The productivity of the people in working is rising up these days because of the changing nature of work atmosphere and also due to the changing standard of living. There are some more reasons as well like the firms do try their best to improve the job satisfaction in work and the job performance of the staff for growing up the business on the whole (Kolus, Wells, & Neumann, 2014). This essay aims to investigate the factors which affect the performance of the people in their job and also aims to know about the relation between the quality and safety in the field of health care. As health care is a very broad field, the understanding of the human factors in the organizational performance is critical in promoting a healthy and good productive atmosphere.
As per Murphy (1989), job performance could be referred to the set of the behaviors which are apt for the goals of the firm or for the goals on which the worker performs. Hence, job performance of the worker always will play an important role in the growth of the firm (Ahasan & Mohamed, 2016). This is because it hugely manipulates the complete performance of the firm and also operates as the main variable in the work and the psychology of the firm (Uddin, 2014). Nevertheless, the performance of the individual is not steady and can easily fluctuate with time. The researches have shown that the performance of the workers changes due to the changes in the time spent in a particular job. Also, the performance changes as the outcome of learning and high level performance are the outcome of a good understanding for the particular job rather than hard work to the job. In addition to that, the changing performance of the individual could happen because of the patterns of intra-individual change or the psychological state of the person.
At the same time, the job performance is taken as one of the vital factors in HR studies. As per Motowidlo (1997), the attitude and the behavior of the person can differ from his job performance with time in the workplace. This is due to the behavior that people display at the time of performance and it is predictable and taken as the value of the organization as to what people will do. Therefore, not every action is categorized as the performance and not every action is also taken to solve the issue of the firms. The actions that are apt and can be measured for the value of the firm and success are measured as the performance. Because of the significance of the behavior in HR studies, the job performance is the main indicator of the efficiency of the HR management system if the firm. If the employees are completely trained and they are well equipped, they will be able to perform nicely and enhance their performance even more. Hence, it is beneficial to the accomplishment of the economic success and rises up the image of the firm.
According to Hahn (2006), when the practices in the firm are fair and the performance pay is based on the performance of the employee, it will increase the efficiency of the perception of the worker towards the firm. As per Mujtaba and Shuaib (2010), this performance pay could be used effectively for the manufacturing atmosphere. This system always is beneficial for the worker to self analyze themselves based on the units of the production. It also will give feedback and motivates the employee and hence, the job performance would also increase.
According to Trahant and Yearout (2006), the employees should make sure of the apt financial rewards are set sideways for the extra ordinarily performance of the workers. It is due to the employees that they do not take the rewards seriously and also the incentive systems though rewards and incentives are not at the guarantee for capturing the attention of the employees and retaining the employees who perform highly and gives nice productivity (Saeed, Mussawar, Lodhi, & Iqbal, 2013).
As per Vicher (2007), the dimensions of the furniture, the layout, level of noise, temperature and other things related to the workplace environment impacts greatly on the job satisfaction and also on the performance of the worker and also on the team. The efficient environment that has assertive vibes and it helps in the comfort of the employees, that workplace contributes a lot well in the performance of the employees (Baines, 2005).
As per Stein (2002), the investigation of the four behavioral families which are linked with the job performance is the best method for examining the performance on the wider level. It is known that the link between the behavioral families and job performance is not likely to have the strong bond with each other at the level of the individual. At the same time, the link in the behavioral families and job performance is more evident and can be closely linked with each other on the aggregate level (Lopez, 2016).
As per Edwards (1991), the worker and the function of the job are related for the results of the firm. At the same time, as per Hogan (1996), nicely constructed measurements of the normal personality are the apt factors of the huge range of the job performance (Lim, Yeo, & Cheah, 2012).
As per the above research findings, there are majorly two factors which are related to the significant link with the job performance. They are work family and personality factors.
The human factors can easily be applied to any field especially in the health care. In the health care, these factors knowledge can be beneficial in the design of the process which can help the doctors and the nurses in their job and make them go as per the processes. These factors are applicable in the safety of the patient (Henriksen, 2012). These factors can display the people in health care about the usage of the prescribing practices and good communication skills in the teams. Many of the health care factors are always dependent on the humans, doctors and the nurses for providing the health care services (WHO, 2009). It is significant for all the health care workers to be aware all the time about the situations which increases their likelihood of the errors for humans in any scenario. The link between the levels of stress and the performance also is been confirmed via research. In addition to that there have been 77% chances where the safety and the quality of the patients can be taken care of nicely due to the human factors knowledge (Carayon, 2010).
This essay focuses on the involvement of the human factors and the job performance of the workers in the firms. In addition to that this essay speaks about the relationship between the human factors and the quality and safety of the patients in health care. There are multiple human factors which might impact the job performance of the employees. Like some of them are personality related factors, work and family related factors, rewards and incentives, income or salary and the environment in which the employees work. Out of all these factors, according to the finding of the research, there are majorly two factors which impact the job performance the most in the firms. They are personality and work family related factors. These factors are the most impactful due to the emotions and the behaviors attached to these factors of the employees. In the second part of the essay, there is focus done on the relationship between the human factors and the quality and safety of the patients. Multiple elements are discussed in the health care field which can become beneficial because of the involvement of the human factors knowledge in the similar field.
References
Ahasan, R., & Mohamed, S. B. (2016). The Tasks of Individuals Practicing Human Factors and Ergonomics. Journal of Ergonomics , 6.
Baines, T. S. (2005). Towards a theoretical framework for human performance modelling within manufacturing systems design. Simulation Modelling Practice and Theory , 13 (6), 486-504.
Carayon, P. (2010). Patient Safety: The Role of Human Factors and Systems Engineering. Stud Health Technol Inform , 153, 23-46.
Henriksen, K. (2012). Human Factors and Ergonomics in Health Care and Patient Safety. Quality Safety Health Care , 19 (3).
Kolus, A., Wells, R. P., & Neumann, P. W. (2014). The relationship between human factors and production quality: framework and future directions. Retrieved October 19, 2018, from https://www.researchgate.net/profile/W_Neumann/publication/275650093_A_framework_for_describing_the_relationship_between_human_factors_and_quality/links/55425fb80cf24107d3946daa/A-framework-for-describing-the-relationship-between-human-factors-and-quality
Lim, K. B., Yeo, S. F., & Cheah, C. S. (2012). Factors affecting individual job performance. Retrieved October 19, 2018, from https://www.researchgate.net/publication/296735147_FACTORS_AFFECTING_INDIVIDUAL_JOB_PERFORMANCE
Lopez, L. G. (2016). Dynamics of Performance and Cognitive Human Factors in a Manufacturing System. Retrieved October 19, 2018, from https://theses.ubn.ru.nl/bitstream/handle/123456789/4098/Thesis_Laura_Garcia.pdf?sequence=1
Saeed, R., Mussawar, S., Lodhi, R. N., & Iqbal, A. (2013). Factors Affecting the Performance of Employees at Work Place in the Banking Sector of Pakistan. Middle-East Journal of Scientific Research , 17 (9), 1200-1208.
Uddin, S. M. (2014). Importance of Human Factors in Industrial Engineering and Design. Journal of Science and Engineering , 8 (1).WHO. (2009). Human Factors in Pa?ent Safety Review of Topics and Tools.
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