about it.  You can have 50 meetings, but at the end of the day you don't show how management is committed to employees, those whose issues weren't addressed become the 'dissenters'.  It is tough, but do-able as long as there is FULL commitment from higher.
1018901
Find a good nurse working in a hospital evironment.  We always know who the good doctors are and who to avoid.
201499
That's a big topic but here are some thoughts to consider. \n\n- Have specific goals and standards for employees. Much easier to evaluate and they will perform better, too. Most people want to do well. If they know what is expected, it's easier for them to do what you want.\n\n- Give specific feedback and EXAMPLES along with judgements. E.g.: "Communication skills with other departments need improvement" would be so much better is you also said, "Examples: In August, Stella reported that Tom had asked for an attendance report but later, we learned that he really needed the report listed for the R&D group only." \n\nThe more specifics you use, the better. To do this, you need notes! Which brings me to:\n\n- Keep notes all year. You want to note positive and negative instances over the long term.\n\n- Give feedback constantly. Don't wait until annual review time. If an employee is ever surprised by something in a review, it is almost always indicative of a manager's problem!
166410
I'm so glad I found this question. I am a nurse.\nPros\n1. Good money. That's what we are all looking for isn't it? Good compensation.\n2. Good health benefits.\n3.Touching someone's life making a difference. It makes you feel good inside.\n\nCons\n1. For the money you bust your butt.\n2. Lots of lifting you ache after a long days work.\n3. You give up holidays\n4. You give up weekends but you get compensated for them.\n5. You work lots of overtime because if someone goes sour on them and it's near the time to leave you can't say."Hold that heart attack I have to go home now."\n6.Lots of icchy yuky things to clean up.\n7. Exposure to lots of germs\n8.You have to drive to work in snowstorms no matter what. People don't go home just because it's snowing out.\n9. Complaining families and patients take their illnesses out on you.\n10. drug seekers constantly screaming for pain meds before they are due. When you finally give it to them they are high as a kite.\n11. Lots of people wanting to sue you.
1171838
their opinion of their care and needs being met in timely fashion as well as courtesy and respect to them and privacy.\nThis reflects on the whole medical staff.
918339
Being friendly to patients
251001
Most definitely improved training.\n\nMost definitely a review of the politics and why people can't get the jobs (or even interviews) that they've applied for internally.  Not even a courtesy letter explaining that someone else was more qualified.\n\nMore exit interviews.\n\nA gym.\n\nA day-care on site.\n\nA better eat-in onsite.\n\nMore security patrolling the parking decks/levels.\n\nA lot more respect and a lot less of the "good-ol'boy" system.\n\nA lot less nepotism.
149365
It is the height of folly to imagine that employees will do what their employers believe case the responsible thing, and report their dissatisfaction to their supervisors.  Generally speaking, people expect their employers to recognize problems and correct them without input from the employees, and become disgruntled when those corrections are not automatically made.  Their dissatisfaction will be revealed through less-efficient approaches to their work, lower productivity overall, a tendency to hold management to employee-benevolent rules (even when ad hoc suspension of such rules is clearly called for), absenteeism, and eventually attrition.  Wise managers discern morale problems without being told, address issues which might be contributing to dissatisfaction, and make overtures to demonstrate that they value their employees.  Without knowing your specific business, it is difficult to say which such overtures are likely to succeed.  Best of luck with a difficult situation.
455380
Hard repetitive work does the trick. \n\nWhen programs teaching patients how to sew, paint or some other repetitive activity was introduced in psychiatric hospitals, psychiatrists noticed an increased improvement among their patients.
546627
Cons:\n1. There is the possibility that the staff will inflat his/her own strengths and cover up his/her weaknesses.\n2. Some staff are better writers than the others.\n3. People have different values or standards, hence what meant by "Good" for one staff may be "Substandard" to another, there will not be a standard measurement.\n4. There maybe lots of disputes if the superior's view is very different from the staff's own view.\n\nPros:\n1. People know themselves the best.\n2. Staff may consider this fair for them to express themselves.\n3. This provides management the chance to know how the employees feel.\n\nThe best thing is to use a self evaluating process as part of the appraisal system, therefore you can have the employees input as well as the management's input.  Somehow, it is easier to strike a balance.
919022
Visit the website of this hospital, i heard its a good one...
338050
Patient catering satisfaction questionnaire\nQuestionnaire to measure patients’ satisfaction with their catering service and database to process findings and generate reports.
630768
The answer depends on your position within the office.  I'm assuming you are the office manager?  If so, then you should first get a list of office rules (see links below for ideas) started that contains the points that YOU believe are important (ex. no pornographic images/posters of Jenna Jameson hanging on the outside of the HR manager's door, etc.).  But seriously, once you have a list of rules, put on your happiest face (remember you're doing this for your team!) and call them all together (it's easier and you have witnesses) and COMMUNICATE the fact that you want to ensure that everyone is comfortable at the office - and that you are open to reasonable ideas on how to improve/maintain a professional workplace.   Distribute copies of your list of rules to each and every office employee, and make sure everyone signs something saying they have read them.  This covers you... but you will also need to find ways to elicit regular feedback from the team  (to gauge your progress/success - REMEMBER: what you want to accomplish isn't a one time thing.  It requires regular maintenance and effort) without making them feel burdened by it. Don't forget to elaborate that your door is always open and remind them that this is being done not just to protect the company but to guarantee a professional office experience each day! Review the attached links! Peace!
532520
Communicating with doctors, nurses and patients is very important.\n\nYou have to  understand the doctors.  Relate to other nurses.  And figure out what patients want.
58363
Too much paperwork, buraucracy (sp?), stress, not enough money!! crappy pay raises if any, locked in to stay overtime, often you cant leave when your shift is over if the next nurse dosent show, or you arent finished paperwork, work weekends, holidays, legal ramifications to everything you do, understaffing, no lunch breaks often, stressed families, patients, and administration, stress, \nThere are some rewards but not enough.  I guess it depends on where you work, and your personality type
479546
Go to the Human Resources in the hospital of your choice and tell them you would like to volunteer.  They will point you in the right direction.  Hospitals always need volunteers as they are usually understaffed.
1035939
Improvements in the NHS?