Please use this identifier to cite or link to this item: https://www.um.edu.mt/library/oar/handle/123456789/47771
Title: Management views on introducing a performance management programme for nurses at Malta's acute public hospital.
Authors: Azzopardi, Stephen
Keywords: Nurses -- Malta
Public hospitals -- Malta
Health services administration
Employees -- Rating of -- Malta
Issue Date: 2009
Citation: Azzopardi S. (2009). Management views on introducing a performance management programme for nurses at Malta's acute public hospital (Diploma long essay).
Abstract: There is sufficient evidence that enhancing nurses' performance has impact on improving patients' outcomes and quality of care. A Performance Management Programme is considered as a means to address nurses' performance. This study sought to capture managements' views on introducing a Performance Management Programme for nurses at the acute hospital setting. A questionnaire, with open ended questions was distributed to 8 Top Managers. This yielded a response rate of 87.5% (n = 7) for this part of the study. A fully structured questionnaire was also distributed to all 54 appointed Nursing Officers, 44 replied resulting in a response rate of 81.5%. Both the qualitative and quantitative information gathered revealed that all Nursing Officers (n = 44, 100%) affirm that nurses under their charge need to be further assessed on job performance, discuss work related problems, need support and guidance on their job. All respondents (n = 7, 100% and n = 44, 100%) also confirm that feedback is required to achieve high standards in nursing. Additional findings in this study disclosed that 85.74% (n = 6) of Top Managers and 95.46% (n = 42) Nursing Officers agree that performance assessment should be linked to nurses' training and development. However, conflicting results were obtained as regards to linking performance to pay where 47.73% (n = 21) Nursing Officers agree whilst 52.27% (n = 23) disagree to this notion. All participants (100%) confirm that the unit manager closest to the employee should be the primary assessor. Bureaucracy is seen as an obstacle by 91% of the respondents. Recommendation for management includes implementation of a Performance Management Programme after discussion with all stake holders including unions. The primary focus of such a programme must be training and development with the Nursing Officers as chief assessors on individual performance. Concurrently, reducing bureaucracy, decentralisation and instilling a culture of accountability are prerequisites for a Performance Management Programme to prevail. As regards to suggestions for further research, performing a pilot study on Performance Management Programme would be beneficial prior to full scale implementation.
Description: P.Q.DIP.HEALTH SERVICES MANGT.
URI: https://www.um.edu.mt/library/oar/handle/123456789/47771
Appears in Collections:Dissertations - FacHScHSM - 2009



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