“The Impact of Quiet Quitting in Healthcare Sector”
Course Title & Code: Human Resource Management & ALD3101
Submitted To
Md Nafizur Rahman
Lecturer
Department of Business Administration in Finance & Banking
Faculty of Business Studies
Bangladesh University of Professionals
Submitted By
Md Mahmudul Islam
ID: 2122151127
Year & Semester: 3rd & 1st
Session: 2020-2021
Section: A
Date of Submission
24.10.2023
“The Impact of Quiet Quitting in Healthcare Sector”
Md Mahmudul Islam, Bangladesh University of Professionals
Abstract
“Quiet quitting" is not often talked about in public, especially with people who work in healthcare.
Workers leaving their jobs suddenly or not caring about their jobs has been shown to hurt both
output and morale in a workplace. This study looks into the issue of "quiet quitting" in the
healthcare field, including what it means and how it might be treated. Quiet quitting is common in
the healthcare sector because of things like too much work, extra clerical work, not enough
resources, and pay that isn't up to par. Burnout, emotional exhaustion, and worries about right and
wrong are all mental conditions that make this illness worse. Quiet quitting is much less likely to
happen if the employee has good personality traits, is good at their job, and has a good work-life
balance. Quiet quitting of healthcare professionals is prevalent due to overwork, excessive clerical
work, insufficient resources, and low compensation. Mental disorders like burnout, emotional
tiredness, and morality worries worsen this sickness. If an individual has a strong work-life
balance, decent personality, and job performance, quiet quitting is less likely. Quitting without
saying what they think or feel might reduce productivity, solitude, unfavorable attitudes, and
patient care. Lack of notice creates inefficiencies, higher expenses, and more blunders in
healthcare. When an organization's culture includes cynicism and pessimism, staff mood and
productivity might suffer. HRM methods that emphasize employee appreciation, work
management, professional growth, and mental health support help prevent quiet quitting. Check-
ins, surveys, open communication, and support services can assist locate and manage quiet quitters.
Operations and HR leaders must collaborate to create a productive and enjoyable workplace. Quiet
quitting must be addressed to protect healthcare professionals and improve patient care. Using
strong human resource management, fostering a happy work atmosphere, and identifying and
addressing issues early helps enhance healthcare services and staff performance.
Keywords: Quiet quitting, Healthcare, Burnout, Heavy workload.
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Letter of Transmittal
October 24, 2023
Md Nafizur Rahman
Lecturer
Department of Business Administration in Finance & Banking
Faculty of Business Studies
Bangladesh University of Professionals
Subject: Submission of term paper on “The impact of quiet quitting on Healthcare sector”
Sir,
With due respect and humble submission, I am presenting my term paper on “The impact of quiet
quitting on Healthcare sector” under the ‘Human Resource Management’ course. It gives me
immense pleasure to have been able to conduct this study under your kind-hearted supervision and
guidance.
Now, I have placed this term paper before you for your kind approval. We hope that my
learnings reflect in the term paper in a detailed and informative manner.
Sincerely,
Md Mahmudul Islam
ID: 2122151127
Section: A
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Table of Contents
1 Introduction .......................................................................................................................................... 5
2 Literature Review .................................................................................................................................. 6
3 Antecedents of quiet quitting ............................................................................................................... 7
3.1 Primary factors contributing in quiet quitting in healthcare sector ............................................. 7
3.2 The key psychological factors contributing in quiet quitting in healthcare sector....................... 8
3.3 The boundary conditions and personality characteristics ............................................................ 8
4 Consequences and impact .................................................................................................................. 10
4.1 The healthcare professionals’ attitudes and behaviors .............................................................. 10
4.2 Effects of quiet quitting on the well-being, productivity, and overall wellness ......................... 11
4.3 Impact on organizational outcomes ........................................................................................... 12
5 Mitigate the Phenomenon of Quiet Quitting...................................................................................... 13
5.1 HRM practices Quiet Quitting in Healthcare: ............................................................................. 13
5.2 Identifying and Managing Quiet Quitters in Healthcare: ........................................................... 13
5.3 Roles of HRM Managers and Line Managers in Dealing with Quiet Quitting: ............................ 14
6 Conclusion ........................................................................................................................................... 15
7 References .......................................................................................................................................... 16
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1 Introduction
The "quiet quitting" is a common but little-discussed in the realm of business. This term widely
discussed in 2022, which refers to employees who are no longer going above and beyond the
minimum requirements for their job role. In quiet quitting, an employee slowly loses interest and
drive in their work. In terms of definition, quitting is a form of passive job disengagement where
employees are mentally and emotionally disconnected from their work, leading to reduced
productivity and commitment (Fisher, 2010). People who have quietly quit their job may still go
to work and do the basic tasks that come with their job without make it understand to others to
avoid being fired. Their level of commitment, passion, and happiness with these jobs may be
noticeably lower. In the past, they showed a lot of attention to their professional duties; however,
their level of dedication has clearly decreased lately.
The quit quitting has affected every industry including the healthcare industry. We know that the
medical professionals, including doctors, nurses, and other healthcare personnel, demonstrate
immense dedication and selflessness as they undertake the noble task of saving human lives and
established the healthcare sector as an integral part of the society. Quiet quitting in healthcare
industry involves healthcare professionals, including doctors, nurses, and allied healthcare
workers, disengaging from their roles or leaving the profession without overtly resigning. There
are more and more "quiet quitting" cases in the healthcare field because people are under more
stress. It is known that healthcare workers who experience "quiet quitting," or a loss of
commitment to patients and their jobs, experience a dropping in care, productivity, and employee
well-being. As the understanding of "quiet quitting" deepens, it becomes increasingly evident that
this phenomenon presents a significant peril to the healthcare system. The reasons and
consequences of this phenomenon are complex and multifaceted. It may affect not only the well-
being of healthcare professionals but also the quality of patient care and the overall operations of
the healthcare system. The quiet quitting may definitely have a negative influence on healthcare
quality because of reducing employee engagement and motivation, which is a matter of big
concern. This paper is going to discuss about the reasons behind "quiet quitting" in the healthcare
field and its consequences with possible answer.,
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2 Literature Review
As this is a relatively new field of study, there is insufficient literature in this area. The concept of
"quiet quitting" refers to employees who limit their commitment to their employment and perform
only the bare minimum. The decline in employee dedication is a result of managers and
administrators failing to fulfill their leadership responsibilities (Mahand, 2023). A recent study on
quiet quitting in the healthcare industry found that it is becoming increasingly common. The study
authors surveyed more than 1,000 healthcare workers from around the world and reported that
45% of them was engaging in quiet quitting. The most common reasons mentioned were burnout,
workload, and lack of support from management (Boy & Sürmeli, 2023). Burnout refers to the
state of mental, physical, and emotional exhaustion resulting from continuous involvement with
high levels of stress. The prevalence of this is frequently observed among healthcare professionals,
as a result of the stressors associated in their roles and the challenging environments in which they
are required to carry out their responsibilities (Shanafelt, Boone, & Noseworthy, 2012). Healthcare
workers are often filled with overworked and understaffed. This can lead to feelings of stress,
frustration, and resentment. (Aiken, Sloane, Lake, Cimiotti, & Fagin, 2012). The healthcare sector
may face considerable challenges as a result of quiet quitting. Decreased productivity, decline in
patient care, and increase in employee turnover are observed outcomes (Boy and Sürmeli, 2023)
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3 Antecedents of quiet quitting
3.1 Primary factors contributing in quiet quitting in healthcare sector
Excessive Workload
There is lack of manpower in healthcare facilities compared to a lot of patients sometimes. So, the
healthcare workers like doctors, nurses, and other medical staff have to constantly overworked to
treat a lot of patients. Given the possible limits that their hectic schedules may put on them,
healthcare workers may feel exhausted and disappointed as they try to provide care that meets their
standards. Which may lead to frustration and disillusionment. As a result, they may disengage
themselves from their roles, contributing to quiet quitting.
Administrative Burden
A lot of paperwork, data, and general administrative work needs to be done in the healthcare field.
Because of all the paperwork that comes with their job, healthcare workers may feel frustrated and
waste a lot of time. But it's important to remember that this load is necessary to provide the best
care for patients and make sure that legal standards are met. A lot of time spent on administrative
tasks instead of direct treatment with patients can make people feel down.
Lack of Resources
The healthcare professionals need to have up-to-date tools, enough resources, and supportive
coworkers to do their job effectively. It can be frustrating for healthcare professionals when they
can't meet their patients' needs because they don't have sufficient funds. Being unhappy and feeling
helpless can be caused by this event, and both of those emotions have been linked to less drive and
effort.
Inadequate Compensation
The amount of earnings someone makes has a big effect on how happy they are with their job.
People who work in the healthcare sector may feel frustrated or unhappy when they think they
aren't getting enough money for the work they do. Feelings of unfairness can make people less
motivated and dedicated, as well as make them calmly accept the way things are.
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3.2 The key psychological factors contributing in quiet quitting in healthcare sector
Burnout
Healthcare professionals, such as doctors, nurses, and staffs, often need to work for long hours in
stressful conditions. They need to be at their best both mentally and physically every time. Burnout
is a possibility when the physical demands of the job are combined with the emotional toll of
caring for people in distress. Disengagement from work is often seen as a clear sign of burnout
and is used as a way to deal with the extra stress and strain that individuals experience. Some signs
of burnout are having negative feelings about your job and not being able to deal with them as well
as you used to. Both of these things could lead to quiet quitting of the healthcare professionals.
Emotional Exhaustion
It is normal for people who work in the medical field to go through mental trauma when they see
patients in suffering. Being around the suffering of others can make a person question their own
mental strength. When people who work in healthcare are having personal problems, they may
emotionally detach from their work tasks as a way to deal with them.
Ethical Dilemmas
In the course of their work, healthcare workers are often called out on their moral and ethical
beliefs. People can feel moral distress when they have to make a choice in a situation that is morally
difficult, like when they have to decide how to care for someone at the end of their life or how to
distribute resources. People who work in the healthcare business may feel emotionally drained and
burned out because they see their patients in pain and distress.
3.3 The boundary conditions and personality characteristics
Personality Traits:
Healthcare professionals who are neurotic people may struggle with healthcare stress.
Disengagement, mental weariness, and burnout may occur. With challenging patients, anxious
people may feel emotionally exhausted or depersonalized, leading to disengagement or retreat.
Healthcare professionals with lack of emotional strength might make it tougher to handle stress
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and demands. Trauma or long-term worry may have made the person less dedicated or emotionally
healthy. People with low emotional resilience are more likely to burn out and lose interest in work.
Job Fit:
Job alignment is crucial to employee happiness and retention. If their talents, beliefs, and duties
don't fit their employment, a healthcare worker may be a quiet quitter. Healthcare workers may
feel cognitive dissonance when their goals, such providing exceptional patient care, conflict with
their profession. An imbalance between motivation and job happiness can lead to employment
disinterest and quiet quitting.
Work-Life Imbalance
It can be hard for healthcare workers to keep their personal and professional lives in balance. Being
required to be available all the time, working long hours, and having a plan that changes all the
time could all hurt relationships, leaving people feeling alone and tired. Having too little or too
much of a balance between work and personal life can make people mentally and physically tired,
which could make them lose interest in their professional duties.
Support Systems:
Support from understanding coworkers, managers, and bosses reduces the likelihood of job
resignation without notice. In addition, personal support networks can help doctors manage stress,
seek advice, and maintain mental health. Strong personal relationships and a sense of belonging in
their communities make healthcare personnel more committed and dedicated. Otherwise, a
healthcare employer may be a quiet quitting
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4 Consequences and impact
4.1 The healthcare professionals’ attitudes and behaviors
Reduced Productivity:
When healthcare professionals are quiet quitting, their passion and drive go down, which makes
them less productive. As a result, they might not do their jobs as well and make more mistakes,
which would result in poor service. This decrease in productivity not only affects the efficiency
of healthcare operations but can also be crucial for patient safety, as more errors and delays
happening.
Isolation:
When they are quiet quitting, they often isolated themselves emotionally and socially. They might
put up roadblocks in their relationships with coworkers, making it harder for them to work together
well and rely on others when they need to. This separation makes it harder for people to talk to
each other, make decisions together, and help each other out in any crucial healthcare situations.
When there aren't any expert team members around to give advice and direction, the team
dynamics may get worse. This split could make it harder for the healthcare team to work together,
which could lower the standard of care for patients.
Negative Attitudes:
Quiet quitting may foster negative attitudes among the healthcare professionals about their
organizations, workplace, supervisors and coworkers. Consecutively, job dissatisfaction increases
as they no longer feel aligned with the values and expectations of their work.
effects of quiet quitting on the well-being, productivity, and overall wellness
Well-Being:
Quiet quitting can have serious and far-reaching effects on the well-being of healthcare
professions. The effects on a person's mental and physical health of withdrawing from society and
focusing inward can be disastrous. One of the primary reasons for this decline is burnout. Burnout
is a real problem in the healthcare industry because of the high stress and emotional demands of
the job and the social stigma associated with discussing problems. It's unusual for healthcare
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workers to feel burned out, exhausted, and detached from their patients and their work. They may
consistently experience feelings of depression, irritability, and exhaustion. Anxiety and
depression, among other mental health issues, may increase when the healthcare professionals
withdraw emotionally from their duties in society. The stressful nature of the profession, as well
as emotions of helplessness or moral unease, may exacerbate these mental health difficulties. As
a result, their health and quality of life may suffer even more. The effect on their well-being can
go beyond the workplace and can affect their personal lives and relationships.
4.2 Effects of quiet quitting on the well-being, productivity, and overall wellness
Productivity:
When healthcare personnel is quiet quitting, it has an impact on both their own well-being and the
healthcare system as a whole. Delaying in accomplishing activities, less efficient use of time, and
more mistakes are common signs of a decline in productivity. Employees in the healthcare industry
who aren't invested in their work are less likely to provide the level of dedication and care for
patients' needs that is expected of them. As healthcare workers disengage and become less
committed to their roles, they may no longer exhibit the same level of dedication that their patients
need and work demands. Consequently, the quality of healthcare provided, the frequency of
medical errors, and the care provided to patients all decline. As a result, the patients' health and
the quality of care provided could suffer. Treatment delays, misdiagnoses, and an overall decline
in quality of care are all possible outcomes. Both healthcare providers and the people they serve
are vulnerable to these outcomes. This serves as a serious reminder of how tightly the well-being
of healthcare workers and patients are related, and underscores the importance of addressing the
issue of quiet quitting.
Performance
There is a big effect on the efficiency of healthcare organizations when people quit without saying
anything. When healthcare workers quit, it lowers the morale and drive of the people who still
work there. There may be less output and higher costs when workers aren't keen with their jobs
because they might not give it their all. Because people aren't as dedicated and mindful, mistakes
in management and treatment are more likely to happen. Because these mistakes could put patient
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safety at risk, more money needs to be spent on preventative steps. When healthcare organizations
deal with operational inefficiencies, increasing expenses, and an increased likelihood of mistakes,
it may negatively impact their ability to provide services, their reputation, and their ability to stay
financially stable.
Organizational Culture
When healthcare workers quit without giving enough notice, it can have a big effect on the
company's organizational culture. There may be more cynicism and negativity in the workplace
because healthcare workers are frequently disengaging and withdrawing from their professional
roles. As workers become more cynical, they may start to question the organization's policies and
procedures. A skeptical point of view could make it harder for people to work together and set a
shared goal. The way things are at work right now could be described as a self-perpetuating loop,
where sadness and disengagement feed off of each other. A healthcare company's ability to keep
and draw talented people, encourage new ideas, and create a positive work environment gets harder
as cynicism and disengagement become part of the company's culture.
4.3 Impact on organizational outcomes
Service Quality:
When healthcare workers don't show up for work when they're supposed to, it's bad for both
patients and healthcare providers. When healthcare workers feel emotionally detached from their
jobs, they can't focus on their patients as well and give them their full attention. People who aren't
passionate about their jobs put patients at greater risk and lower the level of care they receive
overall. Patients are more likely to get inadequate treatment when medication is delayed,
evaluations are wrong, and other mistakes are made. The effects listed above are bad for both the
patient's and the provider's image in the community. There is a strong link between healthcare
groups having less engaged staff and providing poor care. As a result, these organizations need to
take action against the practice of "quiet resignation" to protect the health and safety of both their
employees and the patients they are caring for.
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5 Mitigate the Phenomenon of Quiet Quitting
5.1 HRM practices Quiet Quitting in Healthcare:
a. Employee Recognition and Appreciation: Recognition and compliments diminish quiet
quitting and employee turnover. Regular occasion to celebrate individual and team achievements
and show gratitude for healthcare professionals' hard-work can boost morale and retention. These
phenomena make it less likely that people will lose interest and quit.
b. Workload Management
Good staff management decisions can reduce "quiet quitting." Human resource management
involves hiring the correct number of workers and avoiding overwork. Easy workloads lead to
fewer resignations that garner less attention. They probably make people feel better and prevent
burnout.
c. Professional Development Opportunities:
HR managers must facilitate career advancement. Healthcare workers who have a clear career path
are more motivated and dedicated. Healthcare professionals who receive training, mentoring, and
job promotion are less likely to leave.
d. Mental Health and Well-Being Support:
Counseling and stress management training are needed for HR managers to fully integrate mental
health support initiatives. These strategies make it easier for healthcare staff to perform their jobs,
reducing the danger of burnout and a gradual loss of enthusiasm.
5.2 Identifying and Managing Quiet Quitters in Healthcare:
a. Implement Regular Check-Ins:
A corporation can spot disengaged workers by checking in with each employee often. Managers
can assess team members' health, happiness, and stress during these meetings. Even if they follow
the rules, workers can protest and share personal experiences.
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b. Conduct Anonymous Surveys:
Anonymous surveys can help you assess employee happiness and motivation. An organization can
better handle issues of workload and few resources by encouraging open communication and
constructive feedback, reducing the likelihood of unnoticed staff turnover.
c. Encourage Open Dialogue: A safe workplace allows employees to discuss issues. HR
managers must prioritize employee needs and respect them. Open communication and constructive
comments help workers solve problems immediately and reduce the likelihood that they may leave
the organization without notifying anybody.
d. Provide Resources for Well-Being: For better employee well-being, businesses should support
and equip their emotional and mental health. Stress management training may be possible.
Healthcare organizations can improve employee health by recognizing work stress and providing
tools to manage it.
5.3 Roles of HRM Managers and Line Managers in Dealing with Quiet Quitting:
a. HRM Managers: In human resource management (HRM), managers create and enforce
regulations to improve workers' productivity, job satisfaction, and health. All workers need fair
pay and career advancement chances to enhance their salary. Human resource managers monitor
employee morale and contentment using polls and other feedback methods. Human resource
managers aim to prevent employee turnover by creating plans. Managers who work directly with
patients and medical professionals are crucial to their good relations. Take immediate action if
apathy is detected. Managers must motivate their staff, ensure employee safety, and manage
communication. People should learn to recognize stress, burnout, and mental distance in others
and participate in discussions about them. Line managers must ensure HRM regulations and
policies are followed. This helps the team flourish and stay healthy.
b. Line Managers: HRM and line managers must collaborate to reduce quiet quitter and their
negative effects. This cooperation aims to provide a friendly, healthy, and happy environment for
healthcare staff.
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6 Conclusion
The phenomenon of quiet quitter presents a multitude of issues for healthcare workers and their
employers. This condition, resulting from a range of psychological reasons such as burnout,
compassion fatigue, and moral discomfort, can give rise to disengagement, emotional detachment,
and reduced productivity. The quiet quitting of healthcare personnel in a discreet manner can have
a negative impact on the overall performance, organizational culture, and quality of service within
the healthcare company. The decline in participation leads to inefficiency, heightened expenses,
and an elevated risk of errors, all of which pose a threat to the well-being of patients. The potential
consequence of diminished morale is the exacerbation of distrust and hostility inside the
organization. Essential elements for effectively managing quiet quitting include the
implementation of good human resource management practices, fostering a positive workplace
culture, and establishing early detection and reaction protocols. Effective human resource
management techniques can help minimize the occurrence of employees leaving without formally
resigning. Organizations that prioritize the well-being of their healthcare workforce will cultivate
an environment characterized by transparent communication and allow avenues for career
development. Human resource management (HRM) supervisors and line managers both have
significant responsibilities in the prevention and management of silent resignations. These
responsibilities encompass various aspects, including policy development and the establishment
of frequent communication channels with healthcare professionals. Enhancing a culture that
fosters engagement, wellness, and acknowledgement within the healthcare sector has the potential
to enhance the overall quality of life for both healthcare professionals and patients. The issue of
quiet quitting must be addressed in order to ensure the well-being of healthcare personnel and
enhance patient care.
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7 References
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Journal of Global Health, 13. https://doi.org/10.7189/jogh.13.03014
2. Fisher, C. D. (2010). Happiness at Work. International Journal of Management Reviews,
12(4), 384–412.
3. Shanafelt, T. D., Boone, S., Tan, L., Dyrbye, L. N., Sotile, W., Satele, D., West, C. P.,
Sloan, J., & Oreskovich, M. R. (2012). Burnout and Satisfaction with Work-Life Balance
Among US Physicians Relative to the General US Population. Archives of Internal
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4. Stimpfel, A. W., Sloane, D. M., & Aiken, L. H. (2012). The Longer The Shifts For
Hospital Nurses, The Higher The Levels Of Burnout And Patient Dissatisfaction. Health
Affairs, 31(11), 2501–2509. https://doi.org/10.1377/hlthaff.2011.1377
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