Strategies to Improve the Performance of Health Work Assistants at District General Hospital Kalutara

M. P. Jayalath
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Abstract

Background: A high level of performance of the employees is mandatory to improve the quality of healthcare service rendered to the patients. Performance is a function of the interaction between an individual’s motivation, ability, and environment. It was highlighted that the Health Work Assistants (HWA) working at District General Hospital (DGH) Kalutara are poorly motivated leading to underperformance.Objective: To identify strategies to improve the performance of HWAs working at DGH Kalutara.Methods: Issues related to underperformance were identified using a problem tree analysis. The underlying causes were tabulated against a set of criteria. Prioritization was done based on; the technical feasibility of the alternative interventions, and the impact of the issue on the institution and the patients. Poor employee motivation was selected for further analysis based on the prioritized value.Results: Absenteeism, unavailability of streamlined induction training and regular in-service training, poor attitudes, poor employee motivation and family and social issues were identified as the main issues related to the poor performance of HWAs working at DGH Kalutara. “Intrinsic factors” and supervisor-related factors were selected to plan interventions based on the prioritized value.Conclusion: Providing opportunities for achievements, advancements, and personal growth, through recognition for HWAs’ hard work, dedication, and achievements. Improving their sense of responsibility by improving their relationship with supervisors and improving the quality of supervision.
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提高卡卢塔拉地区综合医院保健工作助理绩效的策略
背景:要提高为病人提供的医疗服务质量,就必须提高员工的工作绩效。绩效是个人动机、能力和环境之间相互作用的结果。卡卢塔拉地区综合医院(DGH)的保健工作助理(HWA)工作积极性不高,导致绩效不佳:确定提高在卡卢塔拉区综合医院工作的保健工作助理绩效的策略:方法:采用问题树分析法找出与绩效不佳有关的问题。根据一系列标准将根本原因列表。根据替代干预措施的技术可行性以及问题对医院和患者的影响确定优先次序。根据优先值,选择了员工积极性不高的问题进行进一步分析:结果:旷工、缺乏简化的入职培训和定期在职培训、态度不端正、员工积极性不高以及家庭和社会问题被认为是导致卡卢塔拉地区卫生院华工工作表现不佳的主要问题。根据优先考虑的价值,选择了 "内在因素 "和与主管相关的因素来规划干预措施:通过表彰 HWA 的辛勤工作、奉献精神和成就,为他们提供取得成就、晋升和个人成长的机会。通过改善他们与主管的关系和提高监督质量,提高他们的责任感。
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