DESCRIPTION OF THE CASE

We are both fortunate because we were assigned in Sta. Rosa Ward of

San Pedro College for our Staffing Rotation, which we were trained and able to

execute our learnings through out these years of being exposed in the clinical set

up of the Hospital. Sta. Rosa ward is a private type of ward with a capacity to

hold eighteen (18) patients wherein nursing services caters almost all types of

cases such as Obstetrics and Gynecology, Pedia, Surgery, Infectious (except

chemotherapy patients), and Geria. Prices of the private room ranges between

P3,900.00 to P4,900.00 per day in which can only be afford by those patients

who has the money to pay for. With that being said, since it is a private ward and

patients who get admitted there pays more that others, they expect more from

the nursing services they get. Once they call the attention of the nurses, nursing

aides, or even doctors, they want abrupt and quick response without considering

that there are patients to that needs attention as well as them which boils down

to one of the main problems or concerns of the nurses or employees of the

hospital which are the following:

STAFFING. One of the main concerns of the employees in Sta. Rosa

ward is being UNDERSTAFFED and lacks manpower, which can cause some

problems like patients dissatisfaction because they were not being catered to

right away when concern is being raised up. It is also prone to errors because

there will be only one charge nurse, one medicating nurse, and one-two nursing
aides working per shift that will be handling the whole ward which has different

needs and procedures. Just like the concern of some of the staff when

interviewed are when in one patient there will be a lot of medications, IVTTs,

NGT feeding, and other procedures, some medications will be given late already

even though one of the best traits of nurses are time management, there will still

come a time that one cannot be handled everything all at the same time. Even

though the organization has a appropriate job descriptions and has the best

candidates in charge, problems like that is very common. The recruitment and

selection material is very transparent, able to have nurses’ work with the

organization, and the day-to-day functions of the organization as well as its

longer-term vision available to orient new staff members but few of them stays

longer at work because of the main problem they are having which is

understaffed that causes employees to be burnt out and not being heard even

though they have raised this kind of concern to the main authority. Some

remained emotional and physical distress due to understaffing.

ASSESSING AND REWARDING. When staff where asked about the

assessing and rewarding of the organization, they said that they are not aware of

any rewarding system because they have never experienced being recognized

and rewarded despite giving their best in everything they do every single duty

day of their lives. They also verbalized that they are not compensated well

because there salary is very low and that it is not worth what they have studied

and worked hard on for so many sleepless years starting from being a student.
There are even no recognitions such as “employee of the month/quarter/year”

even though they gave the best performance they could give. Staff were not

satisfied with their compensation that’s why they said that some of them just

wants the experience and then leave the country where nurses are being

recognize more and are more well compensated- gets paid even more or safe to

say that they get what they’ve deserved and worked hard for. The compensation

packages are externally not competitive for the sector because as what they say,

those who works in a private organization gets paid less than in the public or

government facilities or organizations. They also verbalized that despite not

being well compensated, they are still motivated by the thought of love serves

and the love of helping the sick in the room but also emphasizes that the

organization don’t motivates the staff both monetary and non-monetary rewards.

STAFF RELATIONS. Although the organization is headed by the

Dominican Sisters, the relationship they have with the staff is alright because

they are being fed fully spiritually but some of the new staff in the ward also

verbalizes that there is somewhat boundaries or gap among the old and the new

staff in the ward which sometimes gets uncomfortable because it’s sometimes

hard to get in a group that has established rapport for so long already but so far

there were no harassment reported and the security in the organization are easy

access so no big deal with the safety or work-related accidents. In addition

despite not being well compensated, staff appreciated the thought and ways of

the organization to deal with the emotional and physical distress brought by
being understaffed. Also, the morale of the organization is really good and the

respect they give one another is a big factor. As one of the staff said, if the

organization really cares about the commitment and loyalty of the staff members,

they should consider their concerns of raising their salaries so staff won’t leave

and find better opportunities in other organizations.

TECHNOLOGY. Technological resources affect the organization’s

performance in a manner of not having all the equipment or machines needed.

Some patients still transported to SPMC Hospital for some procedures not

available in the organization. Although staff are very creative and find ways in

alternative to what is lacking, but they also verbalizes that it is always better to be

fully equipped and have everything available especially when they handle a lot of

patients in the ward. Also, those patients admitted in their ward are rich and can

afford people so they expect more from paying P3,900.00 to P4,900.00 a day in

its room alone but in all fairness, organization’s level of technology is appropriate

to carry its functions. However, they are other staff that wanted to be trained or

introduced to some machines like ECG so when the assigned nurse is very busy,

they can also facilitates and help in some ways to render care to the patients.

INCENTIVES. One of the main concern or problem of the staff in the

organization is the incentives. They all said, they don’t get one and encourages

and hopes that the organization make a good consideration to that. They get

discourage because they work hard and give their best in everything they do but
they don’t get incentives. Even having a vacation is hard to get. They don’t feel

rewarded for their work, not compensated well, even non-monetary rewards they

don’t get and recognized. They are hoping that there will be incentive system

review to give justice to their hard work because they are taking care of the lives

of people that are sick and needed great attention. They wanted even a little

appreciation to their hard work despite all the flaws of their situation in the

organization. Nevertheless, it is the heart and love of the staff to serve the people

in the sickroom is what matters.

CONCLUSION

After our interview with the staff of Sta. Rosa Ward, we therefore conclude

that taking good care of the person who works for you will also take care of your

own company/organization. Also, in line with that, understaffing affects and

brings a big impact in the lives of the staff, in rendering care and services, and so

as the satisfaction of the patients. It also affects their well-being, job, and the

eager to stay and keep motivated not to leave work/organization. Everybody

worked hard to be in their positions, sleepless nights, patience, the love to serve,

and a lot to mention, so everybody deserves to be provided of what is right for

them as well. Being able to experience the life of a staff is a no joke work, you

need to have everything all at once: patience, the love to serve and care, the

honesty in what you do, the courage to do all those things, taking care of the

whole ward, taking care of the medications that helps the patients get better,

documenting everything, and attending to their needs and demands. After doing
all those stuffs, it is fair enough to get paid right, to be rewarded or at least being

recognized, and incentives won’t hurt as long as it is given whether it is small or

something big. As what we’ve always learned from the successful people, “Take

care of your employees so they would take good care of your business”.

RECOMMENDATIONS

The staff in Sta. Rosa ward gained our respect in regards to work-wise. It

may have smaller capacity than the other wards/nursing services but the demand

of the patients paying more is not as easy as may sound. Since the staff renders

their care in the best way possible and the quality care they give to the patients,

we highly recommend that the increase of salary is very much appreciated. It is

also better to have additional nurses added to the group per shift so that the

satisfaction and the needs of the patients will be catered right away as what they

always expected to be. Staff can also establish good rapport with the patients

when they can give more time to discuss, give teachings, and render care to

them. Having better manpower in a ward is better than having less. Appreciation,

recognition, incentives, and salary increase are highly recommended so

understaffing and staff leaving the organization may be minimized. If staff feels

they are well taken care of by the organization they are in, they will not find time

to move or find it in other organizations