Question

As the RN charge nurse on the night shift in a small long-term care facility, you've found that there is little turnover among your LPN and nursing assistant (NA) staff members, but they are not very motivated to go beyond their job descriptions in their work. Which of the following strategies might motivate the staff and lead to greater job satisfaction?

1) Ask the director of nursing to offer higher wages and bonuses for extra work for the night LPNs and NAs.
2) Allow the LPNs and NAs greater decision-making power within the scope of their positions in the institution.
3) Hire additional staff so that there are more staff available for enhanced care and individual workloads are lessened.
4) Ask the director of nursing to increase job security for night staff by having them sign contracts that guarantee work.

Answer 1

To motivate LPN and NA staff, granting them greater decision-making power and creating a support system are effective strategies. While monetary incentives have a role, they should be balanced with intrinsic motivators like job autonomy. Job security can also improve motivation, but a supportive and empowering work environment is vital.

Step-by-step explanation:

To motivate LPN and nursing assistant (NA) staff members and lead to greater job satisfaction, employing different strategies might be essential. One effective approach would be to allow the LPNs and NAs greater decision-making power within the scope of their positions. This can enhance their sense of autonomy and job ownership, leading to improved motivation. Another strategy could be to create a support system where they can voice concerns and suggestions, addressing issues like staff burnout and 'research fatigue.'

While offering higher wages and bonuses can be a motivator, it is essential to consider that significantly raising salaries might lead to a decrease in the quantity of nurses hired, as employers might seek less expensive alternatives or reduce staffing levels. Instead, focusing on intrinsic motivators and ensuring a supportive work environment where the staff feels valued and empowered can lead to better job satisfaction.

Enhancing job security can also contribute to motivation. However, the overall approach should be multi-faceted, targeting both the financial and emotional components of job satisfaction in the healthcare environment.