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Nursing facility is a special environment which has a great impact on employees and their perception of duty and responsibilities. The nursing process is a dynamic and continuous cycle that aims to place the patient as an individual at the heart of the assessment, planning, implementation and evaluation of nursing care. Researchers states that the satisfaction of helping others and recognition and reward programs are the main factors which motivate employees of a nursing facility.

On the one hand, there is a belief that nurses have an influence on patient care and ultimately on health outcomes. Satisfaction of helping others motivates employees to do their best and provide patients with the best services. The nursing process can be described as a merger of decision making skills with caring ability and is influenced by knowledge, research and experience. For the individual employees, satisfaction of helping others begins with a conscious choice to become involved in life beyond the self, not only because of personal reward, but because the activities tie them to the shared efforts, hope, and experiences of the broader community. Satisfaction means that an individual will seek to become fully engaged in the world of the community.

Participation in community acknowledges the interdependence of human beings. In the ideal situation, employees seek to be integrated within the self and with helping people whose lives are touched by the mission of the agency. Satisfaction of helping others emphasizes belonging and duty above desires and rights. For nurses, satisfaction places acceptance of duties ahead of consideration of benefits. Work is undertaken not only as a response to a given set of incentives, but more importantly, because of a deep personal attachment to productive participation in the community (Recruitment and Retention 2000).

Recognition and reward programs show that work and skills of employees are appraised by administration that value their efforts and knowledge. In many nursing facilities, the foundation of the performance appraisal and merit pay systems assumes that workers are primarily motivated by financial rewards which result from the accomplishment of clearly established and measurable performance goals. The recognition and reward are closely tied to eligibility for salary increases or, in the case of eligible middle managers, for merit pay adjustments. The system provides financial rewards and recognition in return for the achievement of monitored performance goals.

The reward system relies on definite goals and expectations which are established and clearly understood between the supervisor and nurses. Theoretically, when these mutually understood conditions are present, employees are motivated; they draw on and apply their energy in appropriate directions to meet organizational objectives and are then appropriately rewarded (Beardwell et al 2004). The recognition and reward system depends on consistent and predictable procedures that can accurately establish and track employee performance.

This involvement or attachment is chosen not just with a specific expectation of reward, but more importantly because the activity or attachment is meaningful in itself (Jennings, Murray, 2005). It might be assumed that any changes these employers made to the pay system would introduce a greater degree of individualization of reward.

This could be achieved by simply increasing the proportion that was based on merit. The rewards to those who are seen to be outstanding performers are of two kinds: the formal and the informal. Many nursing facilities operated special annual award schemes for employees who made exceptional contributions. The award is a corporate-wide scheme designed to reward outstanding work and motivate employees.

In sum, to be effective, an individual performance evaluation and reward system must first have credibility among employees. The pivotal issue in motivating employees to perform in organizationally defined ways is employee confidence that the system can produce the results it promises. The satisfaction of helping others and recognition motivate nursing staff and increase their commitment to work.

References

1. Beardwell, I. Holden, L., Claydon, T. (2004). Human Resource Management, London Pitman Publishing.
2. Jennings, B., Murray, T. H. (2005). The Quest to Reform End of Life Care: Rethinking Assumptions and Setting New Directions. The Hastings Center Report, 35 (6), 52
3. Recruitment and Retention Strategies for Nurses. (2000). Retrieved 12 March 2007 from http://www.va.gov/OCA/testimony/docs/14je01TG2.rtf

Though not very big, my home is a place where my heart is. My home is the most comfortable, warm and cozy with my family and spend most of the time in. Entering the east facing wood paneled front door of my home, I am welcomed by my pseudo German Shepherd. An off-white shoe cabinet in the foyer is neatly arranged with everyone’s shoes. In the foyer there is a gilded mirror which is placed above a half moon console table which is decorated with a bowl of colorful blooms and little round. Interior decoration being our forte, we still are thrilled to step into the living room and see our artistic touch.

The tray ceiling designed with lights faces down on our Lorenzo leather armchair and divan sofa which we have saved hard to buy. Square shaped cushions quilted with floral designs are well arranged on the divan sofa. The polished wooden floor tiles, feels so cool under my feet. In front of the sofa, lays a Persian rug, a gift from my much travelled aunt on which the unique Kenshoma style coffee table lends a contemporary look. A collage of all my artwork from kindergarten to standard 6 takes pride of place above the flat screen Samsung TV.

Across on the opposite wall is the window overlooking the park. As we enter the doorway on the west wall, we pass into a well lit hallway leading to the bedrooms one on the right and the other on the left, each with its own en suite. My sanctum sanctorum is on the left, with a pad of my very own in pastel colors of Nippon-Lemon Drop and Golden Buff. Against the south wall by the window is my four poster mahogany bed with Laura Ashley sheets and quilt. The parted Laura Ashley curtains open onto a balcony which is opposite my bed.

From the balcony, I can see and hear the rippling sea rolling away to the horizon. On the far wall of my room is the bathroom on the left and almost a bare walk-in wardrobe on the right. My few but elegant clothes from Nicole MNJ, Soda and Padini hang in the closet. My two pairs of Jimmy Choo shoes sits forlorn at the bottom shelf. My Prada handbag, not original of course sits proudly on display by the floral upholstered chair next to the period-style dressing table and mirror. Incidentally my walk-in wardrobe has a connecting door to the bathroom.

Now let me take you through my bathroom, my second best place of refuge, away from the heat. It is a small marvel of glass marble and modern fitting like rain shower. My toothbrush and toilet paper holders are from IKEA. My Johnson Suisse square vanity is above the off-white marble counter. Above the vanity, I have a dark wooden framed mirror which was given by my grandfather. On the counter, I have placed three scented candles on ornate candle stands of wrought iron which I bought from SSF, the home deco store. My room constantly smells of fresh lavender.

It has soothing and calming effects on me, especially on days when I have tough assignments. Light floods this small cubicle from a frosted glass window and two white down lights from the ceiling. To me, my home is the most relaxing place to stay. Almost all of my tensions become extinct just when I place my first foot in my home. My home is a place where if I had a chance, I would not want to leave for awhile. Finally I would like to quote John Howard Payne’s 19th century song “Mid palaces and pleasures though we may roam. Be it ever so humble, there’s no place like home. ” (John Howard Payne, 1823)