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1Title BlockPresentation of Findings Pragmatism research paradigm Investigating the cause of work burnout and turnover among healthcare workers during the pandemic.Presenting outcomes and discoveries during the COVID-19 outbreak is crucial for drawing conclusions. The failure of top executives to implement policies at the start of the COVID-19 outbreak has been questioned by medical personnel. The consequences of the epidemic are examined, as are the failures of hospital administrators to implement effective policies. The healthcare employees from the findings of this investigation will be presented by questioning 15 participants using interviews.Overview of Themes DiscoveredThe themes that arise from the pandemic include interaction and self-determination, risk management in decision-making, costs and the impact of the decisions, resource availability, decision fatigue, and employee burnout. With the themes, the assessment of the changes that arise in the organization was critical as it helped in sending the recommendations that are required in leadership, especially during the pandemic. With the information, there is a need to focus on the challenges that are faced by the management and the employees in the management of the pandemic (An, 2021). The process was critical as it is through this that there is learning on the successes and the policies that are correlated with the performance of the employees. The difficulties experienced during the Covid-19 pandemic led to uncertainties in the management of future pandemics and this created the need to focus on the health of the employees and the patterns that are critical to the commitment of the leadership. The understanding of the future of
2the organization is important as this leads to the continuous assessment of the themes as they arise and how this creates awareness of the performance of the employees (Andel et al., 2022).The discovery of themes was from the answers in the qualitative research, and this created the need to focus on the satisfaction measures of the staff and the areas where they experienced challenges during the pandemic. As the leadership is in total control of the policies in the organization, the analysis of the areas that are critical for growth including the themes is critical in making the required recommendation. The themes are in line with the collection of data and the questions formulated in the research process. Discussion of Themes Interaction and Self-determination From the study, one of the lacking factors in the workplace was the interaction of the employees and the leaders. The unpreparedness to deal with the covid-19 epidemic was caused by the delayed decision-making by executive leaders. One of the lacking aspects in the interaction was communication and this affected the fulfilment of the needs of the patients and the healthcare staff. The process led to the assessment of the wrong decisions made and how this affected the adaptability of the employees in the process of managing the pandemic. The importance of communication is to ensure that all the employees are aware of the roles that they play and the safety that is expected in all the departments (Britt et al., 2021). From the interviews P1 states, “Lack of communication from the leaders reduced confidence levels among the employees and this leads to the lack of faith in the leadership”. From the literature review Behget & Modi (2021), identify that communication is critical in enhancing sustainability and growth of the organization and this are lacking leading to increased costs of administration.
3With this, there is an analysis of the method of communication that is critical for all the employees and the changes that should be implemented in the department.The leadership in lacking interaction led to increased mixed reactions in the organization and this failed to address the increased mortality rates that were in the organizations. The focus on the accountability of the leaders was necessary as this would have led to the averting of the issues as they increased in the organization. The lack of self-determination by the leaders created the lack of accountability and this led to the transparency in how the policies were set. The process led to the shifting of blame from one leader to the other. From the qualitative data, P4 states, “They were in the spotlight due to high employee turnover.” From the literature review, Britt et al. (2021 states organizations concerned with humanitarian welfare were concerned about the changes that were taking place in the organization and this created the need to assess the efforts of the management towards the protection of the employees (Britt et al., 2021).This qualitative research tested the role of the hospital administrators in designing mechanisms that encourage the development of the organization norms in influencing the employees’ attrition during the pandemic. In this research, it was found that the design of the policies was not effective, and this led to a reduction in the effectiveness of the policies as they lacked confidence in the implementation of prevention measures during the pandemic. The leadership exhibited a lack of knowledge, and this led to the staff lacking confidence in the management of the hospital increasing the level of attrition in the organization. According to P1, “The staff were unprotected by the leadership as there was shortage of PPE”.The strength of leadership was tested during the Covid-19 pandemic, and this created the need to assess the different situations as they arose in the organization. It is in line with the findings as the leadership failed in the provision of the required protective equipment for the
4employees. The navigation of the crisis is important as this helps in the management of the values of the organization, and this was not evident in the organization. The dynamism in the organization is critical as this leads to the improvement of the capacity of operations allowing for the improvement of the priorities of the leadership. The response of the employees to the policies was ineffective as the policies were delayed leading to the demoralization of the employees in the organization. The lack of understanding of the operational policies by the management was disadvantageous to the employees as this led to the lack of attending to the needs of the employees. The lack of empathy by the management affected the different adjustments that were needed in the company, and this led to the shift of the employees towards protecting their interests. As such this affected the effectiveness of the growth of the organization and the management of communities that were affected by the Covid-19 pandemic. The consideration of strategies to be applied by the management is critical in managing a crisis as this needs to consider the changing needs of the employees and the areas of growth that need to be implemented in the long run (Chiat & Panatik, 2019). As such this leads to the improvement of the responsibility of the people and the change in direction of the needs of the people in the pandemic.Executive Decision Risk The analysis of risks in the decision-making process is critical as this ensures that there is consideration of the changes taking place in the organization and the involvement of the people in the decisions. Kaye et al. (2021) states that there is a degree of risk and reward in all the action that the management makes. In making decisions, there is a risk that is presented, and this leads to inaction from the leadership creating a stalemate in the implementation of decisions. The practices of the leadership are critical in improving the satisfaction of the employees and
5especially in enhancing the flexibility that is required in the long run (de Cordova et al., 2021). With this, there is a focus on the objectives of leadership that are required in enhancing the safety of the staff and the reduction of the risks that arise during the pandemic. Leaders are expected to make smart decisions, and this comes with increased risks as the focus is on the easing of the burden for both the patients and the employees (Diab, Metwally & Mohamed, 2021). According to the qualitative data, P4, P8, P11, P14 & P15, indicate that management failed to recognize that employees were exposed to a life-threatening hazard, that they were overburdened, lacked support, and wore inadequate protective gear. The finding is similar to the study done by Cordova et al. (2021), where the executive decision risk was based on the leadership, and this led to poor implementation of decisions affecting the role of the employees. From the study, it is evident that the leadership failed to assess the impact of the pandemic on the health workers, and this contributed to the increase in their burnout. As such the reduction in the effective decision-making process led to the increase in crisis and affected how the employees engaged in averting the pandemic.With this, there is the exposure to the risks of the decisions that the management made as the employees were also at risk to contract Covid-19. The risk in the decision-making process leads to the need to focus on the fatigue of making the decisions. The rationality of the decisions is critical as this aims to look at the difficulty that arises from the inactions. With the analysis of the changes that arise in the organization, there is a need to assess the engagement of the employees and the risks that they constantly face. As such this leads to the application of the leadership that is required in the management of the crisis (de Cordova et al., 2021). A critical aspect of the risk of the decisions is the lack of acceptance by the employees and this is due to the lack of consideration of their input in the decision-making process (Dirani,
6et al. 2020). From the findings, the employee expected the leadership to be on the forefront and this would help in the formulation of new policies and management of the responses as they arose from the different corporate partners. In answering the question on the role of healthcare executives in policy development, P4 & P7 states, “They are on the forefront! Depending on the size of the facility or organization, they either develop or implement new policies in response to the crisis, OR they roll out what their “corporate partners” have determined to be the company’s response to the crisis (what is likely recommended from the CDC).” As such this shows the risk of decision on the part of leadership as it contributes to the failure of the growth of the organization and the lack of effective support to the teams (Durski et al., 2020). The findings are consistent with the research results of Andel et al. (2022) in the literature review that healthcare administrators are responsible for addressing operational issues.Risk management in the decision-making process should prompt the leaders to focus on the alternatives in the policy-making process such as the empowering of the alternates. The administrators should focus on the expectations of the employees, and this would help in focusing on the delegation of the duties that they cannot handle as this helps in enhancing the process of making decisions (Hou et al., 2021). The assessment of the anxiety of the employees is critical as this allows for the understanding of the opportunities that are needed in the management of the Covid-19 pandemic. The adjustment of the working environment is critical in the implementation of the alternatives as this allows for continuous operation without reducing the motivation of the employees. In this case, there is management of the opportunities as they are reflected in the organization and the improvement of the chances of growth in the long run. The deliberate decisions that are made should be in line with the management of the pandemic as this allows for the running of the organization in the right way (Jayathilake et al., 2021). The
7satisfaction of the employees in times of crisis is considered to be critical and the leadership should focus on the implementation of the right changes in the growth of the organization.Cost and Impact of the DecisionsThe failure of the leadership to implement decisions affected the operation of the organization as this led to increased attrition increasing the costs of overtime and new hires. From the review of the literature, Naseeb, Diab and Metwally (2020) identify that regulations from the World Health Organization (WHO) focused on the improvement of the processes in the different health organizations by ensuring that there is constant information on how to enhance patient and employee’s protection. The lack of implementation of the policies by WHO by the leadership of different health organizations contributed to the rise in the rates of infections as the people were not provided with the right protective gear. The understanding of the restrictions was crucial for the organization as this would lead to the management of the time taken in the investigation of the varying needs of the employees and how to evaluate their burnout. From the findings, one of the costs that was incurred was the high turnover of the employees in the organization leading to the need to constant need to hire. P3, P6, and P8, P15 states, “The cost associated with training new staff and compensating those training them. That cost is overwhelming and impactful to a healthcare organization.” The results are consistent with the findings of Li’s (2018) literature evaluation, in which he reiterated that the leadership is responsible for budget management and that, due to an increase in staffing issues, more costs for the leadership were presented during the Covid-19 period. There were increased costs on the processes, and this is due to the increase in the number of patients that visited the organization. The focus on the routine of the organization was critical as this ensured that there is the management of the role that the employees played and the
8number of patients that they served to help in the reduction of burnout. The lack of documentation on the time that it took for the people to attend on their shifts contributed to the lack of motivation in handling the different duties (Colautti, Antonietti & Iannello, 2022). One of the challenges that was experienced was the lack of consideration of their pay and this led to the failure in the implementation of the policies that would encourage the employees to perform their roles. According to P10, the failure to implement the health policies led to, “Having to pay higher salaries to attract health care workers as desperation for having more staff on board, compensating those training/precepting new staff members, and the actual high cost it is to invest in new employees.” The findings agree with the study by J.-P et al. (2020) that shows that the organization had to cater to the increased costs as they arise in the organization from their failure to consider the changing needs of the employees in the organization. The understanding of the changes in the organization is critical as this provides an avenue towards understanding the needs of the employees and the reduction of the costs of the new hires and the new demands.
9Figure 1: Cost of the Pandemic (Hanson et al., 2020). The leadership needs to evaluate the costs incurred and how this leads to the management of the operations through the influence of the satisfaction of the employees. As there was a high influx of patients in the organization, the process should have ensured that there is an assessment of the costs of health care and how this ensures there is sustainability in offering the health workers a conducive environment. From Figure 1, the costs of healthcare during the pandemic were high. The process was critical as this would ensure that there is the management of the costs and the reduction of the overhead costs as they arise in the organization.
10Employee BurnoutThe failure of leadership to implement policies was a contributor to the burnout of the employees. Burnout of the employees leads to reduced productivity, and this is through the lack of appreciation of the employees’ efforts in the organization (Behget & Modi, 2021). From the findings, the failure of the leadership to implement the policies led to employee burnout as most of the employees were leaving the organization. According to P1, P8 and P11, “Overworked staff that became burned out, and began losing the passion they used to have for their job was a huge problem.” From the literature review, Britt et al. (2021) identifies that the high turnover during the pandemic was caused by various reasons, and this included the lack of motivation of the employees and the provision of the required protective clothing. The lack of appreciation of the health workers contributed to burnout as they handled increased work during the period, and this is true from the research findings.The compromise on the well-being of the healthcare workers led to the increased turnover of employees. With this, the costs of the organization went higher as they had to hire more people to cover the employees that left, and this contributed to an increased cost in hiring and training of the employees. The struggles of the health workers are seen through the fatigue that they experienced during the pandemic period, and this led to others facing psychological issues, mental and physical exhaustion. The major concern was that the health workers were in the frontline in the fight against Covid-19 and this led to the exposure to stressors in their line of work (Behget & Modi, 2021). With this, there was the need to focus on the prevalence of the virus and the role of leadership policies in the management of both the physical and emotional resources.
11According to the findings, P2 states, “Lack of quality care is the result of increased turnover.” There was a decline in the quality of patient care as a result of the increased rate of employee turnover in the health organization, and this was exacerbated by the increased level of employee fatigue. According to Britt et al.’s (2021) study, the employees’ anxiety levels increased as a result of their detachment from the tasks they were assigned, which is supported by the study’s findings.The figure below shows that the levels of anxiety among the essential workers were high during the Covid-19 period.Figure 2: Mental Distress and Substance Use (Hanson et al., 2020).The analysis of the changes during the pandemic was critical in the management of the resignation of the employees and how this would be controlled in enhancing the performance of the employees. The aspect of adoption of the changes in the growth of the employees during the time would help in the reduction of burnout as the employees feel valued in the organization. An understanding of the employees’ challenges would have increased the strategies that should have been developed in the management of the satisfaction of the employees (Behget & Modi, 2021).
12Relationship of Findings The Research Questions The research questions were critical in the research action plan. The questions were critical in the examination of the issues faced in the organization and how the leaders failed in the implementation of the policies. The information contained in the research questions was critical in the devising of the strategies that would be applied in influencing the decision-making process and how this allowed the team to assess the changes taking place during the Covid-19 period. The relationship between the questions and the findings is evident. The first section of the research questions is related to the theme of leadership failure in the implementation of the policies. The questions focus on the changes that arise from the executives and how this affects the response of the employees in the organization. The process assesses the changes in healthcare and identifies the crisis that arises where the leaders omit the process of setting the processes. The first part of the research questions, there is the identification of the main reasons for turnover of the employees during the Covid-19 pandemic.The second part of the research questions was critical in the identification of the consequences of the high turnover in the healthcare organization during the Covid-19 period. The process looks at the failure of the decisions made by the leaders and as such what happens to the organization amidst the crisis. The questions relate to the negative repercussions that arise when the leaders fail to implement the decisions and the effect that this has on the employees and the organization. With this, there is a focus on the appropriate policies that are required by the employees for them to operate maximally during the pandemic. With this, there is relation to the findings, and this is through the assessment of the high turnover of the employees and the reduction of the motivation of the employees. As such the question on the repercussions of the
13decisions focuses on the economics of operation and how this leads to increased costs of the organization. The question also focuses on the actions that should be taken by the leaders before the pandemic occurs and how this leads to a reduction in turnover. It is related to the findings in setting the policies that help in the management of emergencies in the organization. With this, there is improvement in the framework of growth in the organization and how this leads to the satisfaction of the employees in the organization. The question is critical as this leads to increased communication between the leadership and the employees creating an environment where the policies are effectively cascaded to the employees. With this, there is a critical assessment of the changes that should be applied in the organization in minimizing the high turnover of employees in the long run. The constant review of the policies is one of the actions that executives should undertake as such this leads to the improvement in the implementation of the policies and the constant evaluation of the policies where there is a dissatisfaction of the employees.The Research Framework ConceptsThe findings are related to the concepts in the research framework, and this relates to the clear formulation of the guidelines that are needed in the management of the concept during the pandemic. From the findings, one of the important concepts that was identified is the importance of communication of the policies to the employees. The employees were frustrated by communication, especially from the management and this led to the lack of proper evaluation of the policies in enhancing the satisfaction of the employees. The concept of job demands is identified in the findings where there is an increase in high turnover in the organization and this
14contributes to the hiring of new employees in the organization. The new job demands led to an increase in costs for the organization as the new hires required increased performance for the organization. With the pandemic, there was an increase in the demands of the health workers who were the first responders in the process (Carvalho et al., 2019). With this, the chances of keeping the employees where there is a failure in the policies of leadership were considered minimal.The concept of job resources is identified from the findings, and this is through the analysis of the changes that arise in the procedures in the management of Covid-19. The lack of resources especially the protective gear led to the lack of the correct implementation of the objectives in the management of the virus. As failure to communicate the CDC’s policies to the employees led to the delay in the implementation of the protective policies in the organization, it contributed to the increased attrition of the employees in the organization. The job resources also led to the failure of the operation of the organization especially with the increased influx of patients in the hospital. With this, there was the need to assess the factors of growth in the organization and the availing of protective wear when they are in demand Carvalho et al., 2019).The concept of the burnout of the employees is evident from the findings from the influx of patients in the organization. From the findings, the burnout of the employees arose from the lack of implementation of the policies by the leaders leading to the burnout of the employees. The process led to the reduction of the productivity of the employees, and this affected their roles and responsibilities in the organization. Burnout from the findings is one of the contributors to the increased turnover of the employees as there was a high overload of the work that each employee needed to cover. The leadership’s failure to motivate the employees led to an increase in attrition levels (Chiat & Panatik, 2019).
15The low motivation of the employees is identified in the findings, and this is through the lack of effective policies in the engagement of the employees. The process affects how the employees relate to the leaders as they were not considered in the decision-making process. Decisions were trickled down too late, and this affected the outcomes in the management of Covid-19. The lack of proactivity of the employees created a reduction of the motivation of the employees and this was due to the lack of the resources that they required in carrying out their tasks (de Cordova et al., 2022).The lack of transparent conversations is evident from the findings, and this is because the leadership does not understand the needs of the employees while they are implementing the policies. The gap between the employees and the leadership led to an increase in attrition levels as the employees’ needs were not considered. Leadership needs to be involved in the issues of the employees as it is through this that there is improvement in the retention levels of the employees in the organization.The concept of availability of resources is identified in the findings and this is where the employees lacked the necessary wear for their protection. The lack of personal protective equipment contributed to the exposure of the employees to the virus, and this affected the capabilities of the staff. The decisions that the leaders made should have focused on the employee’s needs and prioritized the allocation of resources according to the role that they play (de Cordova et al., 2022). With the limited resources, the priority would have been in the allocation of the resources to the first responders and ensuring that there is efficiency in the management of the roles and duties of the employees.
16TheoriesIn understanding the theories, the relation with the findings is seen where the turnover of the employees in the organization is due to their needs not being met. In the assessment of Abraham Maslow’s hierarchy of needs, the needs of the employees change from one level to the other (Chiat & Panatik, 2019). In this case, healthcare workers need to go beyond their physiological needs to understand the changing needs of the employees. From the findings, the safety and security needs of the employees was one of the priorities of the employees and this was to be achieved through making decisions that were critical in the protection of the employees by offering personal protective equipment. From the findings, the employees also related with the belonging and social connection needs in the hierarchy of needs. It is identified from the findings that they are not involved in the decision-making process. With this, there is the reduction of the identity of the employees in the organization and this relates to the demotivated of the employees leading to increased turnover in the organization.Regarding Herzberg’s motivation-hygiene theory, the emphasis is on the environmental factors that contribute to the motivation of employees. The hygiene factors consider the employees’ working conditions, benefits, and remuneration (Chiat & Panatik, 2019). The motivators that the employees focus on include their recognition of the role that they play in the organization and the growth opportunities. From the findings, the working environment in the organization was not conducive and this was one of the factors that led to the reduction in the motivation of the employees. The role that they played during the pandemic period focused on the treatment of the patients that are exposed to the virus and this means that they required protective clothing. The influx of patients also increased burnout in the organization as there were fewer employees and more work. As such this created the need for the organization to
17focus on the needs of the employees and the failure to do this led to the increase in the attrition levels due to a lack of motivation in performing in the organization.ActorsThe actors in the organization are critical as they play an important role in informing how the organization operates. From the findings, one of the major actors in the process was the executive leaders as they were concerned with the implementation of the policies. The failure in the implementation of the policies contributed to the increase in the turnover of the employees and this affected the operation of the organization leading to increased costs in the new hires. The role of the executive leaders is identified in their responsibilities to implement the new policies that are needed in the management of the pandemic (Diab, Metwally & Mohamed, 2021). The relation of the findings is identified from the need to identify a balanced approach that is required in enhancing the growth of the organization and the management of the structure that involves the employees in the decision-making process and its implementation.Healthcare employees are identified as an important actor from the findings. The implementation of the new policies such as the use of the masks and treatment of the patients was implemented by the healthcare employees. The employees demanded for them to have protective wear as there was increased spread of the disease. With the high influx of patients, there was a compromise in the quality of the services that were offered to the patients. In this case, the employees were the main actors and required support from the leadership in the implementation of the policies that are required for their well-being. The expertise of the employees was critical in the management of the pandemic, and this is identified in the treatment of the patients (Dirani et al., 2020). Addressing of the changes in the organization was critical for
18the employees as this led to the improvement of the different dimensions of the growth of the employees in the long run.ConstructsFrom the findings, one of the constructs that was identified was the increased turnover of the employees in the organization. The failure to implement policies that focused on the welfare of the employees was one of the contributors to the increase in the turnover of employees. The employees failed to get the support that they required from the leaders, and this contributed to increased problems, especially in getting the protective gear. The failure to address the problem by the leadership led to the changes in the structure of the organization as most of the employees left the organization and this led to the process of hiring new employees that came at an extra cost (Durski et al., 2020). The analysis of the approach in the organization in failure of the leadership contributed to the change in the satisfaction levels of the organization and this led to the reduction of the performance of the individuals in the long run.Burnout and lack of retention in the organization is another construct that is identified from the findings of the study. The main concern of the employees is the increase in burnout that contributed to the lack of productivity. The lack of support from the leadership contributed to the increase in the burnout of the employees as communication took too long before it can be cascaded to the employees (Hou et al., 2021). The lack of involvement of the employees in the decision-making process led to an increase in burnout and a lack of motivation to continue with their tasks. The consideration of the retention of the employees by the organization is critical as this would have led to the improvement in the options that they have in enhancing the satisfaction of the employees. The leadership should have considered the implementation of
19work balance and the criticality in this is to ensure that the employees have the support that they require to increase their productivity.Anticipated Themes The analysis of the themes was critical as this led to the support of the employees and the patients as they seek to get services from the medical facilities. The main theme is the failure of the leaders to implement policies, and this leads to the reduction of the productivity of the employees as the environment is not conducive for them to perform their roles. In the process, there is a relation between the provision of the right environment and the increase in the satisfaction of the employees. The determination of the needs of the employees is critical as this leads to the anticipated theme in the burnout of the employees during the pandemic (Jayathilake et al., 2021). The themes are related to the failure to implement the right policies as this creates the need to focus on the changes that arise during the pandemic. The understanding of the strategies that are critical in the management of the satisfaction of the employees is important as this creates the change that is needed in enhancing the growth of the employees and the opportunities to improve their decision-making skills in the management of the Covid-19 pandemic.From the findings, one of the anticipated themes is the motivation of the employees and this leads to the need to appreciate the employees and focus on the support that they receive in the organization. The understanding of the strategies that are critical in the management of the operations of the hospital creates the motivation that is needed in enhancing the satisfaction needs of the employees (Naseeb, Diab & Metwally, 2020). In this case, there is the assessment of the systems that are needed in encouraging the performance of the employees. As such the theme focuses on the welfare of the employees and ensuring that there is a reduction of the transmission
20of the virus to the employees. One of the unanticipated themes that arose from the findings is the role of the CDC in the implementation of the policies and how this affected the operations of the organization. In this case, there is a focus on the cascading of the policies to the operation of the organization and how the employees need to implement the changes as they arise. In this theme, time was of the essence as this would help in the improvement of the factors of growth for the organization and look at the implementation of a framework of protection of the employees (Naseeb, Diab & Metwally, 2020).The commitment of the leaders and their loyalty to the organization is a missing theme and this is critical as it helps in focusing on efforts that the management focuses on in enhancing the awareness of the people. In this case, there is an analysis of the investments that are made in the organization and especially in the awareness of the employees. The constant analysis of the skills of the employees is critical for the leadership as this helps in increasing the commitment towards embracing the employees and understanding the ideas that they advance in the management of the pandemic (Shreffler, Petrey & Huecker, 2020). In this case, there is an understanding of the changes that arise in the organization and the facilitation of the growth measures in the long run. The theme helps in focusing on the roles of the employees and how well the leaders are committed to the implementation of the vision of the organization.The Literature The literature review was important in helping to relate the techniques in leadership and the commitment of the leadership toward the implementation of policies in the organization. The leadership is involved in the decision-making process, and this relates to how the organization operates and how there is management of the resources in the improvement of how the emergencies in the organization are resolved (Shreffler, Petrey & Huecker, 2020). The literature
21review has assisted in the identification of the gaps that were present in the Covid-19 pandemic and how the role of the leadership contributed to the failure of organizations to manage the spread of the virus. The relationship with the findings identifies the functions of the leadership and the role that they should have played in the organization. In this case, the formulation of the practices of leadership is achieved through coordination with the employees and understanding the roles and responsibilities of the employees (Colautti, Antonietti & Iannello, 2022).The findings and the literature review also relate to the need for strategic planning, and this is critical in the formulation of the strategies that are needed in leading the organization. The assessment of the failure from the findings rose from the delay in the implementation of the policies and this creates gaps in the relationship between the leaders and the employees. It also created a gap in the satisfaction of the employees from their work (Colautti, Antonietti & Iannello, 2022). As such there is a need to improve the strategies that direct the roles and responsibilities of the employees and the support that they require in the management of the workload in the organization. The findings present the leadership practices that are needed in enhancing the control of the organization and how this leads to the proper management of the growth of the organization.One of the similarities between the literature review and the findings is in the approaches that contribute to the failure of the leadership. The lack of communication contributes to low outcomes in the performance and productivity of the employees leading to reduced retention levels in the organization. The lack of empathy for the employees is another similarity that is observed in the literature reviews. According to Chiat and Panatik (2019), empathy is critical as a responsibility of the leader, and this leads to the implementation of the models that are important for the development of the leadership practices. The understanding of the capacity of
22the operation of the leadership is important as it is through this that there is coordination of the efforts of the leadership and that of the employees in the management of the pandemic. The differences in the findings and the literature review arise from the use of different organizations in the development of the research. One of the differences is the crisis containment goals. It is different for every organization, and this leads to the development of different strategies in the management of the crisis (Crain et al., 2021). The population that they serve is also different and this leads to the need to formulate strategies that are geared toward the utilization of the capacity of the organization. The proactivity of the leadership is also different, and this arises from the traits in leadership that are created leading to the change in the evaluation of the competency of the leaders. As such there is a need to focus on the simplification of the governance in the different institutions in helping to implement the methods of growth that are needed in the management of the crisis in the pandemic (Crain et al., 2021). The difference in the contingency measures is focused on the need to simplify the governance measures as this creates the need to focus on the changes that arise in the organization.Summary of the FindingsProblem The problem of the study was the failure of the leadership to implement policies during the Covid-19 pandemic. The failure of the implementation of the policies led to the increase in the turnover of the employees and this was due to the lack of communication from the leaders (Behget & Modi, 2021). From the findings, the problem is identified where the leaders took time before they communicated to the employees the measures that they needed to undertake in the management of the crisis during the pandemic. The lack of motivation of the employees led to increased burnout and this led to an increase in the turnover level in the organization. The
23consideration of the changes in the leadership was critical as this influenced how the employees interacted with the patients and the factors that would lead to the evolvement of the tasks as given by the management. As the CDC continued to communicate the measures of protection for the employees, the information was not cascaded to the employees as the first responders, and this kept the leaders in the spotlight (Behget & Modi, 2021).The problem indicates the changes that needed to be implemented in the organization as this would help in the management of the employees and ensure that all the employees comply with the changes in the environment. The management’s failure to focus on the resources and the problems that they face is seen to have a negative effect on the motivation of the employees and this contributes to their lack of retention in the organization (Britt et al., 2021). The risk that arose during the period are identified and this created the need to focus on the implementation of the policies that are critical for the improvement of the operations of the hospital. The identification of the innovative methods in the organizations was critical as this helped in the improvement of the efficiency of the medical services leading to the clear outline of the roles and the responsibilities of the teams. With this, there is a variation of the changes and the identification of the changing needs of the patients. It would also encourage the team to speak on the issues as they arise and investigate the factors that are geared towards the growth of the organization in terms of the management of the crisis (Behget & Modi, 2021).The General ProblemThe general problem was the lack of preparation during the pandemic, and this led to unexpected changes in the operation of the organization. The effect of unpreparedness led to an increase in the number of fatalities leading to the need to focus on the policies that would improve the growth of the organization (Caldas, Ostermeier & Cooper, 2021). The problem led
24to the overwhelming of the resources, and this caused a spread of the virus to the employees. The resource availability from the study shows that there was an increased infection rate as the employees lacked personal protective equipment leading to the need to focus on the changes that arise in the organization and how to involve the employees in the decision-making process. The employees being the first responders meant that there was a need to focus on the availability of the materials that they required to keep themselves safe and to treat the patients (Caldas, Ostermeier & Cooper, 2021). With this, the focus was on the changes that arise in the treatment process and how the leaders should ensure that there is constant communication with the different teams.The acknowledgment of the role of the employees and the working long hours would make the management focus on the obstacles faced in the management of the pandemic. The process would ensure that there is an investigation of the support that they lacked as first responders and the availability of the resources when they needed them. The general problem is the increase in the turnover of the employees, and this affected the purpose of the employees in the organization as the long working hours with the lack of the needed resources led to the increase in demotivated of the employees. The change in the management of the role of the employees is critical in averting the crisis as this ensures that there is more communication with the employees and the assessment of the changes that arise in the growth of the organization (Chiat & Panatik, 2019). The understanding of the challenges faced by the employees is critical for the leadership as this improves the aspect of managing the crisis and ensures that there is an investigation of the needs of the employees more effectively. The changes in the family impacted the family unit and this meant the assessment of the changes that arose in the working environment and how to make sure that all the families of the first responders were protected
25from the spread of the virus. The assessment of the changes in the organization would also focus on how the employees need to be protected by availing the necessary resources.The Purpose of the ResearchThe purpose of the research was to identify the failure of the management in setting the right policies and how this impacts the turnover of the employees leading to increased losses in the organization. The study focused on the impact of the organization in enhancing the financial outcomes and the changes that arise from the inaction of the leaders. In this case, the main focus is on the strategies that are applied in the organization and the effect that it has on the healthcare management process. The research identified the increased turnover and how this affected the organization with the new hires’ costs. As such the leaders needed to focus on the results of the pandemic and the changes that needed to be implemented to ensure that all the stakeholders understand the effect of the pandemic on the operation of the organization. The assessment of the stakeholders and especially the employees was critical in the determination of their needs and how this led to the implementation of the strategies set in managing their needs, especially in availing of the different resources (Chiat & Panatik, 2019).The research set out the action plan that helped in focusing on the needs of the employees and their grievances. The purpose of the research is identified in the different tasks that are allocated to the executives in the setting of the policies and in enhancing the leadership practices. The process was to ensure that there is the formulation of the changes that would help increase the retention levels of the employees and their efficiency. With this, there is a consolidation of the practices of the organization and the implementation of the aspects that are critical to the improvement of the levels of productivity (Diab, Metwally & Mohamed, 2021). The identification of the biases in the process of research leads to the understanding of decisions that
26are critical in the development of the perceptions of the people and the investigation of the changes that arise from the different approaches applied. In this case, the main focus is on the challenges that the leadership faces and the areas of change that the employees need to focus on in enhancing their retention levels. As the purpose of the study was clear, the aim was to ensure that there is a reduction of the challenges of the teams and the areas that they had the potential in delivering on their roles. The analysis of the emergencies, as they arose in the organization, was critical in helping to shape the operations of the organization.Research QuestionsThe research questions were a critical component of the study as they focused on the main points that the respondents would assist in answering to meet the objective of the study. The questions validated the study as they were grouped into four sections with the first section assessing the background of the respondents including their years of experience in the field of healthcare. The questions were critical in focusing on the gaps that needed to be filled in the literature review and the decision-making process that would assist in the management of the policy-making process. The implementation of the decisions in healthcare is considered and this is aimed at focusing on the outcomes that are critical towards explaining the increased turnover during the pandemic process (Diab, Metwally & Mohamed, 2021).The second section of the research question focused on the implementation of the decisions by the executives and sought to identify the crisis that affected the turnover of the employees. The analysis of the responses of the officials was critical in enabling the change in the healthcare institutions and this would look at the areas in which the employees felt the leadership was not taking their role seriously. With this section, there is also a focus on the primary reasons that led to the increase in the turnover of employees. The questions aim to focus
27on the repercussion of the actions of the leaders and how this affects the role of the employees in different areas.The third section of the research questions focused on the consequences of the increase in turnover in healthcare organizations amid the crisis. From the findings, the failure of the implementation of the policies led to the increase in the turnover of the employees and this meant that the organization had to focus on hiring more employees during the period that was expensive for the organization. The increase in turnover also impacted the quality of the services that are offered in healthcare leading to the need for the management to focus on the policies that were critical in enhancing the performance of the employees (Diab, Metwally & Mohamed, 2021). In this case, the actions of the management before the pandemic were a critical aspect in the reduction of the turnover as this would lead to the management of the consequences of the pandemic and the improvement of the challenges faced in the interaction with the employees. The fourth section of the research questions focuses on the formulation of the new rules for the retention of employees and how the rules affect the various financial outcomes. The question aimed to focus on the importance of the retention of employees and the changes that would be applied in the healthcare organization to help in enhancing the sustainability of the teams. The section also identified the costs of the increased turnover of employees during the pandemic period and how this was influenced by the failure to implement policies. In this case, the respondents focused on the training of the new hires and how this affected the role of the employees in the organization as they had to be trained on how to manage the pandemic. The question of the inability of the leadership to implement the policies was critical in the evaluation of the changes that occur in the medical services and that are a result of the incompetency on the part of the leaders (Caldas, Ostermeier & Cooper, 2021). The process ensured that all the
28respondents were aware of the changes in the organization and how this would lead to the implementation of effective changes in the organization.Conclusion The study was effective in the analysis of the failure of the leadership in implementing policies during the Covid-19 pandemic. The failure of the leaders to communicate with the team led to increased turnover of the employees and this was due to the demotivation of the employees. They lacked the required protective wear that was needed in the prevention of the spread of the virus. They lacked the support that they required as this meant that they worked long hours leading to burnout and this affected the quality of the services that were offered to the employees. The lack of support for the employees led to high levels of dissatisfaction of the employees and this increased the level of attrition in the organization (Caldas, Ostermeier & Cooper, 2021). As the demand for the services in the organization increased, the lack of guidance from the management meant that there was reduced motivation to help the patients, and this led to the increased level of turnover. For the organization, it meant that there was an increase in the costs of operation as this meant that they had to hire new employees and train them to take over the roles of the people that have left the organization.
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Research Questions
RQ 1. How does the possible failure of executive leaders to implement polices during a crisis affect the outcome of healthcare turnovers?
RQ 1a. What role do healthcare executives have in policy development when it comes to crisis management?
RQ 1b. What policies are healthcare officials omitting from their response to the COVID-19 pandemic?
RQ 1c. What are some of the primary reasons for healthcare worker turnover during the COVID-19 pandemic, particularly when executive leaders potentially fail to implement policies?
RQ 2. What are the consequences of increasing turnover in healthcare organizations amid a crisis, when executives fail to put policies in place?
RQ 2a. What are the negative repercussions of turnover on the economics and operations of a healthcare organization when appropriate policies are not in place?
RQ 2b. What actions could executives take before a pandemic to reduce turnover?
RQ 3. How does the possible incapacity of healthcare leaders to design and implement retention rules affect financial outcomes?
RQ 3a. What financial costs might executives face as a result of increased turnover during a pandemic due to their failure to implement policies?
RQ 3b. What are some of the factors that contribute to leadership’s inability to implement policies that result in the degradation of medical services?
Need to look at professor notes and correct the entire document according to the notes and Follow this format.
Section 3: Application to Professional Practice and Implications for Change
Provide a one to two paragraph introduction to the application of a study to professional practice and implications for change. In the final paragraph, provide an overview of Section 3.
Presentation of the Findings
Provide an overview of the findings. Make sure to include an information section identifying number of participants, coding process (i.e., P1, P2), and instruments used.
Overview of Themes Discovered
Provide an overview of the discovered themes. Ensure you include a discussion of the discovered themes in Section 1.
Discussion of Themes. Provide a detailed discussion of the findings organized by the themes discovered in the study.
Theme Name 1. Present the results of the qualitative analysis. Include the results of all analyses conducted for triangulation in the discussion organized by themes discovered. Include a sample of relevant direct quotations in a narrative form from participants to highlight the discovered themes.
Theme Name 2. Present the results of the qualitative analysis. Include the results of all analyses conducted for triangulation in the discussion organized by themes discovered. Include a sample of relevant direct quotations in a narrative form from participants to highlight the discovered themes.
Theme Name 3. Present the results of the qualitative analysis. Include the results of all analyses conducted for triangulation in the discussion organized by themes discovered. Include a sample of relevant direct quotations in a narrative form from participants to highlight the discovered themes.
Theme Name 4. Present the results of the qualitative analysis. Include the results of all analyses conducted for triangulation in the discussion organized by themes discovered. Include a sample of relevant direct quotations in a narrative form from participants to highlight the discovered themes.
Relationship of Findings
Provide a detailed discussion of how the findings relate to key areas from the research proposal.
Relationship of Findings to Research Questions. Discuss how the findings address each of the research questions.
Relationship of Findings to Research Framework. Discuss how findings relate to each of the elements in the research framework.
Relationship of Findings to Anticipated Themes. Discuss how the findings relate to the anticipated themes with a focus on any differences, unanticipated themes, or missing themes.
Relationship of Findings to the Problem. Discuss how the findings relate to the problem that was studied.
Relationship of Findings to the Literature. Discuss how the findings relate to the literature with a focus on both similarities and differences.
Summary of the Findings
Provide a summary paragraph highlighting key information in this section.
Overview of the Study
Provide a comprehensive overview of the study that was conducted.
Application to Professional Practice
Provide an introductory paragraph explaining what will be discussed in this section.
Improving General Leadership Practice
Provide a detailed discussion of how the results of this study can improve general leadership practice. – Minimum of 2 pages.
Potential Implementation Strategies
Provide a detailed discussion of potential implementation strategies that leadership can use to leverage the findings of this study. Minimum of 2 pages.
Summary of Application to Professional Practice
Provide a summary paragraph highlighting key information in this section.
Recommendations for Further Study
Provide specific examples of further areas that should be studied based upon the findings from this study. Specifically, address why this study and its results suggest these areas of study.
Reflections
Provide an introductory paragraph explaining what will be discussed in this section.
Personal & Professional Growth
Discuss how conducting this research project has provided for personal and professional growth. – Minimum of 1 page.
Biblical Perspective
Provide a detailed discussion of how the leadership functions explored in this study relate to and integrate with a Christian worldview. Be sure to include specific scripture references that illustrate the relationships. – Minimum of 2 pages.
Summary of Reflections
Provide a summary paragraph highlighting key information in this section.
Summary of Section 3
Provide a 300 to 500 word summary of the section that was just presented.
Summary and Study Conclusions
Provide a summary highlighting key information of the study and study conclusions.
References
References will be formatted using current APA style. Ensure all DOIs or journal URLs are active hyperlinks.
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