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Experience of health care managers with motivation, team leadership and build-up of the professional competence of their employees
MAREČKOVÁ, Tereza
Current state: The motivation of nursing staff is an integral part of the activities of nurse managers. Most of the time, work in the healthcare sector is very mentally and physically demanding for all medical staff, and especially for nursing staff, who are in closest contact with patients. Nurse managers should therefore be aware of the importance of staff motivation. All health workers have the obligation of lifelong learning, and therefore the head nurses should pay attention to the educational activities of the staff. The objective of the qualitative research was to describe the work motivation of nurses, in particular, the experience nurse managers have with team building activities and to map their role in the field of increasing the professional competence of their employees. The aim of the quantitative part of the study was to evaluate nurse satisfaction with the motivational program of the organization in which they work. Another goal was to find out if nurses are interested in team building activities. The final goal of the quantitative research was to evaluate nurse satisfaction with the employer's offer of lifelong learning. Methodology: A mixed qualitative and quantitative design was chosen for the research. The data collection for the qualitative research was carried out through semi-structured interviews with first and middle line nurse managers. The data intended for the quantitative research study were obtained using the technique of a non-standardized self-constructed questionnaire intended for shift nurses. The research group of the qualitative part of the research survey was made up of 11 head nurses, and the research group of the quantitative part of the research survey was made up of 179 shift nurses. The research took place in two hospitals of the faculty and regional type in the period July-September 2022. Results: Nurse managers considered employee motivation to be an important and integral part of their work. Adequate financial remuneration of nurses was stated by the majority of nurse managers as the strongest motivating factor. Four fifths of the interviewed nurses were satisfied with their salary (81%). More than four-fifths of nurses were satisfied with the hospital incentive program (82.7%), and nurse satisfaction with the incentive program did not vary statistically significantly with their age (p=0.724). The head nurses had no experience with team building activities. More than a third of nurses (40.8%) were interested in participating in team building activities. Nurse willingness to participate in team building activities decreased with age (p <0.030). The head nurses stated that they try to motivate and support the nurses for further education. Among the obstacles preventing further education of nurses, they included fatigue associated with a lack of staff, as well as lack of time and lack of interest of nurses in further education. More than three quarters of nurses (76%) were satisfied with the offer of lifelong learning offered by the employer. Nurse satisfaction with the employer's offer of lifelong learning increased significantly with the applicability of newly acquired knowledge in clinical practice (p <0.001). Conclusion: The level of relationships at the workplace is related to the satisfaction and motivation of the staff, and the associated effective communication in the team. Nurse managers should therefore pay attention to the development of positive relationships at the workplace and the cooperation of individual team members. One of the possibilities of working with teams can be, for example, team building. If we want educated nursing staff in hospitals who are continuously educated, it is necessary for them to be supported in further education by senior staff and the organization.
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