Human Relation Factors Influencing Health Worker’s Performance in the Hospital Settings: A Case of Public and Private Health Facilities in Kisumu County
Onyango, Ang’awa Charles
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A good health system management the third building block delivers quality health services to all people, at all times when and where they need them through the availability, competence, responsiveness and productivity of health worker’s. The purpose of this study was to determinate the human relations factor influence health worker’s performance in the health settings in Kisumu County. The specific objectives were to establish human relation factor influence on socio-demographic characteristics, participation in decision making, employee recognition, and job design in health worker’s performance in hospital settings in Kisumu County. The study adapted a descriptive cross-sectional study design. 92 respondents participated in study from a population of 1082 health workers in the seventeen sample (17) health facilities purposefully selected out of the thirty-two (32) accredited health facilities in Kisumu County. Data was collected using self-administered questionnaire interview of health workers in the four (4) health professional and management categories and an observational scale check list was admitted to look at the performance of each of the health facilities and was validated during the study pretest, the collected data was recorded, transcribed and analyzed using the statistical package for social science (SPSS) version twenty-three (23). Inferential statistics was used to determine the level of influence of human relation factor influences on the performance of health workers in the health facilities in Kisumu County Written consent was given to each study participant. The researcher used correlation analysis was to measure the association between independent variables and dependent variable and the strength of their relationship established. The human relations in the study of the HWs socio – demographics was towards their communication and management found that the majority of respondents were female representing sixty-three (63%) and thirty-seven (37%), eighty-two (82%) were Kenyan and eighteen (18%) non-citizens, on recognition of the HWs the study found that the majority of the respondents thirty nine (39%) said that salaries and wages had a significant influence on their performance, in the HWs participation in decision making forty seven (47% ) who participate in decision making, while seventeen (17%) were not aware of taking part in decision-making on their performances as employee, in the HWs impotent of the job designs majority were aware that the appraisal tool was satisfactory and relevant In conclusion, the human relations factor influence in the HWs performances was control and mange by the administrator of the county health and the broad of directors of the public private faith based health facilities. There for performances of the HWs human relations was influences by translate the health organizations into individuals, team and department goals to help clarity, corporate, continuous and evolutionary process which relies on consensus and cooperation rather than control or coercion to encourage self-management of individual performances. In conclusion HR performance focuses on future planning and improvement and personal development rather than a retrospective performance approach It has already been mentioned that in a complex organization such as the hospital setting, have a certain portion of communications and decisions making must of necessity be left to the judgment of those closest to the particular situation. The health organization must rely upon the competence of the various professional work groups, in which four things are of paramount importance: technical skills, humanitarian purpose, flexibility, and organization, in the health system people with the necessary technical skills must be selected and hires and the way made easy for them to adjust to the requirements of their work, their various activities must be effectively coordinated, and at the same time there must be sufficient freedom left for them to exercise their own professional judgment.