Talk Health and Care

"Business management models taking precedence over care" Australian College of Nursing 2015

The NHS Trusts are under the illusion that the business management model is the holy grail of running an effective service. In practice this means the dedicated graduate profession of critical clinical front-line staff i:e the nurses - are expected to do "more with less" as par business parlance. "...Excessive administration burden, Nursing staff shortages and sub-optimal staff retention. The...(transformation) of the workforce - the move away from a full-time workforce to that of part-time and casual workers.." Australian College of Nursing (2015). 

What would you like to happen to help you work without fear of bullying, discrimination or violence?

Less emphasis on "performance targets" which is more suited to Wall Street. The target culture has proved to be catastrophic in providing the quality care needed by the frail human condition when it becomes sick from chronic disease. Combined with Institutionalised "unconscious bias"- the discrimination that "dares not speak its name" - but is revealed by the BME clinical staff cohort are positioned disproportionately at the lower 'bands'. All in all this can only create a toxic dysfunctional hostile environment for people to work in. Further exacerbated by the  unrealistic expectations of so called "productivity outcomes" by "non - clinical Managers" compounded by the  outcomes of poor  life style choices by the health service "customers" and in this environment, staff are hospitals are suppose to provide  a top quality service without the proper resources - staff and modern equipment. "Champagne tastes to be paid for with beer money! Seems to be the order of the day.

jackio 9 months ago

The Business management model in today's NHS: 'a better skill mix' = make the working conditions so grim and unsafe through short staffing and an impossible amount of paperwork, that experienced staff leave (at the top of the payscale) and you can replace them with cheaper, lower banded, newly qualified staff, who leave themselves shortly after, ensuring a rapid 'churn rate of warm bodies'.
Also downgrading jobs to ensure experienced staff leave, moving staff to ensure experienced people leave, making it clear that you won't pay redundancy to ensure experienced people leave, etc. It's a very effective model if you don't care about the actual care provided to patients, or your staff's mental and physical health. The churn rate is slowing down as so few nurses are qualifying in my speciality. That's not stopping people leaving, it just means that there are a lot of vacancies.
Also, who are the newly qualified staff supposed to learn from? When I was in that position, I was lucky enough to work with very experienced staff who were able to guide me and provide good examples of effective nurses. The managers were also supportive back then, now not so much. Often the recently qualified leave nursing altogether when they realise what is going on.

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