Assignment: Developing Organizational Policies and Practices part 2

Please see attachment for instructions. The assignment is a continuation of the “Employees High workload ” that is also attached. 

APA FORMAT

MIN 3 RESOURCES

Assignment: Developing Organizational Policies and Practices

The Assignment (1-2 pages):

Developing Organizational Policies and Practices

Add a section to the 2-3 page paper you submitted in Module 1. The new section should address the following in 1-2 pages:

· Identify and describe at least two competing needs impacting your selected healthcare issue/stressor.

· Describe a relevant policy or practice in your organization that may influence your selected healthcare issue/stressor.

· Critique the policy for ethical considerations, and explain the policy’s strengths and challenges in promoting ethics.

· Recommend one or more policy or practice changes designed to balance the competing needs of resources, workers, and patients, while addressing any ethical shortcomings of the existing policies. Be specific and provide examples.

· Cite evidence that informs the healthcare issue/stressor and/or the policies, and provide two scholarly resources in support of your policy or practice recommendations.

· Due to the nature of this assignment, your instructor may require more than 
7 days to provide you with quality feedback.

2

Employees’ High Workload

Daniela Duran

Employees’ High Workload

Healthcare organizations throughout the world are affected by a variety of healthcare concerns or stress. All issues must be addressed immediately to prevent further escalation; however, some are more pressing and important. One of the key stressors in this scenario is high employee workload, which appears to be the most severe difficulty in the healthcare sector. A high workload happens when the quantity and intensity of one’s tasks exceed the limits of what can logically be handled in a specific function (Gu & Itoh, 2020). Additionally, the workload may result from a particular corporation attempting to minimize expenses or how work is managed or allocated to an individual. Recognizing a high workload in a healthcare firm is a critical first step toward achieving one’s career goals and seeking work-life balance.

Impact of Employees’ High Workload in the Healthcare Organization

In a healthcare facility with few employees, the overwhelming workload has several effects that, if not immediately addressed, could result in inefficiency. Employee stress and burnout are a few effects. According to reports from the American Institute of Stress, 80% of workers and managers in the healthcare industry report feeling stressed out at work (Shenje & Wushe, 2019). An excessive workload and extended workdays are among the primary sources of stress.

As a result, workplace stress causes other issues like competitiveness among coworkers and a hostile work atmosphere. Burnout is a side effect of workload and job stress. Burnout, a form of ongoing job pressure that reduces effectiveness and depletes one’s energy, is described by the World Health Organization (Shenje & Wushe, 2019). Because they feel they have no control over their workload, overworked workers become burned out. Employees lose mental contact with their coworkers and become pessimistic about their situation.

Furthermore, a heavy workload harms one’s career in the healthcare industry. While it may seem contradictory, work overload might harm an otherwise promising career. According to the Harvard Business Review, when employees are given more work than they can logically handle, their work performance suffers (Gu & Itoh, 2020). Working long hours at high speed may garner applause initially, but the work mode quickly becomes the expected norm and performance benchmark. A little inability to consistently deliver high-quality work may harm merit pay eligibility, performance assessments, and promotions. Furthermore, workload negotiations may fail if the employer is not sympathetic and believes the employee is inefficient, sluggish, or a complainer.

A summary of Articles Discussing Employees’ High Workload

(Zarei et al. (2019) explain that a growing issue in the healthcare industry, particularly among primary healthcare workers, is burnout, which is caused by increased employee burden. Younger, unmarried, and less experienced employees were more likely to experience burnout. Therefore, avoiding employee burnout requires preventative measures like copying, communication, social skill development, and stress management techniques.

Additionally, according to (Angioha et al., 2020), there is a link between employees’ well-being and their level of overworking. The findings showed that seminars and training programs were needed to encourage a healthy lifestyle, a healthy working environment, and conduct among health professionals.

Strategies for Addressing the Issue of Employees’ High Workload

Most businesses in industries other than healthcare, including transportation or industry, have found creative solutions to the problem of excess employee workload. Utilizing the skills of coworkers and team members is an effective tactic. Freeing up time to provide each project with the highest concentration, strength, and energy is the most straightforward and most successful technique to handle a particular assignment. To ensure the actual completion of tasks, it is crucial to allow for teamwork rather than remote work (Gu & Itoh, 2020). Every time a task is assigned that does not fit the individual’s unique skills, they are allowed to execute one that does, giving everyone at work more power.

References

Angioha, P. U., Omang, T. A., Ishie, E. U., & Iji, M. E. (2020). Employee Stressors and Well-being of Healthcare Workers in Government owned Hospitals in Calabar, Nigeria. 
Journal of Public Administration, 
2(4), 2020.

Gu, X., & Itoh, K. (2020). A comparative study on healthcare employee satisfaction between Japan and China. 
The International Journal of Health Planning and Management, 
35(1), 171–184.

Shenje, J., & Wushe, T. (2019). An analysis of the relationship between occupational stress and employee job performance in public health care institutions: A case study of public hospitals in Harare. 
SA Journal of Human Resource Management, 
17(1), 1–11.

Zarei, E., Ahmadi, F., Sial, M. S., Hwang, J., Thu, P. A., & Usman, S. M. (2019). Prevalence of burnout among primary health care staff and its predictors: A study in Iran. 
International journal of environmental research and public health, 
16(12), 2249.

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USW1.2261.202310 – NURS-6053N-19/NURS-6053C-19-2022-FALL-QTR-TERM-WKS-1-THRU-11-(08/29/2022-11/13/2022)-PT27

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Daniela Duran
on Thu, Sep 15 2022, 2:02 PM
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Attachments (1)

WK3Assgn Duran D. x

1

1 DEVELOPING ORGANIZATIONAL POLICIES AND PRACTICES

Daniela Duran 09/15/2022

Employees’ High Workload

Healthcare organizations throughout the world are affected by a variety of healthcare concerns or stress. All

issues must be addressed immediately to prevent further escalation; however, some are more pressing and

important. 2 ONE OF THE KEY STRESSORS IN THIS SCENARIO IS HIGH EMPLOYEE

WORKLOAD, WHICH APPEARS TO BE THE MOST SEVERE DIFFICULTY IN THE

HEALTHCARE SECTOR. A HIGH WORKLOAD HAPPENS WHEN THE QUANTITY AND

INTENSITY OF ONE’S TASKS EXCEED THE LIMITS OF WHAT CAN LOGICALLY BE HANDLED

IN A SPECIFIC FUNCTION (GU & ITOH, 2020). Additionally, the workload may result from a particular

corporation attempting to minimize expenses or how work is managed or allocated to an individual. 2

RECOGNIZING A HIGH WORKLOAD IN A HEALTHCARE FIRM IS A CRITICAL FIRST STEP

TOWARD ACHIEVING ONE’S CAREER GOALS AND SEEKING WORK-LIFE BALANCE.

IMPACT OF EMPLOYEES’

HIGH WORKLOAD IN THE HEALTHCARE ORGANIZATION

IN A HEALTHCARE FACILITY WITH FEW EMPLOYEES, THE OVERWHELMING WORKLOAD

HAS SEVERAL EFFECTS THAT, IF NOT IMMEDIATELY ADDRESSED, COULD RESULT IN

INEFFICIENCY. Employee stress and burnout are a few effects. 2 ACCORDING TO REPORTS FROM

THE AMERICAN INSTITUTE OF STRESS, 80% OF WORKERS AND MANAGERS IN THE

HEALTHCARE INDUSTRY REPORT FEELING STRESSED OUT AT WORK (SHENJE & WUSHE,

2019). An excessive workload and extended workdays are among the primary sources of stress.

As a result, workplace stress causes other issues like competitiveness among coworkers and a hostile work

atmosphere. 2 BURNOUT IS A SIDE EFFECT OF WORKLOAD AND JOB STRESS. Burnout, a form

of ongoing job pressure that reduces effectiveness and depletes one’s energy, is described by the World Health

Organization (Shenje & Wushe, 2019). Because they feel they have no control over their workload, overworked

WK3Assgn Duran D. x
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Attachment ID: 5824017615

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workers become burned out. Employees lose mental contact with their coworkers and become pessimistic

about their situation.

Furthermore, a heavy workload harms one’s career in the healthcare industry. While it may seem contradictory,

work overload might harm an otherwise promising career. 2 ACCORDING TO THE HARVARD

BUSINESS REVIEW, WHEN EMPLOYEES ARE GIVEN MORE WORK THAN THEY CAN

LOGICALLY HANDLE, THEIR WORK PERFORMANCE SUFFERS (GU & ITOH, 2020).

WORKING LONG HOURS AT HIGH SPEED MAY GARNER APPLAUSE INITIALLY, BUT THE

WORK MODE QUICKLY BECOMES THE EXPECTED NORM AND PERFORMANCE

BENCHMARK. A LITTLE INABILITY TO CONSISTENTLY DELIVER HIGH-QUALITY WORK

MAY HARM MERIT PAY ELIGIBILITY, PERFORMANCE ASSESSMENTS, AND PROMOTIONS.

FURTHERMORE, WORKLOAD NEGOTIATIONS MAY FAIL IF THE EMPLOYER IS NOT

SYMPATHETIC AND BELIEVES THE EMPLOYEE IS INEFFICIENT, SLUGGISH, OR A

COMPLAINER.

A SUMMARY OF ARTICLES DISCUSSING EMPLOYEES’ 3 HIGH WORKLOAD (ZAREI ET AL.

(2019) explain that a growing issue in the healthcare industry, particularly among primary healthcare workers,

is burnout, which is caused by increased employee burden. 2 YOUNGER, UNMARRIED, AND LESS

EXPERIENCED EMPLOYEES WERE MORE LIKELY TO EXPERIENCE BURNOUT. Therefore,

avoiding employee burnout requires preventative measures like copying, communication, social skill

development, and stress management techniques.

2 ADDITIONALLY, ACCORDING TO (ANGIOHA ET AL., 2020), THERE IS A LINK BETWEEN

EMPLOYEES’ WELL-BEING AND THEIR LEVEL OF OVERWORKING. The findings showed that

seminars and training programs were needed to encourage a healthy lifestyle, a healthy working environment,

and conduct among health professionals.

2 STRATEGIES FOR ADDRESSING THE ISSUE OF EMPLOYEES’ High Workload

Most businesses in industries other than healthcare, including transportation or industry, have found creative

solutions to the problem of excess employee workload. Utilizing the skills of coworkers and team members is an

effective tactic. Freeing up time to provide each project with the highest concentration, strength, and energy is

the most straightforward and most successful technique to handle a particular assignment. 2 TO ENSURE

THE ACTUAL COMPLETION OF TASKS, IT IS CRUCIAL TO ALLOW FOR TEAMWORK RATHER

THAN REMOTE WORK (GU & ITOH, 2020). Every time a task is assigned that does not fit the

individual’s unique skills, they are allowed to execute one that does, giving everyone at work more power.

Competing Needs Impacting the Selected Issue Employees need to feel supported in their work in order to

maintain high levels of productivity. This may include feeling like they have the adequate resources to do their

job, feeling like their work is meaningful, and receiving feedback that their work is valuable.

2. Employees need to have a manageable workload in order to avoid burnout and keep up morale. This means

that the workload is not excessively demanding, that there is a clear sense of what needs to be done and how to

do it, and that there is sufficient time to complete the work (Visser et al., 2021).

Relevant Policy in the Organization

Our organization’s policy on employee workloads is that employees should not be overloaded with work to the

point where it negatively impacts their health or well-being. This policy is designed to protect employees from

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being overworked and to ensure that they are able to maintain a healthy work-life balance. This policy may

influence the healthcare issue of employees’ high workloads by ensuring that employees are not given excessive

amounts of work that could lead to burnout.

Critique of the Policy.

The policy on employee workloads is ethically sound in that it seeks to protect employees from being

overworked and to maintain a healthy work-life balance. However, the policy may be challenging to implement

in practice, as it can be difficult to gauge what constitutes a “manageable” workload for each individual

employee (Pihl-Thingvad et al., 2021). Additionally, the policy may be difficult to enforce if managers are

reluctant to lighten employees’ workloads for fear of decreased productivity.

Policy Change Recommendation

One policy change that could be implemented in order to balance the competing needs of resources, workers,

and patients is to create a task force that specifically addresses employee workloads. This task force could be

responsible for assessing employees’ workloads on a regular basis and making recommendations for changes

that need to be made in order to ensure that employees are not being overloaded with work (Muhsin & Budaya,

2019). This task force could also provide support to employees who are struggling to manage their workloads.

Another policy change that could be implemented is to give employees more control over their workloads by

allowing them to choose which tasks they want to focus on and when they want to work on them. This would

give employees more autonomy over their work and would help to ensure that they are not feeling

overwhelmed by their workload.

References Angioha, P. 2 U., OMANG, T. A., ISHIE, E. U., & IJI, M. E. (2020). 2 EMPLOYEE

STRESSORS AND WELL-BEING OF HEALTHCARE WORKERS IN GOVERNMENT OWNED

HOSPITALS IN CALABAR, NIGERIA. JOURNAL OF PUBLIC ADMINISTRATION, 2(4), 2020.

GU, X., & ITOH, K. (2020). 2 A COMPARATIVE STUDY ON HEALTHCARE EMPLOYEE

SATISFACTION BETWEEN JAPAN AND CHINA. THE INTERNATIONAL JOURNAL OF

HEALTH PLANNING AND MANAGEMENT, 35(1), 171–184.

SHENJE, J., & WUSHE, T. (2019). 2 AN ANALYSIS OF THE RELATIONSHIP BETWEEN

OCCUPATIONAL STRESS AND EMPLOYEE JOB PERFORMANCE IN PUBLIC HEALTH CARE

INSTITUTIONS: A CASE STUDY OF PUBLIC HOSPITALS IN HARARE. SA JOURNAL OF

HUMAN RESOURCE MANAGEMENT, 17(1), 1–11.

ZAREI, E., AHMADI, F., SIAL, M. S., HWANG, J., THU, P. A., & USMAN, S. M. (2019). 2

PREVALENCE OF BURNOUT AMONG PRIMARY HEALTH CARE STAFF AND ITS

PREDICTORS: A STUDY IN IRAN. INTERNATIONAL JOURNAL OF ENVIRONMENTAL

RESEARCH AND PUBLIC HEALTH, 16(12), 2249.

Muhsin, A., & Budaya, P. W. (2019). ANALYSIS OF EMPLOYEES’WORKLOAD QUALITY CONTROL. Russian

Journal of Agricultural and Socio-Economic Sciences. 4 HTTPS://AGRIS.FAO.ORG/AGRIS-

SEARCH/SEARCH.DO?RECORDID=DJ20210231332

5 PIHL-THINGVAD, J., ANDERSEN, L. P. 5 S., PIHL-THINGVAD, S., ELKLIT, A., BRANDT, L.

P. 5 A., & ANDERSEN, L. L. (2021). 5 CAN HIGH WORKPLACE SOCIAL CAPITAL BUFFER THE

NEGATIVE EFFECT OF HIGH WORKLOAD ON PATIENT-INITIATED VIOLENCE?

PROSPECTIVE COHORT STUDY. INTERNATIONAL JOURNAL OF NURSING STUDIES, 120,

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103971. 6

HTTPS://WWW.SCIENCEDIRECT.COM/SCIENCE/ARTICLE/PII/S0020748921001164

Visser, M., Lössbroek, J., & van der Lippe, T. (2021). The use of HR policies and job satisfaction of older

workers. Work, Aging and Retirement, 7(4), 303-321. https://academic.oup.com/workar/article-

abstract/7/4/303/6002191

Citations (6/6)

Matched Text

1 Another student’s paper

2 Another student’s paper

3 Another student’s paper

4 ProQuest Document

5 Another student’s paper

6 ProQuest Document

Suspected Entry: 100% match

Uploaded – WK3Assgn Duran D. x

DEVELOPING ORGANIZATIONAL POLICIES AND PRACTICES

Source – Another student’s paper

Developing Organizational Policies and Practices

Suspected Entry: 75% match

Uploaded – WK3Assgn Duran D. x

ONE OF THE KEY STRESSORS IN THIS SCENARIO IS HIGH
EMPLOYEE WORKLOAD, WHICH APPEARS TO BE THE MOST
SEVERE DIFFICULTY IN THE HEALTHCARE SECTOR

Source – Another student’s paper

high workload is one of the primary stressors in this scenario and appears
to be the most significant challenge in the healthcare sector

Suspected Entry: 63% match

Uploaded – WK3Assgn Duran D. x

A HIGH WORKLOAD HAPPENS WHEN THE QUANTITY AND
INTENSITY OF ONE’S TASKS EXCEED THE LIMITS OF WHAT CAN
LOGICALLY BE HANDLED IN A SPECIFIC FUNCTION (GU & ITOH,
2020)

Source – Another student’s paper

High workload occurs when the amount and intensity of responsibilities
one possesses overlap the boundaries of what can logically be handled in
a particular role (Gu & Itoh, 2020)

Suspected Entry: 65% match

Uploaded – WK3Assgn Duran D. x

RECOGNIZING A HIGH WORKLOAD IN A HEALTHCARE FIRM IS A
CRITICAL FIRST STEP TOWARD ACHIEVING ONE’S CAREER GOALS
AND SEEKING WORK-LIFE BALANCE

Source – Another student’s paper

Acknowledging a high workload in the healthcare organization is a crucial
initial step towards reaching one’s career goals and seeking balance at
work

Suspected Entry: 100% match

Uploaded – WK3Assgn Duran D. x

IMPACT OF EMPLOYEES&APOS

Source – Another student’s paper

Impact of Employees&apos

Suspected Entry: 100% match

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Uploaded – WK3Assgn Duran D. x

HIGH WORKLOAD IN THE HEALTHCARE ORGANIZATION

Source – Another student’s paper

High Workload in the Healthcare Organization

Suspected Entry: 68% match

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IN A HEALTHCARE FACILITY WITH FEW EMPLOYEES, THE
OVERWHELMING WORKLOAD HAS SEVERAL EFFECTS THAT, IF
NOT IMMEDIATELY ADDRESSED, COULD RESULT IN INEFFICIENCY

Source – Another student’s paper

Overwhelming work in a healthcare facility with few workers has various
impacts that may lead to inefficiency if not immediately addressed

Suspected Entry: 73% match

Uploaded – WK3Assgn Duran D. x

ACCORDING TO REPORTS FROM THE AMERICAN INSTITUTE OF
STRESS, 80% OF WORKERS AND MANAGERS IN THE HEALTHCARE
INDUSTRY REPORT FEELING STRESSED OUT AT WORK (SHENJE &
WUSHE, 2019)

Source – Another student’s paper

Reports from the American Institute of Stress indicate that 80 % of
employees and managers in the healthcare sector feel stressed out at their
workplaces (Shenje & Wushe, 2019)

Suspected Entry: 65% match

Uploaded – WK3Assgn Duran D. x

BURNOUT IS A SIDE EFFECT OF WORKLOAD AND JOB STRESS
Source – Another student’s paper

Also, job stress and workload result in burnout

Suspected Entry: 78% match

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ACCORDING TO THE HARVARD BUSINESS REVIEW, WHEN
EMPLOYEES ARE GIVEN MORE WORK THAN THEY CAN LOGICALLY
HANDLE, THEIR WORK PERFORMANCE SUFFERS (GU & ITOH, 2020)

Source – Another student’s paper

The Harvard Business Review argues that work performance can
deteriorate when employees get subjected to more work than they can
logically handle (Gu & Itoh, 2020)

Suspected Entry: 69% match

Uploaded – WK3Assgn Duran D. x

WORKING LONG HOURS AT HIGH SPEED MAY GARNER APPLAUSE
INITIALLY, BUT THE WORK MODE QUICKLY BECOMES THE
EXPECTED NORM AND PERFORMANCE BENCHMARK

Source – Another student’s paper

Working many hours at a high pace can initially win a round of applause,
but the work mode becomes the expected norm and performance standard

Suspected Entry: 66% match

Uploaded – WK3Assgn Duran D. x

A LITTLE INABILITY TO CONSISTENTLY DELIVER HIGH-QUALITY
WORK MAY HARM MERIT PAY ELIGIBILITY, PERFORMANCE
ASSESSMENTS, AND PROMOTIONS

Source – Another student’s paper

A slight failure to steadily deliver high-quality work may negatively impact
merit pay eligibility, performance evaluations, and promotions

Suspected Entry: 79% match

Uploaded – WK3Assgn Duran D. x

FURTHERMORE, WORKLOAD NEGOTIATIONS MAY FAIL IF THE
EMPLOYER IS NOT SYMPATHETIC AND BELIEVES THE EMPLOYEE
IS INEFFICIENT, SLUGGISH, OR A COMPLAINER

Source – Another student’s paper

Also, negotiations concerning workload may fail if the employer is not
sympathetic and thinks the employee is inefficient, lazy, or a complainer

Suspected Entry: 100% match

Uploaded – WK3Assgn Duran D. x

A SUMMARY OF ARTICLES DISCUSSING EMPLOYEES&APOS
Source – Another student’s paper

A summary of Articles Discussing Employees&apos

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Suspected Entry: 66% match

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YOUNGER, UNMARRIED, AND LESS EXPERIENCED EMPLOYEES
WERE MORE LIKELY TO EXPERIENCE BURNOUT

Source – Another student’s paper

Also, single, less experienced, and younger employees were more
susceptible to burnout suffering

Suspected Entry: 84% match

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ADDITIONALLY, ACCORDING TO (ANGIOHA ET AL., 2020), THERE IS
A LINK BETWEEN EMPLOYEES&APOS

Source – Another student’s paper

According to (Angioha et al., 2020), there is a connection between
employees&apos

Suspected Entry: 75% match

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WELL-BEING AND THEIR LEVEL OF OVERWORKING

Source – Another student’s paper

overworking and well-being

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STRATEGIES FOR ADDRESSING THE ISSUE OF EMPLOYEES&APOS
Source – Another student’s paper

Strategies for Addressing the Issue of Employees&apos

Suspected Entry: 62% match

Uploaded – WK3Assgn Duran D. x

TO ENSURE THE ACTUAL COMPLETION OF TASKS, IT IS CRUCIAL
TO ALLOW FOR TEAMWORK RATHER THAN REMOTE WORK (GU &
ITOH, 2020)

Source – Another student’s paper

Therefore, it is vital to give room for teamwork instead of remote working to
ensure the practical completion of projects (Gu & Itoh, 2020)

Suspected Entry: 100% match

Uploaded – WK3Assgn Duran D. x

U., OMANG, T
Source – Another student’s paper

U., Omang, T

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A., ISHIE, E

Source – Another student’s paper

A., Ishie, E

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U., & IJI, M

Source – Another student’s paper

U., & Iji, M

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EMPLOYEE STRESSORS AND WELL-BEING OF HEALTHCARE
WORKERS IN GOVERNMENT OWNED HOSPITALS IN CALABAR,
NIGERIA

Source – Another student’s paper

Employee Stressors and Well-being of Healthcare Workers in Government
owned Hospitals in Calabar, Nigeria

Suspected Entry: 100% match

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JOURNAL OF PUBLIC ADMINISTRATION, 2(4), 2020

Source – Another student’s paper

Journal of Public Administration, 2(4), 2020

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GU, X., & ITOH, K

Source – Another student’s paper

Gu, X., & Itoh, K

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A COMPARATIVE STUDY ON HEALTHCARE EMPLOYEE
SATISFACTION BETWEEN JAPAN AND CHINA

Source – Another student’s paper

A comparative study on healthcare employee satisfaction between Japan
and China

Suspected Entry: 100% match

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THE INTERNATIONAL JOURNAL OF HEALTH PLANNING AND
MANAGEMENT, 35(1), 171–184

Source – Another student’s paper

The International Journal of Health Planning and Management, 35(1), 171-
184

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SHENJE, J., & WUSHE, T
Source – Another student’s paper

Shenje, J., & Wushe, T

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AN ANALYSIS OF THE RELATIONSHIP BETWEEN OCCUPATIONAL
STRESS AND EMPLOYEE JOB PERFORMANCE IN PUBLIC HEALTH
CARE INSTITUTIONS

Source – Another student’s paper

An analysis of the relationship between occupational stress and employee
job performance in public health care institutions

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A CASE STUDY OF PUBLIC HOSPITALS IN HARARE

Source – Another student’s paper

A case study of public hospitals in Harare

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SA JOURNAL OF HUMAN RESOURCE MANAGEMENT, 17(1), 1–11

Source – Another student’s paper

SA Journal of Human Resource Management, 17(1), 1-11

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ZAREI, E., AHMADI, F., SIAL, M

Source – Another student’s paper

Zarei, E., Ahmadi, F., Sial, M

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S., HWANG, J., THU, P

Source – Another student’s paper

S., Hwang, J., Thu, P

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A., & USMAN, S

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A., & Usman, S

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PREVALENCE OF BURNOUT AMONG PRIMARY HEALTH CARE
STAFF AND ITS PREDICTORS

Source – Another student’s paper

Prevalence of burnout among primary health care staff and its predictors

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A STUDY IN IRAN
Source – Another student’s paper

A study in Iran

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INTERNATIONAL JOURNAL OF ENVIRONMENTAL RESEARCH AND
PUBLIC HEALTH, 16(12), 2249

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HIGH WORKLOAD (ZAREI ET AL
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CAN HIGH WORKPLACE SOCIAL CAPITAL BUFFER THE NEGATIVE
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1

Developing Organizational Policies and Practices

Daniela Duran

09/15/2022

Employees’ High Workload

Healthcare organizations throughout the world are affected by a variety of healthcare concerns or stress. All issues must be addressed immediately to prevent further escalation; however, some are more pressing and important. One of the key stressors in this scenario is high employee workload, which appears to be the most severe difficulty in the healthcare sector. A high workload happens when the quantity and intensity of one’s tasks exceed the limits of what can logically be handled in a specific function (Gu & Itoh, 2020). Additionally, the workload may result from a particular corporation attempting to minimize expenses or how work is managed or allocated to an individual. Recognizing a high workload in a healthcare firm is a critical first step toward achieving one’s career goals and seeking work-life balance.

Impact of Employees’ High Workload in the Healthcare Organization

In a healthcare facility with few employees, the overwhelming workload has several effects that, if not immediately addressed, could result in inefficiency. Employee stress and burnout are a few effects. According to reports from the American Institute of Stress, 80% of workers and managers in the healthcare industry report feeling stressed out at work (Shenje & Wushe, 2019). An excessive workload and extended workdays are among the primary sources of stress.

As a result, workplace stress causes other issues like competitiveness among coworkers and a hostile work atmosphere. Burnout is a side effect of workload and job stress. Burnout, a form of ongoing job pressure that reduces effectiveness and depletes one’s energy, is described by the World Health Organization (Shenje & Wushe, 2019). Because they feel they have no control over their workload, overworked workers become burned out. Employees lose mental contact with their coworkers and become pessimistic about their situation.

Furthermore, a heavy workload harms one’s career in the healthcare industry. While it may seem contradictory, work overload might harm an otherwise promising career. According to the Harvard Business Review, when employees are given more work than they can logically handle, their work performance suffers (Gu & Itoh, 2020). Working long hours at high speed may garner applause initially, but the work mode quickly becomes the expected norm and performance benchmark. A little inability to consistently deliver high-quality work may harm merit pay eligibility, performance assessments, and promotions. Furthermore, workload negotiations may fail if the employer is not sympathetic and believes the employee is inefficient, sluggish, or a complainer.

A summary of Articles Discussing Employees’ High Workload

(Zarei et al. (2019) explain that a growing issue in the healthcare industry, particularly among primary healthcare workers, is burnout, which is caused by increased employee burden. Younger, unmarried, and less experienced employees were more likely to experience burnout. Therefore, avoiding employee burnout requires preventative measures like copying, communication, social skill development, and stress management techniques.

Additionally, according to (Angioha et al., 2020), there is a link between employees’ well-being and their level of overworking. The findings showed that seminars and training programs were needed to encourage a healthy lifestyle, a healthy working environment, and conduct among health professionals.

Strategies for Addressing the Issue of Employees’ High Workload

Most businesses in industries other than healthcare, including transportation or industry, have found creative solutions to the problem of excess employee workload. Utilizing the skills of coworkers and team members is an effective tactic. Freeing up time to provide each project with the highest concentration, strength, and energy is the most straightforward and most successful technique to handle a particular assignment. To ensure the actual completion of tasks, it is crucial to allow for teamwork rather than remote work (Gu & Itoh, 2020). Every time a task is assigned that does not fit the individual’s unique skills, they are allowed to execute one that does, giving everyone at work more power.

Competing Needs Impacting the Selected Issue

Employees need to feel supported in their work in order to maintain high levels of productivity. This may include feeling like they have the adequate resources to do their job, feeling like their work is meaningful, and receiving feedback that their work is valuable.

2. Employees need to have a manageable workload in order to avoid burnout and keep up morale. This means that the workload is not excessively demanding, that there is a clear sense of what needs to be done and how to do it, and that there is sufficient time to complete the work (Visser et al., 2021).

Relevant Policy in the Organization

Our organization’s policy on employee workloads is that employees should not be overloaded with work to the point where it negatively impacts their health or well-being. This policy is designed to protect employees from being overworked and to ensure that they are able to maintain a healthy work-life balance. This policy may influence the healthcare issue of employees’ high workloads by ensuring that employees are not given excessive amounts of work that could lead to burnout.

Critique of the Policy.

The policy on employee workloads is ethically sound in that it seeks to protect employees from being overworked and to maintain a healthy work-life balance. However, the policy may be challenging to implement in practice, as it can be difficult to gauge what constitutes a “manageable” workload for each individual employee (Pihl-Thingvad et al., 2021). Additionally, the policy may be difficult to enforce if managers are reluctant to lighten employees’ workloads for fear of decreased productivity.

Policy Change Recommendation

One policy change that could be implemented in order to balance the competing needs of resources, workers, and patients is to create a task force that specifically addresses employee workloads. This task force could be responsible for assessing employees’ workloads on a regular basis and making recommendations for changes that need to be made in order to ensure that employees are not being overloaded with work (Muhsin & Budaya, 2019). This task force could also provide support to employees who are struggling to manage their workloads. Another policy change that could be implemented is to give employees more control over their workloads by allowing them to choose which tasks they want to focus on and when they want to work on them. This would give employees more autonomy over their work and would help to ensure that they are not feeling overwhelmed by their workload.

References

Angioha, P. U., Omang, T. A., Ishie, E. U., & Iji, M. E. (2020). Employee Stressors and Well-being of Healthcare Workers in Government owned Hospitals in Calabar, Nigeria. 
Journal of Public Administration, 
2(4), 2020.

Gu, X., & Itoh, K. (2020). A comparative study on healthcare employee satisfaction between Japan and China. 
The International Journal of Health Planning and Management, 
35(1), 171–184.

Shenje, J., & Wushe, T. (2019). An analysis of the relationship between occupational stress and employee job performance in public health care institutions: A case study of public hospitals in Harare. 
SA Journal of Human Resource Management, 
17(1), 1–11.

Zarei, E., Ahmadi, F., Sial, M. S., Hwang, J., Thu, P. A., & Usman, S. M. (2019). Prevalence of burnout among primary health care staff and its predictors: A study in Iran. 
International journal of environmental research and public health, 
16(12), 2249.

Muhsin, A., & Budaya, P. W. (2019). ANALYSIS OF EMPLOYEES’WORKLOAD QUALITY CONTROL. 
Russian Journal of Agricultural and Socio-Economic Sciences.

https://agris.fao.org/agris-search/search.do?recordID=DJ20210231332

Pihl-Thingvad, J., Andersen, L. P. S., Pihl-Thingvad, S., Elklit, A., Brandt, L. P. A., & Andersen, L. L. (2021). Can high workplace social capital buffer the negative effect of high workload on patient-initiated violence? Prospective cohort study. 
International journal of nursing studies, 
120, 103971.

https://www.sciencedirect.com/science/article/pii/S0020748921001164

Visser, M., Lössbroek, J., & van der Lippe, T. (2021). The use of HR policies and job satisfaction of older workers. 
Work, Aging and Retirement, 
7(4), 303-321.

https://academic.oup.com/workar/article-abstract/7/4/303/6002191