Management News: MotivationEssay Preview: Management News: MotivationReport this essayManagement NewsIn the health care industry there are many problems that management are faced with. One of those problems is motivation. Many health care organizations are always looking for a way to improve their organization by motivating their employees. Finding ways to motivate employees has been a continuous effort and is not a new concern to the health care industry. “Motivation is complex and multidimensional” (Zydziunaite & Egle, 2007). Personnel have developed seminars and online training to assist in finding new and interesting ways to motivate employees and to challenge their employees and make their work environment enjoyable to work in. The article, Improving motivation among health care workers in private health care organizations, explores motivation tools and concepts. Nurse supervisors need to make sure that nurses have a working environment that has qualities of job satisfaction, motivation and respectable results.
To have the ability to motivate others involves a creative mind, emotions and morale. Motivation is a desire, morale, or interest that changed into action. A managers leadership approach and stamp of approval can influence job satisfaction and work motivation among health care staff. In the article Zydziunaite & Egle (2007) stated:
In private health care organization nurses practitioners are not treated as equal partners in team-working, have no possibilities to show the professional confidence and to manage the conflicts autonomously. But nurse practitioners are helpful, open, empathic, patient, and tolerant. Nurse executives realize the collaboration and conflict management competencies in full value, but they lack empathy and tolerance.
A managers motivation for achievement reflects positively on his or her workers. This behavior of leadership increase productivity, job satisfaction, and organizational commitment. If the health care supervisor is not like by their employees then the employees may function limitedly. Health care managers who are able to use personal charm to take advantage of the creative mood of staff can improve productivity.
There are many ways to improve motivation in the health care industry. One way can be done by having an employee suggestion box, this gives the employees a chance to give ideas and concerns with their job. “For example, one study of registered nurses found achievement, interpersonal relations, and the work itself to be major motivators” (Shortell & Kaluzny, 2006, p.97). It is vital to acknowledge that most motivational dilemmas have more than one reason and more than one explanation. “The cause is often an inadequate linkage between performance and rewards valued by the employee” (Shortell & Kaluzny, 2006, p.111). The immediate introduction of several equally supportive and regularly emphasizing motivation programs are probably most effective
” for example, a research by D’Aleo and Estrada that demonstrates that motivational programs help employees to become more productive, but not just get them to perform better, but help improve their work ethic, creativity, and performance (Yosovitch, 2009). Indeed, an employee’s personal motivation can be much less than is needed to create a positive environment for others. It might sound self-serving to make that claim with the notion that individualized approaches will improve motivation, because then it might be true that work outcomes might be determined primarily by how successful a worker is at developing relationships with the people on the team. Some colleagues have asked us if it might be true that one way of reducing motivation is through increasing motivation. We’ve all agreed and they may never be clear on that, but that hasn’t stopped people from asking. This, or that. Perhaps as a result we should think about some of the more extreme examples of behavior based motivation, such as socializing, or engaging in a social experience, such as work as an individual.
How do we find people who feel motivated?
Although there is usually little data about this, a couple of different studies have been conducted to draw attention to and explain the relationship between motivation patterns on work and motivation. The most important research to date shows that motivation can have a large impact on job satisfaction, a key variable that is at the core of happiness. The most common types of research include qualitative research, metaanalytic studies, and large surveys that look at the psychology and psychobiological research. A recent study, designed to test whether or not people feel good about their work, found that respondents who felt motivated felt less happy. However, only the very strongest motivation groups (those who were positive and satisfied with their work and were able to perform most of the tasks) responded better to stress tests and did not have lower levels of negative mood changes or social support.
Of course, there are some caveats. For instance, it is possible that some motivational models may not be suitable for people who have been stressed. Even then, however, those stress tests might yield some results. It is probably important to consider the relationship between motivation and the work as well. For example, if a negative mind has an effect on performance, it is likely that people who are motivated may also have an effect on satisfaction. It may also be possible that other psychological factors that may play a role in motivation such as self-reported or implicit biases are not necessarily true. Some of these would include factors such as the intensity of the stress, how much work takes an hour at a given time or other negative outcomes. Perhaps people who are motivated also may behave when they get stressed. In other cases, some motivation could be due directly to the work environment of their home setting and not directly at work.
The current literature on this topic is limited because there is limited data on these questions at the moment. We might be able to test this research by looking at