The division of health care factors and incentive factors in the two-factor theory, the relationship between these two factors and the management ideas they contain exist in many management problems [1]. In the management of nursing staff, the work intensity, working environment and conditions, salary and interpersonal relationship of nursing staff belong to the health care factors in the management of nursing staff, which is the premise and guarantee for doing a good job in nursing management. However, as knowledge-based talents, nurses' achievement incentives and value incentives are far more important than material incentives such as money. Therefore, in nursing management, we should make full use of incentive factors to improve and develop our knowledge and talents. These internal factors can stimulate the promoters' positive feelings such as sense of accomplishment and responsibility, thus encouraging them to work hard and constantly pursue progress [2]. Therefore, in hospital nursing management, nursing managers should start from two aspects: health care factors and incentive factors, which should not only make nurses feel at ease and work with peace of mind, but also make them dedicated and happy, so as to improve the effectiveness of management.
First, meet the health factors 1. Rational allocation of human resources
With the change of medical model and the increasing demand of medical and health care, the bed-to-nurse ratio of hospital 1: 0.4 can no longer meet the increasing demand of health services. Hospitals can calculate the needs of nursing staff according to the working hours needed by nursing patients, scientifically calculate the proportion of nurses in beds, and avoid the overload of nursing staff; On the other hand, it is necessary to simplify and optimize the nursing workflow and avoid routine work; In addition, a considerable part of unskilled or low-skilled work can be separated from the duties of nurses by refining the division of labor, so as to ensure that nurses have more time and energy to devote to treatment and nursing. At the same time, flexible working system can also be adopted, and working hours can be arranged flexibly according to the actual situation of work, so as to satisfy patients to the greatest extent.
2. Improve the working environment and conditions and improve the security system.
Hospitals should create a safe and comfortable working environment for nurses, such as clean and beautiful wards, fresh air, bright light, suitable temperature and humidity. At the same time, we should also pay attention to perfecting and standardizing various support systems to ensure the orderly progress of nursing work. Because of the particularity of work, nurses are often exposed to high-risk environment in the process of nursing patients, and there is a danger of contracting infectious diseases. Therefore, hospitals should formulate corresponding work-related injury registration systems and provide free prevention and treatment. Organize nursing staff to learn "Occupational Safety Protection for Nurses" regularly to prevent or reduce the occurrence of iatrogenic infection and ensure the physical and mental health of nursing staff. At the same time, it is necessary to intensify efforts to improve the logistics support system, reduce the number of nurses engaged in non-nursing professional affairs, improve the quality of nursing and mobilize people's enthusiasm; Logistics should implement strict socialized management to create a good practice environment for nursing staff. In addition, ensuring the personal safety of medical staff and providing risk protection is also a top priority for hospitals. Hospitals can establish emergency plans for medical disputes, strengthen the linkage with public security departments, protect the legitimate rights and interests of the parties and ensure the personal safety of medical staff; Establish and improve the medical risk mutual aid system, improve the individual anti-risk ability of medical staff, create a safe, orderly and comfortable working environment for employees, and eliminate the worries of employees [5].
3. Reasonably arrange the salary distribution system and increase welfare benefits.
To stabilize the front-line nursing team, we should formulate a reasonable salary distribution system, improve the salary system and effectively improve the welfare treatment of nurses. The fairness and justice of the salary system must be based on scientific post analysis, post evaluation and performance appraisal, which truly embodies the principle of distribution according to work and fairness [5]. In addition, by controlling the distribution of bonuses and other benefits, hospitals can gradually cancel the link between bonuses and economic indicators, and focus on business indicators, medical service quality and medical safety. At the same time, the competition mechanism is introduced, and the bonus of nursing staff is linked to work ability, different job responsibilities, complexity of work, degree of risk taking, quality and quantity of work. Emphasis is placed on "tailoring" nursing staff according to job responsibilities and contents, rewarding diligence and punishing laziness, reasonably widening the gap, and constantly reaching a new balance in adjustment. At the same time, it is also necessary to appropriately increase night shift subsidies and holiday overtime subsidies to improve night shift meals and duty room environment. 4. Create a harmonious interpersonal environment
Human nature management requires us to regard human factors as the primary factor of management, and to enlarge the efficiency of management by respecting, caring, understanding, trusting, tapping human potential and exerting human expertise. Therefore, nursing managers should establish a people-oriented management concept, give priority to internal interpersonal relationships and meet the needs of nursing staff, and strive to provide a good psychological environment and living environment for nurses from the perspective of health care factors. Pay more attention to, understand and respect nurses in their work, so that nurses have a sense of intimacy, security and belonging, and stimulate their enthusiasm and dedication; Help them do practical things in life, let them have no worries and devote themselves to their work, thus improving the morale, cohesion and combat effectiveness of nursing staff. Informal collective activities such as cultural performances, literary salons, sports competitions and outdoor development can also be held regularly to promote effective communication and exchanges between superiors and subordinates, peers and individuals, and create a harmonious, United, cooperative, healthy and upward working atmosphere.
Let employees realize the sacredness of occupation, the happiness of work and the happiness of serving patients successfully.
Second, play the role of incentive factors.
1. Pay attention to and improve the professional ethics of nursing staff. Nursing management is also an art, which needs careful carving by every manager to achieve the expected effect and truly reflect its value. For many years, the traditional concept that nurses only take injections and medicine has made some young nurses feel that choosing a nursing career is worthless. Therefore, on the one hand, hospital nursing managers regularly educate nursing staff on professional ethics. For example, take the opportunity of "5. 12" International Nurses' Day to organize special discussions, commend outstanding nurses, improve nurses' understanding of professional value, cultivate professional feelings, establish professional thoughts of loving their jobs and strengthening their sense of responsibility. In daily life, for the small achievements made by nurses,
It is necessary to give full affirmation in time, stimulate the enthusiasm of nurses with encouraging and enterprising language, and give spiritual and material encouragement to those with outstanding achievements according to the situation, so as to achieve a subtle effect. In addition, nursing managers should also strengthen the construction of their own non-power influencing factors and set an example for their subordinates through their excellent quality, profound knowledge and work, so as to silently infect, educate and motivate their subordinates and form a binding force on them.
2. Encourage the professional honor of nursing staff.
At present, nurses have obvious negative attitude towards the current situation of the industry and strong desire to change careers. Managers should establish "people-oriented"
Establish a scientific and targeted implementation plan of nursing emotional education, so that it can establish correct ideals and beliefs, closely combine its own development goals and self-realization needs with its nursing career, and fully stimulate its work enthusiasm and initiative. At the same time, the hospital forms its own spirit and concept through cultural construction, and constantly strengthens and deepens it in practice, plans and realizes the vision of the hospital, cultivates nurses' sense of collective honor, organically combines the difference of personal goals with the unity of organizational goals, and fully realizes the goals of personal development and hospital management in the process of striving for honor, creating honor, defending honor and maintaining honor.
3. Encourage a sense of accomplishment at work
When engaging in management activities, head nurses should learn to stimulate nurses' subjective initiative through various incentives, promote the overall function, and improve nursing quality and work efficiency. Due to different personalities and abilities of nursing staff, nursing
Managers should be good at tapping everyone's characteristics and strengths, entrust them with heavy responsibilities according to their personality, ability, hobbies and maturity, give full play to their roles, make them feel that their talents are affirmed, and thus improve their work enthusiasm. The essence of management is to amplify the efficacy of the managed system, and the purpose of management is to improve the magnification of the efficacy of the managed system, so hospital managers should pay special attention to the sense of accomplishment of nursing staff: first, enhance self-confidence; The second is to build a platform to display talents; The third is to give promotion opportunities; The fourth is constant feedback and timely praise.
4. Encourage nurses to be self-motivated in knowledge.
Encourage nurses to participate in all kinds of higher continuing education according to their own expertise to meet learning needs and stimulate learning motivation.
The enthusiasm of all nursing staff provides all nurses with opportunities for further study. Nursing managers should stimulate the innovative consciousness and creativity of nursing staff, respect and support them to work independently and conduct scientific research. Moreover, it is very necessary to formulate appropriate material incentive policies. The establishment of scientific research reward system or special reward allowance, such as the grade of scientific research papers and achievements in clinical hospitals, gives monetary rewards to scientific researchers, and at the same time gives spiritual encouragement to their work achievements, so that they can feel the appreciation and recognition around them, enhance their personal pride and sense of accomplishment, and play a strong incentive role for nurses to carry out scientific research work.
Third, comprehensive application.
As a good nursing manager, we should see that motivation and health care factors are not completely separated, nor are they.
Invariant, they have no absolute boundaries, and their functions are mutual infiltration and mutual transformation. Only by correctly treating the different functions of health care factors and incentive factors and rationally using incentive means can we better stimulate nurses' familiarity with their work, fully mobilize their work enthusiasm, give full play to their maximum work potential, and make nursing work develop in all directions.