Flexible Work in Healthcare Importance

Chapter 1: Introduction

1.1 Introduction:

In fast paced life, flexibility and relaxation during working is essential for improving the employee relations with the organisation as well as with their higher officials. In the healthcare sector, there is also no exception regarding the flexibility of working. In the Public Health Service in UK, all the health staffs face the huge workload on regular basis, which not only effect their physical but also mental state. Based on the guidelines of Public Health England, it is important for the healthcare homes to offer positive and flexible working environment to all its health staffs in order to maintain their employee engagement and motivation. This research has established the fact that, how the UK based NHS public health service maintain flexible working condition; for the all the staffs, in order to maintain the positive and well-organised working culture. Furthermore, this research, has also highlighted the challenges and the benefits that are associated with maintaining the flexible working condition in the healthcare centre.

1.2 Background:

According to Cannon (2017), flexible working is important not only for the healthcare staffs but also for patient, in order to maintain the positive, motivating and creative organisational culture. Through maintaining the flexible working condition within organisation, Public health organisation can improve the employee engagement, employee and employer relations and quality of the healthcare process. The database collected from the National Study of Employers and the National Study of the Changing Workforce, employers are more engaged and creative in flexible working condition as compared to people harsh working environment. In today’s healthcare section, officials are highly concerned about offering high quality and flexible working condition to the employee, in order improve the organisational productivity and the profit. In terms of maintaining the flexing working condition, Public health organisation focuses on the several strategies such as float pools, job sharing, alternative scheduling and telecommuting process. According to Baharudin et al. (2017), flexible working condition however can pose several challenges to the organisation, which can interfere with the quality of healthcare and productivity of the care home. the challenges can be lack of discipline in eth care homes, high number of turn over, employee mis management and misuse of the flexibility. From the ONS report, it can be stated that, public healthcare centres in UK deal with the huge number of turnover and the employee mismanagement due to heavy workload on the nurses, health staffs and health professionals. In most of the cases, the government fund that is sent to these public healthcare organisations are unable to meet the basic needs to nurses and health staffs, which affect the overall working condition in that organisation. Moreover, as compared to the huge workload, over times that the nurses and health staffs in the public health organisational performs, the remuneration is fewer. Moreover, in most of the time. NHS staffs needs to work more than 8 hours, which not only effect on their physical health but also on their emotional, spiritual and psychological health. Therefore, it is important for the Public Health Service to offer the flexible working condition that can assist the health staffs and nurses to meet their basic needs.

1.3 Rationale of study:

Public healthcare organisations in UK now deals ever increasing number of patient due to affordable and minimum cost for the patient. However, from as compared tom the increasing patient the number of nurses and healthcare staffs are not adequate which has created the huge challenges in terms of maintaining the flexible working condition in Public health Service is that is led by governmental funding and UK based NGO organisations. Therefore, this organisation suffers from financial, legal and operational regulations set by the government. As stated by Axin et al. (2016), public health service, in most of cases unable to offer the flexible working condition to its health staffs, in most of the time, the health staffs suffer from eth heavy workload, over times, additional shifts and low remuneration, which leads to huge turn over and por health acre framework of the organisation. In this context, Public health organisation, needs to improve its working condition and overall, work culture, in order to offer the flexible working environment to the health staffs. Today’s healthcare sector is characterised by the proper increasing number of patients, workloads and the critical health cases. However, as compared to the increasing number of patients, the healthcare staffs are inadequate which makes the organisational unable to maintain the positive and flexible organisational environment. In this aspect, the research topic is important, in order to highlight the importance of maintaining flexible working condition in the public healthcare organisation. Moreover, this topic has focused on the benefits and flexible working condition in the Public health organisation, in order to improve its productivity and organisational framework.

In this research, researchers have shed lights on the ways in which Public health organisation can maintain the positive organisational culture and flexible working environment within the organisation. Moreover, this research has also focused on the impact of flexible working condition in public health organisational and the employee energumen. Through highlighting the challenges and strength of the flexible working condition in the public health organisation, this research has focused on the strategies the Public health organisation can form to offer the highly flexible working condition in this organisational which would assist both the health staffs and the patient to perform in a well-organised and cultural healthcare environment.

1.4 Research aim:

This research aims to highlights the effectiveness of managing flexible working condition in the public healthcare organisation. Moreover, the research also aims to highlights the challenges and benefits associated with maintaining flexible working condition in healthcare.

1.5 Research objectives:

To evaluate the importance of flexible working in the public health care organisation

To analyse the challenges associated with maintaining flexible working condition in public healthcare organisation

To determine the relationship of flexible working condition and the flexible working condition

To recommend strategies set by Public health organisation to maintain flexible working condition

1.6 Research questions:

What is the importance of flexible working in the public health care organisation?

What are the challenges associated with maintaining flexible working condition in public healthcare organisation?

What is the relationship of flexible working condition and the employee performance?

How to recommend strategies set by Public health organisation to maintain flexible working condition

1.7 Significance of the study:

This study is highly helpful and important for understanding the importance of the flexible working condition in the organisation. Moreover, this study also determines the relationship between eth flexible working and employee engagement in the public healthcare. Therefore, this study assists the learner to understand how the flexible working can contribute the productivity and creativity of the healthcare organisation.

1.8 Summary:

This chapter has focused on the introduction of the research topic and given the background information on the flexibility of working in public healthcare, moreover this chapter also establish the research objectives and questions which assists the researcher to implement the proper informational to explain the research topic in efficient manner.

Chapter 2: Literature review

2.1 Introduction:

In this chapter researcher has used the relevant theories and models in order to explain the importance of flexible working condition in the pubic healthcare organisation. Through using the appropriate theories, this chapter has discussed the relationship between the flexible working condition in the healthcare and organisational and organisational productivity. By using different relevant academic sources and; literature, this chapter has discussed the how the flexible working condition can assist the Public health organisation in order to offer the heathy, positive and creative working culture to all its staffs. In this chapter, research has analysed the selected academic ligature in terms of determining the benefits and challenges that are associated with flexible working condition in eth public health organisation.

2.2 Concept of flexible working in public healthcare organisation:

According to Atkinson and Sandiford (2016), flexible working is inevitable for every healthcare organisation, which improves the overall service and productivity of the organisation. Public health organisation is public healthcare organisation which face severe challenges regarding the employee mis-management and huge turn over, due ever-increasing work load on the healthcare staffs. Most of the evidence suggest that, in public healthcare organisation, the proportion of number of healthcare staffs and the number of patients unfavourable for the organisation. In most of public health organisation the number of patients increases day-by-day as compared to the number of health care staffs, which pose the huge workload on individual staffs. In this aspect Axin et al. (2016) stated that, in most of the times, NHS staffs in the UK based public health organisation suffer from huge work dilemmas due to continuous work pressure and low remuneration. This process not only affect the overall physical health of the healthcare staffs but also their mental health. As stead by Azar et al. (2018), healthcare organisational needs flexible working condition for all the staffs which would assist them to take proper relaxation and rest during work. Through offering positive, creatives and flexible work culture, public health organisational can improve the quality of care and treatment process. if employees are highly engaged and dedicated to their task, it would enhance the quality of service and productivity in that organisation. In this aspect, Public health organisation can improve its organisational framework, through taking effectives strategies for flexible working in healthcare sector. The strategies can be vacations, distributed work, changing work schedule, time agonistic work and the job-sharing process.

2.3. Relations between the flexible working and the organisational productivity:

Evidence suggests that there is strong association between the organisational productivity and the flexible working condition. In public healthcare organisational health staffs suffer from the huge work load, low remuneration, rare vacation and overtimes, which affect their physical and psychological status. For improving the quality of service and productivity in healthcare organisation, it is important to improve the employee engagement and employee relations. As stated by Baharudin et al. (2017), in most of the public sector organisation employee suffer from the huge stress, dilemmas and lack pf satisfaction due to their harsh job schedule, which damage their interest and dedication towards the work. As a result, it affects the overall treatment process and the integrity of healthcare staffs. Employees in Public health organisation lack of supporting and flexible working culture which makes them unable to put their best effort and time to treat each patient carefully. Moreover, in the critical care unit of Public health organisation, nurses and other health staffs have to do the over times, additional shift which pose the huge mental stress on them. This is the reason, why Public health organisation is unable to make proper employee engagement and employee dedicational in term of improving ist service. In this aspect, Baharudin et al. (2017) stated that flexible working condition, offer employee in healthcare organisational proper relaxation from the regular work, which is important for maintaining balance between their body and mind. Recent ONS report shoes that, in UK most of the NHS staffs and nurses suffer from the huge work dilemmas, lack of job satisfaction and poor remuneration which compel them to go for job change. In this aspect Berkery et al. (2017) stated that, public health organisational can improve its organisational framework and quality of service through improving the employee engagement process, which can only be achieved through offering the flexible working condition to staffs. In this aspect Public health organisation needs to offer vacation, proper job-sharing facility, flexible working schedule and positive working couture which would improve he employee engagement and employee dedication thereby improving the quality of healthcare service in this hospital

2.4. Challenges and benefits associated with flexible working in healthcare

According to Cannon (2017), several benefits and challenges associated with flexible working condition in the public healthcare organisation. When it comes to benefits, it is important to discuss the process or ways through which flexible working condition influence the organisational productivity and the employee engagement.

Benefits:

Benefits that are associated with the flexible working in public healthcare organisation are better team work, employee engagement, good relation between the employee and employers, more productive and happier workforce and positive working culture. As stated by Chandola et al. (2019), flexible working condition in the public healthcare organisation is important for setting the perfect schedule and job time for each staff based on their ability and skills. Every health staffs and employee in the public healthcare organisation, neds to be provide with son level of flexibility in having the sufficient relaxational and rest during the orc. In this aspect, Public health organisation can focus on the betterment of work, by offering the flexible work schedule to each employee such as proper job time, break and tea time for each staff. On the contrary Chiang and Lundgren (2017), argued that, sometimes, only betterment of team work is but enough for improving the overall healthcare service in the organisation, rather depends on other factors such as productive work force, employee engagement and job satisfaction, all these factors can be achieved through offering the flexible, positive and highly optimistic organisational work culture to each staffs, Public health organisation needs to review the work schedule, job allocation and regular shift for each staffs, in order to standardise as well as restructure the entire work process. As stated by Chung (2018), flexible working reduces the individual workload on each employee in the public health organisation, through impending the distributional work, shifting duties, flexible work time- and job-sharing process.

Challenges:

On discussing the challenges that are associated with flexible working condition I the public health organisation, Cooper and Baird (2015) mentioned that, flexibility needs to have certain limits that can control the activities and behaviour of the organisational staffs. In most of the times, flexible work condition is misused through some workers in term of taking the unethical and unfair advantages. Moreover, flexibility in working sometimes, reduce the control of employers on the employee. For example, in case of the public healthcare organisation, healthcare staffs and nurses are sometime taking unfair advantages of allocated tea breaks and vacation, which affect the overall quality of service. Public health organisation needs to implement the such a flexible condition which would assist the staffs it meets their basic requirement rather that helping the, to misuse the advantages. According to De Menezes and Kelliher (2017), job sharing and distributional working process in public health organisational sometimes causes huge conflict and confusion regarding the individual task. In this aspect, it is seen that distribution of task in inequal and unfair manner in flexible working condition can lead to lack of employee satisfaction and engagement in the healthcare organisation. evidence based studies suggest that, most of the healthcare staffs do not work properly without the supervision and proper control. Therefore, Public health organisation needs to improve the monitoring and controlling process in the organisation which assist the higher official to monitor the proper activities and tasks of dah staffs, this process would assure that, employees in this hospital use the flexibility in well-organised manner and there is no misuse of opportunities.

2.5. Theories regarding flexible working:

Hertzberg’s Two-Factor Theory:

This theory had been developed by Frederick Herzberg, which highlights the two important factors that is associated with the flexible working condition in terms of developing employee satisfaction and motivation. The two factors are motivator factors and hygiene factors. Motivator factors include, good remuneration appreciation, positive work culture, career progression and proper recognition. On the other hand, hygiene factors are salary, benefits, company policies, work schedule, relationship with the manages and the co-workers. As stated by Eikhof (2016), this theory is highly applicable in determining the actual needs of employee in terms of improving organisational productivity. In public healthcare organisation, this theory can assist the higher officials to understand which factors or condition they should consider while implementing the flexible working culture for employees. Based on this theory, of the employee feel satisfied, supported and appreciated they can improve the productivity and service of the healthcare organisation by putting their best effort into each task. In terms of maintaining the employee satisfactions and make them feeling appreciated it is important that get should be given proper flexible work condition. In this aspect, Public health organisation needs to assure that all the employee in this hospital are provide with proper flexibility which assist them to meet their basic needs. According to Gebert (2016), flexibility is not confined to only provide the better work schedule and relaxation to the staffs, moreover, it also includes good salary, incentives, appreciation, positive work environment, flexible organisational policies and fair pay. All these factors can not only implement the flexible working environment in public health organisation but also assist the employee to get motivated and satisfied. Therefore, Public health organisation can make the work environment flexible by focusing on the hygiene and motivator factors that are associated with the employee satisfaction and engagement.

Maslow’s Hierarchy of Needs:

Abraham Maslow has developed this theory in 1943, which highlights the hierarchy of different basic needs for human. The needs are physiological needs, safety, love/belonging, esteem and self-actualisation. This theory can be applied in the workforce of public health organisation in term of determining the needs that are associated with maintaining the flexible working condition in the healthcare organisation. based on this theory Hörning et al. (2018) mentioned that, in public healthcare organisation, most of the employee are unable to meet their health and safety needs, psychological needs, self-esteem and relational needs, which influence their working behaviour and process. this is the reason behind the challenges that Public health organisation faces regarding workforce maintenance. based on this theory, Public health organisation needs to focus on the basic needs of the employee that are discussed this theory. As stated by Mok et al. (2016), all the staffs in public healthcare organisation needs proper shelter, food and water that are the basic physiological needs of human. In most of the cases, such as in Public health organisation, heavy workload makes the health staffs unable to take timely food and water which affect their physical health. This is the reason behind huge turn over and job change of health staffs and NHS nurses. According to Kristjánsson et al. (2018), Maslow’s theory highlights that with the physiological needs, staffs need proper support, care, safety, love and appreciation in the workplace which is important for make them satisfied and engaged. In this aspect Public health organisation needs to focuses on these above-mentioned needs to meet the physical, psychological, relational needs of the staffs which would assist the organisation make offer flexible working condition to the staffs.

Hawthorne Effect:

This had been developed by Henry A. Landsberger in 1950, which focused in the fact that some people work better and harder id they are observer in regular manner. As stated by Hörning et al. (2018), this theory can be applied to the workforce in order to determine influence of physical condition on the productivity of organisation. Based on this theory, if employee are observed by the supervisor, managers regularly, they would put their best effort in achieving the organisational goals. In this aspect, Public health organisation can improve the monitoring and observation system on the health staffs and nurses in order to make them to work harder and better. On the contrary Mok et al. (2016) argued that, hovering over the employee or watching them regularly can make negative effect on the employee. More, it can damage the flexibility and work freedom of the healthcare staffs in the healthcare centre. In this aspect, Public health organisation can conduct the feedback system, appraisal process, assessment process, in order to analyse the working process of the staffs.

Expectancy Theory:

Based on this theory, the activity of people is based on the outcomes that the expect from their behaviour and performance. This theory can be applied into the workforce, in order to determine the importance of flexibility in the work environment. According to De Menezes and Kelliher (2017), Expectancy theory assist the mangers and higher officials of any organisational to understand the fact that, employee would give better when the expect some benefits in terms of their activity such as rewards, incentives and appreciation. Public health organisation needs to apply this theory in its workforce in order to meet the expectation of all its staffs such as offering them flexible working environment, better remuneration, salary hike, allotted leave and vacation. On the contrary Hörning et al. (2018) argued that, sometimes, the expectations of staffs are unfair and illogical as per the organisational regulations, which the organisational needs to avoid in order to maintain the well-organised and positive working framework in the company. In this aspect, Public health organisation also analyse the expectations and needs of its health staffs in order to analyse whether the expectations are fair and justified. This process would assist this hospital to offer the discrimination free, flexible, equal and creative organisational culture to all its staffs, which would improve the bonding of all the staffs.

Three-Dimensional Theory of Attribution:

Based on this theory, human behaviour and activities are attributed to some factors such as their surrounding environment, motivation, appreciation, social support and acknowledgement. This theory can be applied into workforces, in terms of discussing how flexible work condictio acts as the positive attributor to the employees. Public health organisation needs to focus on maintaining the flexibility for workforce in order to develop their positive behaviour and activities. On the contrary De Menezes and Kelliher (2017) argued that, sometimes, flexibility in workforce cannot be considered as the attributor of positive behaviour, rather it can develop the negative approach such as arrogance, dominance and mis use of the organisational resources. In this aspect, Public health organisation needs implement such a working condition in which the flexibility can act as positive attributor to the behaviour and activities of people (Chung, 2018). through regular feedback process, assessment, checking the performance of each health staffs, Public health organisation can assist its health staffs to improve their performance level and behaviour in term of improving the organisational productivity. with this feedback and assessment process, staffs of the public health organisations need to be offer sufficient work freedom which will reduce the loads of overweight and stress on them. In most of the times the turnover of senior health staffs and NHS nurses in UK based public health organisational can be attributed to the heavy workloads, additional; shifts and harsh work schedule, in order to manage this situation Public health organisation can apply this theory, in order to offer the employee positive and highly flexible work culture which can acts as positive attributor to the behavioural and performance improvement of all the staffs.

2.6 Gap in literature:

Although this research has successfully highlighted the importance of flexible work environment inn public health organisation, it is unable to focus on some other important areas that are associated with this discussion. They selected articles are unable to highlight the fact why public health organisational is prevalent to the; lack of flexible work condition as compared to the private hospitals and healthcare centres. Although the literature highlights the challenges and benefits that are associated with maintaining flexibility in public health organisation it is unable to determine the factors that can influence the outcomes of the flexible work condition in the workforce. This literature has successfully identified the challenges and benefits of maintaining flexible working condition in the workplace. However, it is unable to highlights that how the challenges can be transformed into benefits by applying the innovative process in the public health organisation. Although this literature has established the challenges that are associated with maintaining the flexible working condition in the workforce, it is unable to focus on the adverse effect of lack of flexibility in the public health organisations. Therefore, it can be stated that this literature has failed in order to explain the above-mentioned areas that can be considered as the major gaps of this literature.

2.7 Summary:

This chapter has presented relevant theories and models in order to discuss the importance of flexible working condition inn the public health organisational with special reference to Public health organisation. Moreover, through depicting the theories, it has also represented the challenges and benefits that are associated with maintaining flexibility in the workplace. Finally, this theory also discussed the gaps in the literature that this research is unable to highlights.

Chapter 3: Methodology

3.1 Introduction:

This chapter has used different research tools and techniques such as research design, approach, philosophy and strategy which influence the overall outcomes of the research. This chapter has depicted the process in which the entire research is preceded. It has described the research outlines in order to describe the specific tools and techniques that the researcher has used in conducting this research. Moreover, in this chapter research has used the Gantt Chart which highlights the required time for conducting each stage of this research. Moreover, this research also uses the ethical consideration and the limitations of this research. In the ethical consideration research has highlighted the ethical factors that are considers and prioritised during conducting this research.

3.2 Research outline:

3.3 Research onion

According to Saunders et al. (2009), research onion is the core graph of the entire research that depicts the entre tools and techniques that are used to conduct the research. Research onion has associated the research to describe the different tools of this research such as research design, approach, strategy and philosophy that are important for making the entire research. The entire research onion is classified into six major divisions such as research philosophies, approaches, choices, strategies, time horizon and research techniques and procedures, through discussing the six segments researcher would be able to highlight the different stages that have been performed in order to meet the research objectives.

3.4 Research Philosophy

There are the types of research philosophies such as positivism, interpretivism and realistic philosophies. In order to conduct this research researcher has chosen positivism philosophy, which assist the research to use the relevant database from suitable academic sources. Positivism philosophy assist research to use the natural phenomena their properties and relations in order to describe the research topic. Moreover, through using this philosophy, the researcher is able to use the proper interpreted logic and reason in terms of analysing the research problems, objectives and questions. On the other hand, other two philosophy is based on deep study, which is not possible for researcher for conducting this research in time.

3.5 Research Approach:

There are two types of research approaches such as inductive and deductive. According to Solomon (2014), inductive approach is based on developing hypothesis or new theories based on the collected database. On the other hand, deductive approach focuses on existing theories and hypothesis, in order to analyse and discuss the research topic. In this research researcher has used deductive approach, through which it is possible tom use the existing theories and models in order tom explain the research questions. Through using deductive approaches researcher has used the relevant theories and exiting hypothesis which assist the researcher to meet research objectives. On the other hand, inductive approach is irrelevant for this research as this is based on developing the new hypothesis, which can create severe complication in terms of meeting the research objectives.

3.6 Research Design:

There are three different types of research designs such as onion, descriptive, explanatory and exploratory. Exploratory research design assists researchers to conduct the study based on the predefined fundamentals and information. On the other hand, explanatory research design assists the researchers to craw the conclusion first and then proceeds the entire research process. As compared to above-mentioned two research deign, the descriptive research deign is highly relevant in conducting this research in which researchers research can use the comprehensive discussion and the information in terms of discussing the research issues, research objectives and questions. On the other hand, the explanatory and exploratory research designs are usually used in researchers in which the researchers need to analyse the predefined issues and data or they need to restudy the previous issuers in the research process. in case of this research this two-research design would not be relevant as they cannot assist the researcher to analyse the research topic in comprehensive manner with using proper academic sources. Therefore, the selection of descriptive research design is highly relevant for this research which has assisted the researcher to meet the research objectives.

3.7 Research Strategy:

Based on the research onion, research strategies are of several types such as survey, interview and case study. In this research has conducted the primary research process, in which both the the qualitative and quantitative research have been performed. Qualitative process is the process in which researchers use the theoretical database that are collected from the respondents. Here, the research has used the qualitative research process, in which 5 staff members in NHS Public Health Service have been selected for interview. They are asked relevant open-ended questions in order to get the comprehensive information about the research topic. All the response of these participants is collected and recorded for the research as well as for the future use. the other process is quantitative method, in which research collects the numerical database from the respondents and evaluate the database in order to meet the research objectives. In quantitative data collection process, researcher has conducted survey of the 50 NHS nurses working in Public Health Service (NHS, UK) in which all of them, are provided with closes ended questions. After the survey is completed the numeric database collected through this research is collected and put into the graphical presentation in order to get the expected results.

3.8 Data collection method

Data collection method is of two types primary data collection and secondary data collection process. in primary data collection process, research collect the database directly from the respondents through conducting survey or interview. In case of secondary data collection methods, researcher collected relevant information from the secondary sources such as article, books, online magazines, governmental reports and newspapers. In this research, researcher has used primary data collection process, in which both the qualitative and quantitative data collection methods are used. Research has used primary data collection process, as it would assist research to ger the accurate information regarding the importance of flexibility in workplace in public health organisation. however, in primary data collection process, sometimes, the accuracy and authenticity of database depends on the respondents. Sometimes the staffs of selected company do not reveal actual database which can interfere with the authenticity of the entire research outcomes.

3.9 Sample size and techniques:

Here researcher has used random sampling process in terms of conducting the survey. In survey, 50 NHS nurses working in Public Health Service (NHS, UK) have been chosen for collective the quantitative database. On the other hand, in term of collecting the qualitative database, 5 staff members in Public health Service are selected. All the information is recorded and collected in proper manner for the research and the further use,

3.10 Research ethics:

In conducting this research, researcher has considered the ethical process, in order to maintain the accuracy and relevancy of the entire research process. during the survey all the respondents are provided with prior information regarding the purpose and objectives of this research. All the respondents are treated in proper respect and dignity. Research has also ensured that, all the respondents have given their full consent before joining the survey methods. Not force or pressure has been applied to ant respondents in term of collecting data. Research has followed the guidelines of Data Protection Act (1998), in term of maintaining the privacy and confidentiality of database that are collected through this primary research process.

3.11 Research limitations

This research has faced some limitations such as insufficient fund, time and physical resources. Time that is allocated for this research is too short, so that the researcher cannot include more respondents for using the huge amount of database. Moreover, for the time shortage, research has to limits the research into particular area rather than conducting it into larger locality which would be useful for maintaining the appropriateness of the research. On the other hand, fund is limited for the research study, so that research has to use limited number if mangers and staffs of the selected organisational in order to save the fund.

3.12: Summary:

This chapter has discussed entire research methods in which the researcher has conducted the entire research process. moreover, it depicted the research onion in order to represent the important six stages that are used in this research. In this chapter researcher has described the research deign, philosophy, strategy, approach and data collection process. Moreover, thus chapter has also described the research limitations that researcher has faced to conduct research. On the other hand, this chapter also highlights the ethical consideration that the researcher has implemented and followed in term of maintaining the credibility and integrity of this research.

Chapter 4: Data Findings and analysis:

Introduction:

Researcher has used primary data collection process in this research, in which both the qualitative and quantitative methods are used. in this chapter researcher has represented the numerical database that are collected from respondents into graphs and chart sin term of analysing the database. Through this analysis, transfer is able to active the research objectives. Through the interview result, research is able to analyse the theoretical and comprehensive responses of the mangers that assist the researcher to determine the importance of flexibility in the workplace.

Quantitative analysis:

Q1: What is your age?

Analysis:

From the graphical representation it is seen that majority of the staffs in Public health organisation are included in the age group 30-40. Therefore, it can be stared that, most of the staffs in this hospital are young, which is positive sign for improving the productivity and service quality of the hospitals. Moreover, young staffs need more freedom, relaxation and flexible work condition as they have deal with huge workload. In this aspect, Public health organisation needs to focus on making its work culture more flexible and positive which will provide and authority and freedom to each staff in order to share their work, decision and viewpoint with other staffs as well as officials.

Q2. For how many years you work in NHS Public Health Service?

Analysis:

From the above-mentioned graph it is seen that majority of the staffs (40%) in Public health organisation have more than 8 years’ experience. Which can consider as the good sign. Staffs with more years of experience can understand the needs and objectives of the hospitals, which would also import either performance and service quality. However, it is also true that, well-experienced staffs can easily job opportunities in other hospitals if they face inflexible and unfavourable working condition.

Q3: What is your Income level?

Analysis:

From the above-mentioned graphical representation it can be stated that majority of the staffs in Public health organisation get remuneration lower than 20000. Ow remuneration of majority of the staffs in Public health organisation, can be one of the reasons behind inflexible working in this hospital. Only 12% staffs in this hospital het more than 60000 salary which can be the reason of dissatisfaction for the low-income staffs in this hospital. Flexible working consists of good salary, incentives, proper financial support to al the staffs. in contrast to this fact, Public health organisation pay low salary to majority of its staffs which is not relevant with their huge workload. This is the reason why most of the experience staffs leave this hospital. Therefore, it is important for Public health organisation to focus on restricting the salary process and provide the financial support to all its staffs.

Q4. How far you agree that flexibility is importance in workplace to motivate staffs?

Analysis:

From the above graph it is clear that, majority of the staffs in Public health organisation agree with this fact that flexibility is important for the workplace. Only 4% staffs disagree with this fact which can be neglected. Based on this result it can be stated that majority of staffs in Public health organisation need flexible, positive and motivated working condition, which can assist them to meet all their basic needs. Evidence based reports suggest that, flexible working condition is important jot only for motivating and encouraging staffs, but also for improving the efficiency level of staffs in order to achieve the organisational goals. From the graphs it is clear that majority of the employees working is Public health organisation are in favour odf flexible working condition in the healthcare organisation.

Q5. Do you agree that flexibility and motivational in working assist staffs in term of improving quality of service in the public health organisation?

Analysis:

From the graphical representation, it is seen that, 42% of the staffs in Public health organisation agree with the fact that, flexibility in working in the public healthcare organisation is important in improving the service quality, analysis of this result shows that, flexible working condition motivates the staffs in public healthcare organisation to work hard in order to dedicate their best effort for choosing the organisational goals, if the staffs get proper salary, good incentives, positive work culture and highly creating working environment, it will encourage them to make string relationship with their organisation. Moreover, through maintaining flexible working condition it is possible for the staffs in the Public health organisation to meet the organisational goals. Therefore, flexible working condition is the key factors that improve the efficiency and performance level of the staffs which is importance for improving et service quality in the public healthcare organisation.

Q6. How far you agree that flexibility is associated with the employee motivation and performance enhancement?

Analysis:

Analysis of the above-mentioned graphical result shows that, majority staffs (42%) of Public health organisation strongly agree with the fact that flexible working id associated with employee engagement and performance enhancement. Evidence based reports suggest that flexible working assist staffs to share their decision, knowledge and perception which improve their proficiency level. If the pub health organisation; offer flexible working environment to staffs, it would assist the staffs meet their financial, physical and psychological needs. Therefore, flexibility in working is associated with employee satisfaction which is the key factor to promote employee engagement and performance enhancement. In this aspect Public health organisation needs to provide the flexible working condition to all its staffs in term of enhancing the employee engagement and performed enhancement.

Q7. What are the challenges are also associated with more flexible working environment in public health organisation?

Analysis:

The above graph shows that, all the respondents have considered different challenges that are associated with the more flexible working environment in the public health organisation. Majority of the staffs (42%) consider that misuse of the opportunities can be the important challenges or drawback of more flexible working environment on evaluating this consideration it can be stated that, sometimes staffs in the public hospitals misuse their vacation, leaves, opportunities that reduce the level of their performance and quality of service. Among the respondents 38% of the staffs considers that poor control on the staffs can be one of the important challenges in maintaining flexible working condition in the healthcare organisation. other challenges that are also mentioned by the staffs of Public health organisation are mismanagement in workforce, staff’s dominance and lack of discipline. From this analysis of the graphical information; it can be recommended that Public health organisation needs to focus on improving its monitoring and controlling process while implementing the flexible working condition, in order to make perfect supervision of each staff.

Q8. How far you agree that flexible working in the public health organisation is related to the employee motivation and reduced turnover of staffs:

Analysis:

This above graph shows that, flexible working condition in the public health organisational is associated with employee satisfaction and motivation. In public health organisation, staffs deal with huge workload in lower salary which compel them to seek better chances and job change. Moreover, staffs are unable to take their own decisions or share their problems, which makes them feel unwanted and irrelevant for the organisation. This is why Public health organisation faced high turnover of its heath staffs and nurses. majority of the staffs in Public health organisation (42%) strongly agree with this fact that flexible working condition is effort with improving the employee engagement which motivate employee to put their best effort in achieving organisational gaols. Moreover, through maintaining flexible working condition in the public hospitals, staffs can meet their basic physical, emotional and financial needs from organisational which assist the, to stay in the company for long period, thereby reducing eth chances of turn over.

Qualitative analysis

Q1. Why it is importance to maintain flexible working and motivation in public health organisation?

In response to this question, the three care mangers of Public health organisation have expressed their personal viewpoints. The first manager stated that, flexible working condition is one of the important factors in terms of satisfying staffs with fulfilment of their basic needs. The manager also stated that flexible working means, staffs are providing with better opportunities, freedom, relaxational vacation, better remuneration, appreciation and support from their organisation. Flexible working assist staffs to work in their comfortable zone, in which they can share their decisions, views and problems to the peers as well as to their higher officials. The second manger also support the statement that flexibility is important in any workplace for betterment of the workforce. According to the second manger, flexible working condition is associated with the employee motivational and their satisfaction. The mangers stated that, if staffs get flexible working which assist them to meet their physical, emotional, spiritual and physical needs, then it motivates staffs to put their best effort in order to achieve the organisational gaols. Moreover, the two mangers also sated that flexibility also assist the organisational to maintain strong relations between eth employee and employers that si important for betterment of the service and treatment process in public health organisation. the third manager of Public health organisation disagree with the statement and stated that, flexibility sometimes can interfere with the ethical and moral, values of public health organisation, the manger stated that, in public hospital, therefore are huge workload and job responsibilities on each staff. for maintaining the perfect co-ordinational among all the task, it is important for the higher authority to maintain strict regulation and guidelines for the staffs. on the other hand, flexible working in public health organisation; can reduce the speed of task completion due to misuse of opportunities by the staffs, in this aspect, the manger state that Public health organisation needs to strict its organisational and working schedule in order to maintain well-organised health framework.

Q2. What challenges are associated with flexible working condition in public health organisation?

According to first manager of Public health organisation, flexible working condition is associated with different changes that Public Health Service can face. The challenges can be lack of disciplines, misuse of opportunities, employee dominance, poor control on staffs and mismanagement of responsibilities. These changes is associated with reducing the preference level and service quality of the health organisation. The manager stated that, Public health organisation focuses on maintaining flexibility is such a way that can not interfere with the company regulations and staffs’ responsibilities, the second mangers considers misuse of opportunity is one of eth importance challenges that is associated with over flexible working condition. In public health organisation higher official needs to supervise the several task regularly, which makes it difficult for them to check whether the staff’s performance their duties well. In this aspect, flexibility in working such as leave, vocation, salary hike and lowering the individual responsibility can provoke some staffs to misuse the opportunity and damage the reputational of health organisation. the third manger stated that, although flexibility is important for public health organisation, the perfect controlling and supervising system is more important for eliminating chances of misusing this flexible working condition, the manner stated that Public health organisation is going to improve it overall supervision system and monitoring service, which would assist the higher officials to supervise the regular work of each staffs. flexible working condition can lead to poor management and lack of control of the staffs in public health hospital if their poor supervision and monitoring process in the hospital.

Q3. How flexible working in organisation can promote employee motivation and increased performance level?

As per the first manger the flexible working process is associated with improving the employee satisfaction and motivation if the staffs in public health organisational are provided with flexible working condition, it will encourage them to work harder and achieve the organisational goals. The manger also started that, through maintaining flexible working condition, health organisation can fulfil the expectations of all staffs which is important fir making staffs happy and engaged. Employee in the health organisational are more engaged when they get proper financial, physical and emotional support. The mangers stated that, if the staffs are provided with proper freedom, and authority which assist the, to share their decision and problems with their peers and higher officials, they will be more engaged and dedicated to their work. If staffs can enjoy the working condition in their workspace, the can be highly engaged with work, which will improve the service quality and performance level if the staffs. the second and third mangers stated that flexible working condition work as the key factor that influence the employee motivational and perforcemence.in public health organisational, when the staffs get proper freedom, financial support and appreciation, they will be belter engaged it their regular task, moreover the mangers stated that flexible working would assist the organisational staffs in healthcare centre to share them values, thoughts and opinion which is important for improving the co-ordinational and team work. Moreover, flexible working also encourages each staff to improve individual performed level and proficiency is important for achieving organisational target. From eth viewpoints of all three mangers it can be stated that, flexible working is associated with employee engagement and higher performance of eth staffs. in this aspect if the staffs get proper flexible working condition, they will be more engaged into their work.

Q4. Is Public health organisation being able to implement flexible working condition in its workplace in order to motivate its staffs?

The first and second manger agree with the fact that, Public health organisation has successfully maintained the flexible working condition for the staffs. Moreover, they stated that, turn over of staffs and nurses in this hospital is due to the lack of proper supervision and control of the staffs rather than due to the poor flexible working condition. The third manager stated that, Public health organisation has to improve its working process in order to maintain the flexibility in the workplace. The manager acknowledged that, due to huge workload and ever-increasing number of patients, it is difficult for the officials to offer the sufficient flexibility to the staffs, it can be considering as the reason behind huge turnover of staffs. Moreover, the manger also stated that, Public health organisation is unable to maintain flexibility in working due to poor fund and financial assistance from NGO and Government. Due to poor financial status, Public health organisation is able to make proper salary hike for the staffs which is one of eth reasons behind lack of flexibility in their working. Moreover, as compared to the salary their job responsibilities are increasing day by day which leads to employee dissatisfactions, in this aspect, the manger stated Public health organisation needs to improve its policies and strategies to focus on maintaining eth flexible working condition which can assist the staffs to meet their basic needs.

Q5. What strategies Public health organisation is going to take maintain flexible working and employee motivation in Public Health Service?

The first manger started that, Public health organisation has taken several strategies in terms of maintaining flexible working condition. It is going to offer the salary hike for each staff based on their performance. Moreover, it would also conduct the training and assessment program for the staffs in which staffs can discuss and share their problems with the higher officials. The second and third managers stated that Public health organisation is going to offer incentives, vacation, extra casual leave and job shifting process which would reduce workload for individual staffs. moreover, it is to conduct the weekly meeting with the staffs, in which the staffs would be asked about their decisions, opinions and problems in front of higher officials. All the strategies are expected to assist the staffs to meet their financial, physical and emotional needs. Both the managers also stated that, it is possible that Public health organisation can face several challenges, such as lack of time, fund and assistance from the government. Therefore, in order to avoid all these challenges, Public health organisation is going to focus on its existing financial and organisation framework. Another importance strategies that Public health organisation is going to take is consultation with the staffs in order to understand their expectations and needs. This process would be conducted after the training process, un which individual staffs would be called for personal discussion. In this discussion, staffs can be providing with opportunities in order to share their own decision, problems and expectations. All the three mangers consider that the strategies are expected to be highly useful for Public health organisation in order to maintain the flexible working condition.

Chapter 5: Discussion

5.1 Introduction:

In this chapter researcher has discussed the usefulness of the findings that are presented in the chapter 4. This chapter has evaluated and analysed the results of both qualitative and quantitative database in order to discuss whether the the results assist researcher to meet the research objectives. In this discussion research has analysed the usefulness of result that are collected from eth qualitative and quantitative database in order to give proper explanation about importance of flexibility in working in public health organisation.

5.2 Discussion:

Quantitative findings:

From the database that are collected through quantitative analysis, it can be stated that majority of staffs in Public health organisation is in favour of maintaining flexible working in public health organisation. From the funding in chapter 4, it is clear that, most of the staffs in Public health organisation working in lower remuneration (lower than 20,000), as compared to the huge workload. On the other hand, majority of the staffs in this hospital has huge experience in this field, therefore they deserve a good salary, financial support, appreciation and flexible working environment. However, from the quantitative analysed it is clear that staffs in this hospital suffers from inflexible working process which not only affect the emotional and psychological wellbeing of the staffs but also affect their performance level. From analysing the quantitative result, it is clear that, most of the staffs in Public health organisation considers flexible working condition as one of the key factors in promoting employee engagement and satisfaction. Of the staffs are provided with proper freedom, authority, relaxation and financial security, they would be better dedicated and engaged with their work. On the other hand, the analysis also leads to the challenges that are associated with maintaining flexible working in pubic health organisation. In this aspect it can be stated that, staffs of Public health organisation highlight different challenges such as lack of discipline, staff’s dominance, poor control on staffs, poor organisational regulation and misuse of opportunities, that are associated with flexible working condition. Flexibility is important for organisational, as it is associated with only benefits and productivity of organisation. Moreover, the author also stated that public health organisational can face challenge if it is over flexible for the staffs. over flexible working environment can lead to misuse of the opportunities and mismanagement with the organisation. therefore, it is important for the public health organisation such as Public health organisation to focus on taking innovative strategies that nor only offers the flexible working condition but also supervise the overall activities of staffs in order to eliminate the chances of the mismanagement within the organisation. From the above-mentioned analysis, it can be stared that, Public health organisation is going to take effective strategies in order to maintain flexible working condition in its workplace, such as shifting duties, job sharing, incentives, remuneration hike and positive as well as flexible working condition. Through implementing these strategies, it is expected that, Public health organisation can improve its overall working condition and can satisfy the staffs.

Qualitative findings:

From the qualitative result it is clear that, care mangers of Public health organisation consider that Public health organisation is unable to maintain proper flexible working condition in its workforce. This is why there is hug number of the jib chance and turnover of experienced staffs. by analysing the result of interview of the mangers it can be stated that, flexible working condition is associated with improved employee engagement, satisfaction, and performance enhancement. Moreover, from the qualitative finding it is also clear that mangers believe that flexibility can brings several challenges such as misuse of opportunities, lack of control on the staffs and the mismanagement in workplace. However, flexible working condition is important for making the staffs happy and satisfied. As the staffs in public health organisation face more work load and harsh deadline as compared to the staffs in private health organisation, flexible working in public health centres is important. In addition to this, it is important for Public health service to implement the strategies that it has already taken for maintain flexible working condition, in such a manner that will assist higher official to improve the Performance level of service quality of this hospital.

Chapter 6: Conclusion

6.1 Introduction:

In this chapter research has concluded the analytical result of the entire research method and link the result with each objective. By inking the funding and result with research objectives, this chapter assists the researcher in order to represent the usefulness and authenticity of the entire research. In this chapter the researcher has depicted the fact that, how the entire findings from the qualitative and quantitative methods, can assist the researcher to meet the research objectives, and research aim. Moreover, in thus chapter research is able to answer the research questions in effective manner which is important for justify the entire research topic.

6.2 Linking with objectives:

Objective 1: To evaluate the importance of flexible working and motivation in the public health care organisation:

In terms of justifying this objective, researcher has collected the database from qualitative and quantitative questions which assist the researcher to meet this objective. From the quantitative question no 5, 6 and 8 it can be concluded that flexible working condition is important for enhancing eth employee motivation in the pubic organisation. the responses of qualitative question 1, 2 and 3 that are collected from eth care mangers of Public health organisation, shows that flexible working condition motivate and encourage staffs in order to put their best effort in term of achieving the organisational goals. From the overall analysis of the responses of qualitative and quantitative questions it can be stated that, researcher is able to met the first research objectives. Moreover, it can also be stated that, this conclusion from the abovementioned responses is able to linked to the first objective of this research.

Objective 2: To analyse the challenges associated with maintaining flexible working as well as motivation in public healthcare organisation

In term of justifying this objective, researcher has used the responses that are collected from the qualitative questions 1, 3 and 4 and the quantitative questions 4, 5 and 6. Based on the response it can be concluded that flexible working condition is associated with different challenges that can reduce the staffs motivational and dedication. Thus, responses show that if public health organisation implement the flexible working condition in the organisation this will affect the overall discipline, management and control of the staffs. Over flexible working can lead to lack of staff control and mismanagement that can reduce the employee performance rather than motivating them for achieving eth organisational target. Through analysis of this responses it can be stated that, researcher is able to meet the research objectives. Moreover, it can also be stated that that the conclusion is successfully linked to the second research objectives.

Objective 3: To determine the relationship of flexible working condition and employee motivation

From the response of qualitative questions, 1, 3, 4 and 5 and quantitative questions no 5,6 and 8, it is clear that flexible working assist the employee in the public health organisation to improve their performance. If the staffs are provided with proper freedom, relaxation, vacation, leaves and the financial support, they would be highly motivated for putting their best effort in order to meet the organisational target. Moreover, analysis of these responses assist researcher to describe the intimate relation between the employee motivation and flexible working condition in the workplace. Flexible working condition assist organisational to meet the basic neds of its staffs which is important for motivate and encourage the staffs. Therefore, it can be stated from analysing the responses that, researcher is able to linked the conclusion with this research objectives. Moreover, it can also be stated that the discussion of the above-mentioned responses assists the researcher to meet the third research objective.

Objective 4: To recommend strategies to maintain flexible working condition

From the qualitative questions no 5 and the quantitative question no 8, researcher has depicted that strategies that public health organisational can take to maintain the flexible working condition in the organisation. the strategies include job shifting, job sharing process, incentives, remuneration hike, authority and freedom its staffs, vacation and leave. All these strategies are expected to be useful for motivating the staffs in order to make them dedicated and involved in their regular task. From the responses it can be stated that researcher is able to link the research objective with the conclusion and is able to meet the fourth as well as last research objectives.

6.3 Recommendation:

Based on the discussion, following strategies can be recommended to the public health organisation in order to implement and flexible working in workplace and promote employee motivation.

Job sharing procs is highly effective that public health organisational can implement in its work framework. Through job sharing process, staffs in public health organisation can share their work load that will reduce individual work stress. Through job sharing process it is possible to encourage and motivate the staffs in order to develop their skill and performance to contribute to the betterment of organisational policy

Certain range of freedom and authority should be given to the staffs in order to make them feel valued and respected in organisation, staffs should be provided with power to take small decisions for organisational benefit, which can motivate them to pout best effort in achieving organisational gaols.

Incentives and remuneration hike are important strategy for maintaining flexible working and employee motivational in the organisation, that assist organisational to improve its service quality.

6.4 Limitations of this research:

Researcher has faced some limitation in terms of conducting this research. As the research believes to academic background, it is difficult for getting huge fund and time for conducting thud research, therefore researcher have to complete the research in limited fund and time. For this reason, research is unable to make detailed analysis of the findings in order to submit the research paper within the limited time.

6.5 Scope of the research:

This research has introduced huge scope for the future researcher to continue this study with more relevant and appropriate information in order to make the vast analysis. Moreover, as this research has used limited database and information, it offers the opportunities for the future researcher to use more comprehensive database to make detailed evaluation of the study.

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