Determining professional nurses’ knowledge on the performance management and development system in Tshwane

DuPlessis, Moselene Ar

doi:10.4102/curationis.v38i1.1186

Cited by 3 publications

(4 citation statements)

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“…The inclusion and promotion of LGBTQ content in education and policy is needed to prepare and enhance nurses' cultural knowledge and nursing knowledge to help overcome the health disparities of transgender people (De Guzman et al, 2018). Nursing knowledge can be defined as the awareness, understanding and ability to apply facts and information gained through experiences that are necessary to care for patients (du-Plessis, 2015). To gain a better understanding of how nurses are currently prepared to care for transgender people, it is important to obtain the perceptions of nursing knowledge through the lenses of transgender individuals who have received care from registered nurses in various healthcare settings.…”

Section: Introductionmentioning

confidence: 99%

“I don't feel like I'm a person”: Nursing knowledge of transgender care through the lens of transgender people

Mikovits

2022

Journal of Advanced Nursing

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Patient-centered care continues to be a priority for the nursing profession to meet the needs of patients in an individualistic way.The healthcare provided to lesbian, gay, bisexual, transgender, and queer (LGBTQ) people continues to emerge as a priority (Tillman et al., 2016). Registered nurses have professional and ethical obligations to provide quality care to LGBTQ patients just as they would with any other patient population receiving care (Dorsen & Van Devanter, 2016). Despite these calls for patient-centered care, nurses still lack basic nursing knowledge about LGBTQ patient care and healthcare institutions often do not have policies in place to promote equity and fundamental care for these individuals.The acronym LGBTQ is often used as a broad term to capture this community as a whole, yet each specific letter of LGBTQ identifies with persons who have individualized needs. For the purpose of this research, the use of the terms LGBTQ and transgender are used interchangeably to match the current literature. Specifically, transgender is the term commonly used as a reference to any person whose gender identity does not match with their assigned sex

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Section: Introductionmentioning

confidence: 99%

“I don't feel like I'm a person”: Nursing knowledge of transgender care through the lens of transgender people

Mikovits

2022

Journal of Advanced Nursing

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“…These ideas regarding training and the recognition and reward of highly effective performance are basic concepts in the PMDS that need to be acted upon urgently in order to improve the PMDS at Brits District Hospital. Increasing workers’ knowledge through educational programmes at the inception, during the implementation and after the conclusion of the PMDS process are required as part of the PMDS process [ 12 ].…”

Section: Discussionmentioning

confidence: 99%

“…The studies conducted in South Africa generally found that the PMDS was poorly implemented. There was a general theme of there being a poor understanding of the system, a lack of knowledge and a dissatisfaction with the monetary rewards system, and a culture of rating bias and of managers using the system as a punitive measure [ 5 , 8 , 11 , 12 , 13 , 14 , 15 , 16 , 17 ]. The studies conducted internationally touched wide-ranging issues such as motivation, satisfaction, training and support.…”

Section: Introductionmentioning

confidence: 99%

Knowledge, Understanding and Satisfaction with the Implementation of the Performance Management System at a District Hospital in the Madibeng Subdistrict, South Africa

Thobejane¹,

Heever²,

Mokgatle³

2022

IJERPH

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The Performance Management and Development System (PMDS) is an essential asset in aligning the strategic objectives of both the National and Provincial departments of health with the individual targets and Key Responsibility Areas (KRAs) of the individual employees working in these departments. The system is not without challenges. The sources of contention can be with the rewards mechanism of the system, bias in the application of the system and the incorrect use of the system for punitive measures. The objective of this study was to determine the perceived knowledge, understanding and satisfaction levels of employees at Brits District Hospital regarding the PMDS. Another objective was to provide an intervention targeting the knowledge and understanding of the key concepts of the system. A quantitative cross-sectional and longitudinal action research method was applied by tracking the responses of 64 healthcare workers three times, firstly in a questionnaire and then in an intervention checklist. The respondents were selected via proportionate stratified sampling. Data were analysed via STATA statistical software package 13.0. The respondents had a poor knowledge and understanding of how to score the PMDS. The respondents where highly dissatisfied with the development of their weaknesses and the recognition of their strengths. Training needs to be prioritized on both the PMDS and the employees’ areas of weakness affecting their performance toward their assigned Key Responsibility Areas. Employees need to be recognised for areas in which they show strength.

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“…Owing to the perceived unfairness of the system, not feeling competent in how to complete their side of PMDS, as well as lack of feedback on their performance and how it could be improved, nurses purportedly did not take the system seriously or understand why it is necessary (Du-Plessis 2015). They commented that they participated in the process only to avoid being disciplined if they did not comply.…”

Section: Evidence Of a System That Is Poorly Implementedmentioning

confidence: 99%

Performance management in primary healthcare: Nurses’ experiences

Madlabana

Petersen

2020

Curationis

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Currently, health systems reforms are underway in South Africa, notably the introduction of National Health Insurance (NHI) and the re-engineering of primary healthcare (PHC) to promote integrated clinical services management (ICSM) of acute and multi-morbid conditions. Given the increase in the prevalence of multi-morbid conditions (Mayosi & Benator 2014), the vertical disease-oriented approach to care is no longer suitable and there is a need for a shift in orientation towards collaborative team-based person-centred care (PCC) to understand the patient holistically as well as engage them in their own healthcare (Maseko & Harris 2018). Person-centred care is defined as an approach to healthcare that emphasises communication with patients, being cognisant of the issues that are beyond any single disease/condition (Jardien-Baboo et al. 2016). Accordingly, organisational systems and processes such as performance management (PM), organisational culture and organisational strategic objectives should be harmonised to align with these reforms. Poor human resource management (HRM) methods and practices in the healthcare system have been found to threaten the successful implementation of quality healthcare in South Africa (Republic of South Africa 2012a). Furthermore, these processes must be managed appropriately to encourage a shared vision, inspire health workers and build a culture of performance that drives the entire health system towards a common purpose.Given that nurses are at the frontline of healthcare delivery, constituting 80% of health workers of public healthcare providers nationally (Rispel, Moorman & Munyewende 2014; Statistics Background: The use of the performance management (PM) system is highly contested by public servants in South Africa, although its value as essential to the appraisal and management of staff is undeniable. Objectives:The aim of this study was to explore nurses' perceptions and experiences of the PM system at primary healthcare (PHC) facilities in relation to the current health system's reforms.Method: An exploratory, descriptive and qualitative design was utilised. Participants were selected through purposive sampling. A semi-structured interview tool was used to collect data from 18 nurses in four sub-districts of Dr. Kenneth Kaunda district in the North West province. Data were analysed through thematic analysis. Results:The findings of this study confirmed that PM is implemented to some extent. However, various loopholes in its implementation threaten the accuracy and transparency of the system and leave it vulnerable to perceived organisational injustice and unfairness, with the objectivity of the system questioned. The limitations of the current PM system revealed by this study include (1) the lack of alignment with current health system reforms towards comprehensive and integrated care that demands person-centred care; (2) the system's usefulness for career progression, performance improvement and rewarding exceptional performance. Conclusion:Performance management is inadequ...

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Determining professional nurses’ knowledge on the performance management and development system in Tshwane

Cited by 3 publications

References 3 publications

“I don't feel like I'm a person”: Nursing knowledge of transgender care through the lens of transgender people

“I don't feel like I'm a person”: Nursing knowledge of transgender care through the lens of transgender people

Knowledge, Understanding and Satisfaction with the Implementation of the Performance Management System at a District Hospital in the Madibeng Subdistrict, South Africa

Performance management in primary healthcare: Nurses’ experiences

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