Managing Employee Performance in Nursing Field

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Nursing for a long is considered as a field that has almost entirely everything to do with family care and health and as concerns many people that are all they know about nursing. However, with the changes in technology and advances, in the field of medicine, nursing is being expanded to cover many more areas of life and knowledge. With this, the term specialized nursing has come out into the picture and is becoming a common term within the medical fraternity. Specialized nursing may be understood in many dimensions, but the key to these all is the fact that it is nursing that calls for high standards and strict loyalty to the set codes of conduct for the nurses (Armstrong et al, 345-346).

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After the introduction of the nursing practitioner role in the medical fraternity, many gaps that had led to happenings that could not be prevented then, have been sealed. The main reason behind the establishment of such a role was to ensure better health care for patients and instant attendance to the patients whenever they called for help. Initially, anybody that had some sense of care and understanding could be hired and regarded as a nurse whose role could then entirely deal with the physical care of patients. It was almost entirely unheard of, that a nurse could step in for a doctor and handle the minor cases amongst patients. This notion underestimated the nursing field, for even during hiring not much was asked of as the requirements for qualification (Armstrong and Michael, 65-68).

With the improvement in technology and more demands for health care have emerged, new standards are being set to improve the career standards and competence of the nursing practitioners. Visions and missions regarding their areas of specialization have been set, mainly to ensure quality and sure services to patients. This will explain why higher academic qualifications, as opposed to a merry heart, have been made the precise basic requirements towards being hired as a nurse. This move towards making the nursing profession worthwhile has been supported by The National Organization of Nurse practitioner Faculties, and other organizations that have much to do with the nursing industry. However, these organizations insist on knowing better and understanding the person being employed as a nurse and their way of life as concerns their history to ensure the set standards will be kept (Sparrow et al, 443-455).

Employee performance is a crucial factor when analyzing the overall organizational performance, and an inherent problem in all organizations. It is a fundamental parameter of the overall health of an organization. Both public and private companies are so sensitive to this aspect, and they have a unique degree and rate at which employee performance is being experienced (Taylor 72).

When analyzing this issue, there are objectives that have to be analyzed. These objectives include the need to find out the factors affecting employee performance in organizations, examine the effects of employee performance on the overall performance of the company, find out the challenges facing both companies as a result of employee performance, determine the measures that can be implemented to deal with the problem of employee performance and provide recommendations on the best measures in solving this issue (Armstrong et al, 345-346).

Employee performance in nearly all organizations has raised significant concerns. Rapid exit of employees from an organization presents serious obstacles to achieving efficiency and attainment of organizational goals. The findings of research conducted on employee performance concluded that Pay, Job evaluation, Equal opportunities, Communications, Management skills, Discipline, Appraisal and Planning, Hours of work, procedures, Working conditions, and Maintenance are fundamental checkpoints for management to ensure that there is a reasonable level of performance (Armstrong and Michael, 65-68).

Employees will leave an organization for different reasons some of which are avoidable, others are unavoidable. The reasons range from low job satisfaction, low pay, risky or monotonous jobs, and low scope of development, some of the unavoidable reasons are death, retirement, accidents, or poor health. There could be also some reasons for an increase in the number of employees including merger, acquisition, expansion, diversification, and replacement of an employee, change in technology, and others (Armstrong et al, 345-346).

From the human resource context, employee performance is the rate at which the work effectiveness of individuals is measured. If an employee is said to have a higher performance relative to his/her colleagues, it means that an employee has more value to that the company in terms of input towards achieving the set goals and objectives (Sparrow et al, 443-455).

The practice of continuously training the workforce and reinforcing them brings out a competent and effective human resource. From the time employee are recruited, it is important for the already existing staff to train them up to the standards at which they will be expected to work. This helps them to decide if they will manage what the company’s expectations are, facilitating replacements if need be. No compromises should be made on employees who seem incompetent right from the preciseness beginning, as this may affect the future running of the company before such decisions are made (Armstrong and Michael, 65-68).

Ensuring that the employees are geared to customer satisfaction and a profitable organization is one sure way of attaining good employee performance. There is also a need to include the employees in the strategies that have been put down and also in the policy changes; this helps them to build their morale and make them know that they are part of the change. These should, also, be invited to meetings held by the other employees, who have worked for the company for long to be trained, on issues they may be finding difficult to handle. Keeping them informed and updated on the company’s progress keeps them motivated giving them a reason to perform to their best (Sparrow et al, 443-455).


During the selection in preparation for recruitment, the board in charge of the process should ensure only the qualifying candidates are selected. Academic qualifications should be taken into consideration to the latter as well as their ability to work as regards the code of conduct for nursing. This is especially because nursing is a unique area of specialization, which needs people who can be so patient with the conditions and terms under which they will be expected to work (Armstrong and Michael, 65-68).

Nursing is a fundamental field of knowledge in all countries; this is the case when all factors are constant. In some, it has been appreciated and given priority because its importance has been realized but also in some is still considered a low-class field of knowledge. With advances in technology and expansion of the medical field, however, the social and career status of nurses has at least been raised from just any other career to a highly recognized field of knowledge.

Works Cited

Armstrong, Michael, and Angela Baron. Managing performance: performance management in action. London: Institute of Personnel and Development, 2005. Print.

Armstrong, Michael. Performance management key strategies and practical guidelines. 3rd ed. London: Kogan Page, 2006. Print.

Sparrow, Paul, and Mick Marchington. Human management. London: Financial times management, 1998. Print.

Taylor, Stephen. People resourcing. 3rd ed. London: Chartered Institute of Personnel and Development, 2005. Print.

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