What Are The Perceptions Of The Cna In A Long-Term Health Facility?

Description of Research

What are the perceptions of the CNA in a long-term health facility?

Problems influencing the CNAs' capability to do the job can have an effect on the resident’s quality of care. The intent of this study is to delve into the meaning of CNAs' experiences in the nursing home. The drawback of nursing assistant retention and turnover is renowned among executives and directors of nursing in facilities across the country. This topic now has appeared as a major matter inside the general program. The Institute of Medicine Report, "Retooling for an Aging America: Building the Health Care Workforce," released in 2008, addresses a forthcoming crisis in health care for elders in the United States of America. The report works as a call to action and stereotypically receives attention from the White House, on down (www.mcknights.com).

Literature Review

For generations, Americans shared a tacit understanding that if you worked hard, you would earn a livable income and provide basic security for your family and yourself. Therefore, that promise has been broken (Shulman, B., 2004). Obstacles can impact the CNAs' ability to do the job can have an effect on the resident’s quality of care. The “working poor” are those individuals that spend twenty-weeks or more within a year in the labor force that are either working or seeking employment where their incomes are below poverty the poverty rate. Labor, state legislators and nursing home operators in Connecticut have agreed that nursing home workers should receive higher pay (Haigh, S., 2015). Staff members are hoping to increase certified nursing assistant wages to fifteen dollars. Nevertheless, if the USA justly esteems work, we should support the billions of men and women are being compensated for low wages. It is a necessity that minimum wage is increased in order to support their families and protect workers from being ripped off and create jobs so that everyone the desires to work can do so and in their field of interest. The solution to this epidemic is creating a CNA Recruitment and Retention Project that focuses on the need to seek solutions to finding and keeping upright quality care workers.

Research Methodology

What are the assessments of the CNA in a long-term health facility? Due to the physical, emotional, and mental demands of the work, power wages and benefits and the lack of opportunities for advancement, and other environmental factors are within the eighty percent of the individuals that enter the profession as a certified nursing assistant. The primary emphasis has been on finding avenues to retain staff members the comprehend the benefit of providing quality care, creating an atmosphere with less chaos and high turnover rates and decreasing expenses linked with employee turnover. Research Design The Texas Institute of Health Careers was selected to focus on the crucial role of a nursing assistant which plays a tremendous role in the care of their patients and the importance of participating in programs to elevate burnout and stress in long-term care facilities. Measure Instruments to be Used The purpose of the survey was to determine the immediate needs of nursing assistants and developing a program or environment that will provide support to overcome any obstacles in providing quality, minimizing the level of stress in the workplace and to reduce turnover rates amongst nursing assistants.

Data Presentation and Analysis

What are the assessments of the CNA in a long-term health facility? The primary function of the CNA is to improve critical care for residents of long-term care facilities. Generally, the determination to remain or resign was interrelated to job fulfillment, demographics, job proficiency, dedication to the profession, and steadfastness to the position. Demographics and Work Experience Summarize the employee attributes and work history with the intent to resign or leave their current employer. Nursing assistants are less likely to leave the occupation based on their age. The results of the survey conducted there is a higher percentage rate (45.00) of CNAs between the ages of thirty to thirty-nine.

There are other noteworthy variances such as the nursing assistants need for health insurance for themselves and/or dependents, childcare, bonuses or are the recipients of government assistance. T-test were utilized to compare the responses of the recipients that resigned to those that had not resigned. There is a significant difference between the number of nursing assistants that do not require childcare while versus those that have a necessity for childcare while working. For instance, P (T<=t) one-tail is 0.133726 and P(T<=t) two tail is 0.267451. Health care is another area of concern for CNAs. The comparison displayed a significant difference in healthcare in the resigned category. CNAs that were currently employed were receiving some form of government assistance. Nine out of forty surveyed had resigned.

The objective is to be self-sufficient and not rely on assistance to meet the basic needs of an individual and their families. Many low-end employers do not offer health insurance and workers cannot afford payroll deductions (Early, S., 2001). The Open-Ended questions were instrumental in the determining factor if nursing assistants remained at the long-term facility and if there was discrimination in the workplace. Better administrators were a major influence of the resignations in long-term care facilities. Administrators were challenged with the complexity of keeping up with the competition for healthcare personnel from other health care providers and the challenge of initiating a rewarding and satisfying work atmosphere.

CNAs reported they felt disrespected on the job and that was a means for leaving the occupation. The study denoted that the CNAs did not sense discrimination in the workplace. This type of rating substantiates that the emphasis was on the quality care of the residents and the ethnicity of the staff members. The study concluded the need for the administration to invest more in the staff. The administration should place a high priority on training the CNAs for advancement and to increase their knowledge and skill set for the vocation. Also, encouraging and supporting outside educational programs and training for CNAs would enhance relationship building, reduce conflict and decrease the turnover rate in LTC facilities. The primary emphasis has been on discovering new opportunities to maintain CNAs that have a true perception of the benefits of offering quality care, building an environment with minimal confusion and excessive staff turnover rates and reducing costs associated with staff turnover rates. (See Appendix for Descriptive Stats)

Results Statistics indicate that low wages are the primary reason that CNAs leave their place of employment.

Nevertheless, studies have identified that there are more obvious reasons for high turnovers amongst this indispensable position of the healthcare group. The questions still remain, “What are the reviews of the CNA in a long-term health facility”? The statistics breakdown from the surveys and questionnaires will exhibit the determining factors for rate turnover with CNAs. Qualified employees are becoming more scarce and difficult to retain, long-term care facilities should concentrate on improving employee satisfaction. The statistical analysis identifies the significant variances between the inevitabilities of the CNA, the effectiveness of programs, and provision to reduce turnover rates of care and comparison facilities.

Recommendations

The synopsis of the study is to recognize the importance of employee satisfaction and the major impact it has on resident family satisfaction. Long-term facility administrations and nursing supervisors can stress the importance of training and continuing education courses for the CNAs, develop an In-House mentoring or support group, conduct quarterly evaluations and compensation packages, have appropriate and working equipment and adequate supplies, ensure CNAs with seniority and new hires are receiving comprehensive training on techniques and required skills, and involve CNAs in the resident’s care plans to improve employee satisfaction and participation.

Conclusion

The effect of turnover within long-term care facilities are substantial and quantifiable. The quantitative data suggest that the reduction in CNA turnover can be attained by implementing training which is adopted by the administrative staff, implores advocates, CNAs, and educators. By executing a program with CNA engagement, it will help to identify the areas of improvement, assimilate a compensation package, motivate and provide job satisfaction within long-term care facilities.