Report on the main causes and solutions of the problem Based on the OB concept

The Dubai Physiotherapy and Rehabilitation Center (DPRC) is an interdisciplinary outpatient and medical rehabilitation facility for adults, women and children. The center provides comprehensive rehabilitation services for the registered adults and children at the Dubai Health authority. 

According to the author, Organizational Behavior interprets the relationships between people and organizations about the person, the entire group, the complete organization, and the proper social system. The goal is to develop better interactions by achieving human goals, social goals, and organizational goals. Organizational Behavior is a boundary between human behavior and society itself. The origin of organizational behavior finds its roots in the Max Weber and previous administrative studies. The industrialized revolution was the era of around 1760 when the new types of machinery led to the introduction of new production techniques, involving the increase in programming. The industrialized revolution brought about major cultural and social changes, including the new forms of organization (Ludwig & Frazier, 2012). 

The sociologist Max Weber has analyzed these new forms of organization and describes administration as an ultimate type of organization based on the legal and rational standards and maximizing technical productivity. In the 1890s; With the advent of technical management and Taylorism, studies of organizational behavior have become an intellectual discipline. The breakdown of the management spawned the human relations program, which is mainly exemplified by a strong emphasis on collaboration and worker morale. The Movement for Human Affairs in the 1930s to the 1950s helped shape studies of organizational behavior (Ludwig & Frazier, 2012).

The work of different sociologists such as Chester Barnard, Elton Mayo, Mary Parker Follett, Friedrich Herzberg, Henri Fayol, David Mc Cellan, Abraham Mas Low, and Victor Vroom has impacted to the development of organizational behavior as a discipline. The organizational behavior of Herbert Simon presented different important concepts in the study of organizational behavior, in particular decision-making, the dissatisfaction of work and less motivation level in the workplace. Simon and Chester Barnard discussed that people make decisions in organizations from a very different perspective than outside of them. Simon received the Nobel Prize in the field of economics for his great work on organizational dissatisfaction and decision making. In the 1960s and 1970s, this approach became more quantitative and gave birth to different ideas such as dependence and informal organization on resources. The institutional theory, Contingency theory, and organizational ecology were also discussed this phenomenon. From the 1980s, the cultural clarifications of organizations and changes in organizations became areas of study. Due to psychology, anthropology,  and sociology, qualitative research in organizational behavior has become more acceptable (Ashveen, 2018).

The influential factors in organizational behavior are the logical study and function of understanding about how entities and the groups act in any organization in which they may work. The organizational behavior draws attention from other fields to create a unique new field. For example, if we want to examine subjects such as motivation and personality, we will review the psychology studies. The subject of team processes strongly depends on the field of sociology. When we are going to study influence and power in organizations, we pirate a lot from political science. Even medicine subsidizes the area of organizational behavior, particularly when examining stress and motivation and its effects on any individual (Belal & Selaiman, 2011). There is a growing contract regarding the mechanisms or subjects that are the subject of Organizational Behavior. Even though there is a very long and logical debate about the comparative reputation of change, it seems to be the generally accepted that the Organizational Behavior encompasses the fundamental themes of leadership, motivation,  and power, interpersonal communication, processes group, structure and development, learning, and perception of attitudes, change the processes, Conception, conflicts, and stress at work (Belal & Selaiman, 2011).

The Dubai Physiotherapy and Rehabilitation Center (DPRC) is concern about the job satisfaction that is extent of which employees and nurses feel the content, satisfaction, self-motivation and stability in DPRC. The research background is based on measurement and analysis of level of satisfaction of nurses. Job satisfaction happens when the employees feel comfortable in work life balance, career growth, and job stability.  Besides that research identified and evaluated how much people are satisfied with the services and what are the other issues required to be reduced. 

Job dissatisfaction among staff nurses in DPRC were caused when there job did  not match an employee's privacy or created fear and misperception, it was very stressful. Working circumstances: Workplaces should be in normal conditions so that employees can perform their work properly. In workplaces where the conditions are not sufficient, the motivation of the employees decreases and such a situation hurts the job satisfaction of the staff and employees. Managers are one of the main and initial factors that affect job satisfaction. Managers who are concerned in the work of employees, help them to solve their personal and professional problems and develop informal relationships with formal relationships, increase employee job satisfaction. The absenteeism of extrinsic motivation factors (such as salary, security, benefits, level of administrative support and job security) or the absence of these factors is often associated with job dissatisfaction. Intrinsic motivation occurred very rarely when the respondents defined events (Shuja & Durai, 2017).

The nurses in DPRC were the most underestimated staff, although they are those people who care for patients 24 hours a day while they are hospitalized. Currently, nurses seem less gratified due to many unnamed factors and there is a continuous risk of wear and tear (Ludwig & Frazier, 2012). The nursing profession is incapable to attract a reasonable number of men and women due to the wages, working hours and social perception of nurses. Dissatisfaction among nurses in hospitals has been recognized as a significant intermediary in the association between the work environment and patient security outcomes, suggesting that obliging work environments allow nurses to engage in their exertion and thereby guarantee safe care. These connections are less common in well-understood nursing homes (Curtis, 2007). In 2000, the Nursing Executive Center of the Advisory Board Company studied the association between job satisfaction and intent to quit jobs in the nursing profession. The report indicated that a large number of nurses who had low job satisfaction levels in the first two years of their job wanted to leave the organization but some nurses have long-term job commitments due to their satisfactory level. This depressing attitude of nurses for their work would enhance the nurses' purpose to put an end to what can be believed as "pushing" considerations for their business rate. The best solution mangers can take in such situations is to understand and encourage teamwork. The high level of work stress among nurses especially the ones linked with poor job satisfaction, increased nonattendance, fluctuations and the lack of care, as well as a further increase in production costs and instability and a decrease in the low quality of care in the health hospitals.” According to the author, job satisfaction is an essential indicator of non-attendance. It disrupts the calendar, creates overstaffing and increases organizational costs. Consequently, job satisfaction is a major factor in the turnover of nurses (Ramirez, 2014)”. The collaboration and team spirit among team followers are the main elements for high excellence continuous patient care. Different studies indicated that job satisfaction promotes an optimistic outlook, which strengthens the relationship between nurses, the interaction between peers and among nurses and patients, and builds the trust of individual nurses. As a result, professional satisfaction can improve collaboration and thereby improve patient contentment with care through collective and collaborative patient care. Though different sources of professional satisfaction fluctuate by environment and country, it should be explored and compared. In this research study, the researchers tried to recognize the different factors of elements of job satisfaction; and various considerations such as Career and professional development, payment and autonomy, communication and interpersonal skills are common. Different studies have concluded a positive relationship among nurses' job satisfaction with performance and pay (Ayele, Tefera, Temamen, & Adinew, 2017).

e)Quantitative Data Analysis:

Try to include a chart for your data

Factors Mean Score of Dissatisfaction

1) Hospital environment 62% agree with the hospital environment is good and provides all facilities.

2) Professional status 46% Only 6 were satisfied with the professional status and remaining were not.

3) salary, 50% Salary is a way of motivation in any organization or a workplace but in this case, staff nurses are dissatisfied with their salary.

4) Frustrated Environment, Tension or Stress 85% of staff nurses agreed that there were frustrated by the hospital environment.

5) Work schedule. 92% result indicated that the work schedule was tough. 

Graphical representation 

What is particularly striking is that the bedside nurses were so unhappy with the health services - the largest group of professionals in the country dedicated to caring for others. The researcher used data from 13 DPRC nurses. The researchers found that dissatisfaction is just as high. 70% of nurses in the pharmaceutical industry said they were dissatisfied with the health benefits. This result suggests that staff nurses in nursing positions have a clear disadvantage compared to their friends, peers and other members of the general workers. Here researcher explained the disadvantage that may have an effect on the stability of nurses in the workplace. 'to come up. A noteworthy proportion of bedside nurses in hospitals and when nursing is in homes - the main caregivers of the poorest patients - reported that they were tired, dissatisfied with their work and dissatisfied with the reimbursement provided to their workers.

In short, the results showed that management and nurses were satisfied with the essential internal factors of their work, the staff reported that they were dissatisfied with the external factors of the organizational behaviour or environment. The result of this research confirms that there are external factors that did not motivate them and they were dissatisfied with these factors in the organizational climate that negatively affects nursing staff. Recommendations were made to promote job satisfaction in the DPRC.

If high levels of nurse dissatisfaction are not taken into account, health care employers or workers are probable to experience more fighting, including labor disruptions, which are expensive for employers and unsafe for patients. Labor disputes, including strikes that they have done due to dissatisfaction by nurses related to concerns about patient care and dissatisfaction with services, were becoming a common and appropriate issue nowadays.

f)Qualitative data analysis:

Maybe better to discuss as bullet points to be more clear

The researcher used the interview protocol for the acquisition of qualitative data. The data are collected through structured interviews and analysed .

When describing their feeling of overwork, the theme of the seven was discussed: patient care, in the center, was expensive and the center was not paid as many high wages to their staff. 

1. The salary was low that cause dissatisfaction in employees. Staff nurses told that too many things happening at the same time, frustration at the end of a shift and feeling of poor and deprived quality and afraid of doing it.

2. Almost half of the nurses explained the disturbance they feel when they were overwhelmed in the pressure of workload and overwhelmed by the stress of duty and many patients came every day and responsibility of care during a hard activity in a day. 

3. Intensive patient care and high visual acuity have been described: “If the load is heavy, there is not enough staff and the patients are sick. I don't have enough time to give my service to everyone. It makes me unhappy”.

4. A night nurse said, "She told me like giving an example of any day that how they spend time in center. I have five critically ill patients and chronic schizophrenic. She has been screaming since my arrival. She sleeps a hardly any minutes so I can talk to you at this time.  One of the staff nurses said, "When a lot of things going on sat the same time – it is just like that a lot of burdens and overwhelming things going on at the same time. Every day was very hectic. Then when I get home, I'm so exhausted and tired.

5. Other staff expressed dissatisfaction with the lack of staff to take charge: "If you are short of staff" and "A large number of patients and enter h lack of staff". This disturbance was compounded by the difficulty of working overtime when you felt overworked.

6. Job dissatisfaction that are a major factor of this project and other indicator like poor quality of management or organization behavior were high in the DPRC, where nurses had less satisfactory relationships with doctors. Nurses in hospitals with poor staff were 50% more likely to suffer from burnout, were twice as likely to be dissatisfied, and the majority reported poor or fair care than nurses in hospitals with poor better staff.

3) Action plan: These are specific steps that the organization should take to resolve the problem. Nurses' dissatisfaction is a problem and it is important to minimize this problem. The researcher listed here plans to change the DPRC environment to minimize nurse dissatisfaction. Researchers analyze the interview data, which reveals the problem based on the interview and survey responses, and develop a plan to minimize dissatisfaction with the DPRC.

The research chart demonstrates the whole process used for the measurement of organizational behaviour. the factors that cause dissatisfaction in the nurses includes environment of hospital, professional status, salary, frustration due to environment, and work schedule. The possible matrices that can be applied to reduce the job dissatisfaction issues in the nurses are listed below,

1. Provide the best and conformable environment to medical and para medical staff members.

2. Minimize the workload and it can be reduced by hiring new nurses and dividing the work in all the members.

3. Provide maximum work peace and reduce frustration in the environment. 

4. Increase the salary according to the workload on individuals. 

5. Increase intrinsic motivation in the nurses.