Niklyn Joy Estrada
Nursing and Leadership Management
Script: Addressing and Managing Grievances in the Hospital Setting
Today, I’d like to talk about the importance of addressing and managing grievances in the
workplace. Addressing and managing grievances in the hospital workplace is crucial for the well-
being of healthcare teams and the delivery of quality patient care. Hospitals are high-pressure
environments where nurses, doctors, and other healthcare professionals face immense
challenges. If their grievances are ignored or not resolved, it can lead to burnout, low morale,
absenteeism, and even high employee turnover. When healthcare workers are unhappy or
overburdened, the quality of care they provide may be compromised, making it critical for hospital
management to have effective systems in place to address these concerns (Osayi, 2023) (Gulzar
et al, 2023).
Effective grievance management fosters a positive and supportive work environment.
When hospital leadership takes the time to listen to and address the concerns of their employees,
it builds trust, demonstrates care, and strengthens morale. Mechanisms such as open-door
policies, regular feedback systems, and safe spaces for raising complaints can help resolve
issues before they escalate (Gulzar et al, 2022) (Osayi, 2023). Fair and timely resolution of
grievances not only enhances employee satisfaction but also ensures better job performance and
teamwork (Gulzar et al, 2023). A hospital where grievances are managed properly is a hospital
that can maintain a motivated and committed workforce, which translates directly into higher-
quality patient care (Osayi, 2023).
Ultimately, addressing grievances benefits not only healthcare workers but also the
hospital as a whole. When healthcare staff feel heard, supported, and fairly treated, they are more
likely to stay in their jobs and remain engaged (Gulzar et al, 2023). This leads to lower turnover
rates, reduced burnout, and a more stable workforce, which are key factors in delivering excellent
patient care. The well-being of the healthcare team is integral to the success of any hospital, and
managing grievances effectively is a fundamental part of achieving that goal (Gulzar et al, 2023)
(Osayi, 2023).
Workload and Staffing
Addressing Workload and Staffing Challenges in Healthcare
Workload and staffing are interconnected challenges in healthcare, directly impacting the quality
of services and the well-being of healthcare workers. When these issues are unaddressed, they
lead to burnout, reduced job satisfaction, and staff attrition. These outcomes undermine the
delivery of effective healthcare, emphasizing the urgency of finding sustainable solutions
(Alibudbud et al., 2023; Aytona et al., 2022).
The Problem: Heavy Workloads and Understaffing
Heavy workloads arise when there are insufficient staff to meet healthcare demands. This is
especially critical in geographically isolated and disadvantaged areas (GIDAs) in the Philippines,
where severe staffing shortages force healthcare workers to take on excessive tasks, stretching
their capacity and leading to stress and burnout. Burnout has become a significant factor in the
ongoing healthcare workforce crisis, with many professionals leaving their jobs, switching careers,
or moving abroad. This has contributed to a shortage of approximately 127,000 nurses in the
Philippines, directly affecting healthcare quality (Parial, 2024; Alibudbud, 2023).
Understaffing exacerbates workload pressures. Longer patient wait times, reduced service
quality, and overwhelming tasks affect not only healthcare workers but also entire organizations.
These challenges are especially concerning in healthcare, where every team member’s role is
vital to patient care (Aytona et al., 2022).
The Solution: Evidence-Based Staffing and Legal Frameworks
One key strategy for addressing both staffing and workload issues is the Workload Indicators of
Staffing Need (WISN) method. This evidence-based approach calculates staffing requirements
based on real tasks, ensuring that staffing aligns with the facility's actual needs. WISN assesses
workloads, accounts for leave, and divides tasks by available working hours to determine the
number of staff required. This approach not only improves service quality but also enhances staff
well-being by distributing workloads more equitably (National Human Resources for Health
Staffing Standards Briefer, 2023).
The WISN method is particularly effective for tackling both heavy workloads and understaffing
because it ensures resources are allocated where they are most needed. By addressing these
challenges simultaneously, WISN creates healthier, more efficient workplaces and promotes job
satisfaction among healthcare workers (Aytona, 2022).
Programs like the HRH Deployment Program, spearheaded by the Department of Health,
complement WISN by deploying healthcare workers—such as doctors, nurses, and midwives—
to underserved areas. This initiative improves healthcare access while alleviating workload
pressures in regions with severe staff shortages (Parial, 2024).
Supportive Legal Frameworks
Legal frameworks also play a critical role in addressing these challenges. The Universal Health
Care (UHC) Act (Republic Act No. 11223) emphasizes equitable staffing distribution and
mandates evidence-based staffing standards to address shortages. Section 23 specifically
requires the Department of Health (DOH) to redistribute healthcare workers to underserved areas,
providing a structured response to workload and staffing disparities.
Additionally, the Labor Code of the Philippines (Presidential Decree No. 442) protects workers'
rights, including the right to voice grievances about overwhelming workloads. This ensures that
healthcare workers have a platform to address their concerns and seek fair resolutions (National
Human Resources for Health Staffing Standards Briefer, 2023).
The Impact of Addressing Workload and Staffing
When staffing and workload concerns are effectively addressed, the benefits ripple through the
entire healthcare system. Evidence-based methods like WISN, combined with legal protections
and supportive programs, ensure that healthcare workers are valued and supported. This, in turn,
empowers them to provide high-quality care to patients. Open communication within
organizations further fosters a positive work environment, allowing issues to be addressed
proactively and maintaining high morale (Parial, 2024).
In summary, addressing workload and staffing challenges requires a multifaceted approach.
Evidence-based strategies, such as the WISN method, coupled with legal frameworks like the
UHC Act and Labor Code, provide a comprehensive solution. By creating supportive
environments and balancing workloads, healthcare workers are better equipped to deliver the
care their communities need, ultimately improving healthcare outcomes for all (Aytona, 2022;
Alibudbud, 2023).
Salary and Benefits
Our nurses, who are the backbone of our hospitals, are struggling with low salaries,
delayed benefits, and unstable jobs. These challenges force many to leave their positions, seek
work abroad, or abandon the profession entirely. If we do not act, the nursing crisis will deepen,
threatening our healthcare system and the quality of care patients receive.
Fair salaries are the first step toward solving this problem. Nurses in private hospitals often
earn far less than those in public hospitals or abroad. While Republic Act No. 11466, or the Salary
Standardization Law of 2019, raised the starting salary for public sector nurses to ₱35,097 per
month under Salary Grade 15, private nurses are left behind (Alibudbud, 2023). Section 32 of
Republic Act No. 9173, also known as the Philippine Nursing Act of 2002, calls for equitable
salaries that reflect the value of nurses’ work (Hartigan-Go et al., 2024). Hospitals, especially in
the private sector, must bridge this gap and ensure that nurses are compensated fairly.
Next, we must ensure that nurses receive their benefits on time. Many nurses have
experienced delays in receiving hazard pay and overtime pay, especially during the COVID-19
pandemic. Republic Act No. 7305, the Magna Carta for Public Health Workers, guarantees
benefits like hazard pay, subsistence allowances, and free hospitalization for public health
workers (Section 21). However, these promises are often unmet due to inefficiencies in benefit
distribution (Alibudbud, 2023). Hospitals must create clear and transparent systems to ensure
timely payment, which will show nurses that their sacrifices are recognized and valued.
Job stability is another major concern. Many nurses are hired on short-term contracts,
leaving them without job security or full benefits. Section 26 of the Philippine Nursing Act of 2002
protects nurses' rights to fair and stable employment (Hartigan-Go et al., 2024). Hospitals should
prioritize converting temporary contracts into permanent positions. This will give nurses the peace
of mind to focus on their work and build long-term careers in healthcare.
We must also invest in opportunities for nurses to grow. Nurses often leave the country
because they see better chances for advancement abroad. Section 28(e) of the Philippine Nursing
Act of 2002 emphasizes the importance of advanced training and development opportunities for
nurses (Hartigan-Go et al., 2024). Hospitals should support continuing education, leadership
programs, and new roles like Advanced Practice Nursing to help nurses expand their skills and
feel fulfilled in their work (Alibudbud, 2023).
Finally, we need to address the gap between public and private hospitals. Nurses in private
facilities often earn half as much as their counterparts in public hospitals, making these jobs less
attractive (Alibudbud, 2023). Proposed laws like the Magna Carta for Private Health Workers aim
to provide better wages and benefits for private-sector nurses. Policymakers and hospital leaders
must push for these reforms to ensure fairness across the healthcare industry (Hartigan-Go et al.,
2024).
Ladies and gentlemen, addressing these issues is not just about improving nurses’ lives—
it is about strengthening our entire healthcare system. When nurses feel valued, they are more
likely to stay, grow, and provide excellent care to patients. This benefits all of us.
Let us work together—government leaders, hospital administrators, and citizens—to
create a healthcare system that truly supports the nurses who support us. By addressing their
grievances, we can build a better, stronger, and healthier future for everyone.
References:
1. Gulzar, R., Rehman, S., & Radouch, T. (2023a, September 27). Process of grievance
management in Health Care Organization: An employee perspective. Virtus InterPress.
[Link]
2. Gulzar, Dr. R., & Rehman, Dr. S. ul. (n.d.). Perception of grievance management process
in selected Health Care Institution. Journal of Positive School Psychology.
[Link]
%20Grievance%20Management%20Process%20In%20Selected%20Health%20Care%2
0Institution
3. Osayi, E. A. (2023, July 4). The impact and inability of leaders to address employee
grievances. Scholars Crossing.
[Link]
e%20common%20within%20the%20workplace%20representing%20the%20major
4. Parial, L. L. B., Leyva, E. W. A., Siongco, K. L. L., Dones, L. B. P., Bernal, A. B. S., Lupisan,
J. A. C., Santos, D. C., Diamaoden, M. M. C., & Bonito, S. R. (2024, July 15). Staffing and
workload in primary care facilities of selected geographically isolated and disadvantaged
communities in the Philippines. Acta Medica Philippina.
[Link]
5. Lingcon, J. M., & Alinsub, C. L. (1970, January 1). Patient turnover, nursing workloads and
outcomes of care: Its impact on quality of care. International Social Science Review.
[Link]
NG%20WORKLOADS%20AND%20OUTCOMES%20OF%20CARE:%20ITS%20IMPAC
T
6. Aytona, M.G., Politico, M.R., McManus, L. et al. Determining staffing standards for primary
care services using workload indicators of staffing needs in the Philippines. Hum Resour
Health 19 (Suppl 1), 129 (2022). [Link]
7. Dimaya, R.M., McEwen, M.K., Curry, L.A. et al. Managing health worker migration: a
qualitative study of the Philippine response to nurse brain drain. Hum Resour Health 10,
47 (2012). [Link]
8. Alibudbud, R. (2023, August 13). Addressing the burnout and shortage of nurses in the
Philippines. SAGE open nursing.
[Link]