...Motivation for the Health Care Workforce Catherine Matthews PSY/320 Human Motivation August 19, 2013 Teresa Neal, Ph.D. Motivation for the Health Care Workforce Webster's Third New International Dictionary Unabridged, defines the word motivate as “to stimulate the active interest of in a study through appeal to associated interests or by special device ” and motive as “something within a person (as need, idea, organic state, or emotion) that incites him to action.” Intrinsic and extrinsic incentives are used by health care organizations as a method to motivate employees, increase productivity, promote patient safety, achieve optimal patient quality outcomes, and engage employees in the alignment with cultural and financial organizational goals. The diverse and multigenerational workforce of the 21st Century is forcing health care organizations to change or modify currently used standards of motivation. This change of practice requires organizations to plan, develop, and implement more creative motivational strategies designed to focus on the health care employee’s motives and needs. There is some debate among motivational theorists about whether intrinsic and extrinsic incentives successfully can serve as motivational tools or merely serve to direct and change employee behavior (Barocas, 1999). However, there are several motivational strategies that can be effectively...
Words: 1874 - Pages: 8
...Executive Summary This report discusses and examines employee motivation in an IT organisation. The report examines the benefits of employee motivation followed by the various theories concerning motivation. The initial portion of the report focuses on the benefits of employee motivation which is followed by a discussion of motivation theories – content theories and process theories. The report further tries to outline the various options or methods followed by organisations to drive higher levels of motivation among the workforce. The methods included in the report addresses the various rewards and recognition options, use of scorecards, fun and recreational activities, communication channels, learning and growth opportunities and corporate social responsibility as methods to effectively drive employee motivation levels. The report recommends the establishment of a basic framework with respect to hygiene factors of a workplace in order to successfully drive initiatives to motivate workforce. Further, the report concludes on the note that various other factors including cultural, political, social and spiritual needs should be considered while arriving at a combination of methods to drive higher levels of motivation. Success of the initiative would depend upon the appropriateness of technique and timeliness beyond other factors. Table of Contents Executive Summary ..........................................................................................
Words: 2957 - Pages: 12
...The International Journal of Human Resource Management, Vol. 20, No. 7, July 2009, 1503–1520 Workforce motivation in Japan: an examination of gender differences and management perceptions Reginald Worthleya*, Brent MacNabb, Richard Brislina, Kiyohiko Itoa and Elizabeth L. Rosec a University of Hawaii at Manoa, Honolulu, Hawaii, USA; bThe University of Sydney, Sydney, Australia; cHelsinki School of Economics, Helsinki, Finland As Japan enters the new century, pending workforce shortages – a function of low birth rates and an aging population – increase the need to address gender issues in organizations. Throughout the past four decades, the number of female workers in Japan has been growing, although full-time female participation in the Japanese workforce remains below the levels of some other industrialized nations. Despite the growing importance that the Japanese female labor force is expected to play, relatively little is known about women’s attitudes toward work motivation in Japan. Using a twofactor, Herzberg intrinsic/extrinsic approach to motivation, we examine the applicability of such a model in Japan, and compare the attitudes of female and male workers, as well as management and non-management. Our findings include: (1) support for the applicability of a Herzberg, two-factor model in Japan; (2) Japanese men in the workforce tending to value intrinsic motivators more than extrinsic factors; (3) female workers in Japan rating extrinsic factors higher than their...
Words: 9991 - Pages: 40
...THE TIMES 100 Motivation lesson suggestions & activities (Tesco) Learning outcomes Students should be able to · Define motivation and know some of the theories of motivation (AO1) · Give examples of the different monetary and non-monetary methods of motivation (AO2) and analyse and discuss their use for different businesses (AO3/4) · Analyse the benefits of motivation for business (AO3) Starter activities · Tesco word search of the key terms · Ranking exercise students rank a range of motivational techniques according to what they think would be most important to them. This can prompt a discussion about motivation, motivational techniques and how individuals may be motivated by different things (resource attached). Delivery ideas · Use the motivation slide show to introduce the topic and apply theory in the context of a well known organisation Tesco. · GCSE After reading the introduction section of the Tesco case study, pairs or small groups of students take one of the remaining sections each. They should create a presentation of the key facts about motivation within that section and how it applies to Tesco. Their findings should then be presented to the rest of the group. · A Level After reading the Tesco case study, students are given the following scenario... A small chain of local supermarkets has recently suffered from poor reviews about its service in the local newspaper. A number of staff have left recently...
Words: 1074 - Pages: 5
...Achievement Motivation Theory Analysis University of Phoenix PHY/320 Elizabeth Riegner December 19, 2012 Achievement Motivation Theory Analysis Every manager has a theory on how to motivate employees to perform his or her job. One of the oldest motivational methods is the Carrot and Stick method, which is a combination of rewards and punishments to bring about a desired behavior. Although this method of motivation can still be found in one form or the other in many organizations today, managers are learning new methods of motivating employees. This paper will analyze two different job positions the author has held, and how the theory of achievement motivation would and would not be applicable to those job positions. The author will also analyze the need to develop and create new theoretical models of motivation in today's changing work environment. Theory of Achievement Motivation Atkinson's Achievement Motivation Theory suggests that some individuals have a greater need for achievement and success than other individuals. Those individuals that have a high need to achieve and be successful will take on more difficult tasks than those individuals that are not highly motivated to succeed. The following two workplace scenarios will show how the theory of achievement can affect employees. Workplace Scenario One One workplace scenario that works well with the achievement motivation theory is the Wal-Mart organization. Employees of Wal-Mart are paid by the hour; however...
Words: 1023 - Pages: 5
...organisational leaders worldwide. Several organisational behaviours can be attributed towards how successful a company will be. Motivation is a crucial aspect in many organisations and is also a key determinant in the triumph of a business. Motivation is defined as the process of initiating and directing behaviour, and willingness to exert high levels of effort to drive toward organisational goals, conditioned by the effort's ability to satisfy individual needs (Gabriel 1989: 224; Mathis & Jackson 2006: 79). Therefore, motivation is considered to be detrimental to the facets of management within the workforce, where the quality of work that people express is often a result of the motivation they possess. This essay will discuss the concept of motivation by focusing on content theories of motivation and its related theories through exploration of the variable nature of needs and expectations. Also, this essay will discuss the importance of having a motivated workforce and how the application of these theories is pivotal in achieving staff motivation. Lastly, this essay will include an evaluation of Southwest Airlines, with particular emphasis on the links between motivation and value creation for the company, as well as staff satisfaction. Motivation The motivational process in management can be treated as a need satisfying process. Content theories of motivation are primarily concerned with the dynamics of employee needs, in which the Maslow hierarchy of needs and McGregor’s X and...
Words: 2623 - Pages: 11
...1. Describe what is meant by motivation. What types of non-financial reward might a company use to motivate employees? Answer: Motivation is the process that accounts for an individual’s intensity, direction, and persistence of effort toward attaining a goal. In this case, Motivation may stem from personal interest such as keeping safe or form external factors such as praise and reward. Motivating factors are appreciation of hard work, a sense of achievement, responsibility and empowerment, opportunity for advancement and a sense of challenge and enjoyment in workforce of the employees. Company needs to motivate employees who are flexible, well-trained and can recognize customers need. A company needs to motivate employees for the growth. To motivate those employees company needs to give some non-financial reward support, they can be- * Flexible working * Free or reduced rate health benefits * Company share options * Competitive salaries * Staff discount * Discount gym membership 2. Describe the effects of an unmotivated workforce on a company. How does Tesco benefit from ensuring that its workforce is motivated? Answer: An unmotivated workforce on a company affects the employees most. The employees do not push hard to achieve greater outputs. They requires supervision and demonstrates pride in their works, they couldn’t make better impact on the customer. Unmotivated employees cannot concentrate in their work and accidents or get involved in...
Words: 994 - Pages: 4
...Questions(Tesco) 1. Describe what is meant by motivation. What types of non-financial reward might a company use motivate employees? Many people view motivation as a personal trait that is, some people have it, and others don’t. But motivation is defined giving people the desire and energy to make an effort to attain a goal such as a job, role, or subject. Managers often have difficulty motivating employees. But motivation is really an internal process. Its base on the persons needs, his or her ability to make the choices about how to meet those needs. Motivation is not something that a manager can do to a person. Tesco rewards employees with discount cards, gym membership, holiday discounts, private healthcare, and free phones this motivates them. The non financial only gives a low motivation to the employees because not all of the employees are motivated with these rewards, only a few who get motivated because they have a personal goal in the organization. Today, non financial rewards can be another way to appreciate the employee for their work. 2. Describe the effects of an unmotivated workforce on a company. How does Tesco benefit from ensuring that its workforce is motivated? An unmotivated workforce will be the opposite, being dissatisfied with its role in the work environment. Employees are more likely to spend no effort in their jobs, avoid their workplace as much as possible and show low quality work. Tesco has became the largest British retailer...
Words: 364 - Pages: 2
...PEOPLE AND ORGANISATIONS: MOTIVATION AND INDIVIDUAL DIFFERENCES - LITERATURE REVIEW – INTRODUCTION Many literatures in the past have served as string evidences of the need for the right approach towards the management of people within an organisation. In lieu of being able to improve the performance of an organisation, taking into account the management of its workforce, difference approaches and frameworks have been introduced. For instance, Bolman and Deal (2008) introduced four major frames which are significant for the management of firms as it presents ways on how to understand how an organisation operates. The four frames which have been introduced include structural frame, human resource frame, political frame, and symbolic frame. In this literature review, the focus of the discussions which will be made will be the human resource frame, specifically, an understanding of how motivation and individual differences becomes essential in such context. DISCUSSION The human resource frame is commonly used in having an understanding of how organisations work basically because of the psychology and counselling components included in such. This frame places an emphasis on the subsystem of the organisation, with focus on different factors such as motivation, training, needs, hiring, commitment, and socialization of people who are working within the organisation. More importantly, the...
Words: 2639 - Pages: 11
... The skills required to become an Effective Manager Wayne A. Gould Saint Leo University MBA-525-MBOL2 Professional Development Dr. Bruce Hammond June 17, 2012 Abstract The managerial smorgasbord is riddled with a number of skill sets that could be deemed essential to effective management. The research suggests that the modern manger must be an effective communicator capable of delivering a clear and concise message to its intended recipient free of distortion. In addition, to effective communication, a good manager must be a strong motivator. Motivation demands that an effective manager has the skill to move an employee from point A to point B free of coercion or fear. These skill sets must be aligned within a framework of flexibility which is necessary to address a changing workforce demographics and and an adaptive workforce paradigm which is always shifting. Paper The general consensus is that effective managers must possess a series of skills that are fundamental to managerial successes and depending on applications; these skills will also determine a good manager from a not so successful candidate. The smorgasbord of skills set necessary for a successful manager is not universally agreed upon. For example, many observers of management practices gives heavy weight to technical expertise while detractors of this belief often points to the role of the Presidency of the United...
Words: 2528 - Pages: 11
...Motivation within Tesco Motivation is a very important concept for all businesses. Studies have revealed that employees, by their own admission, waste up to two hours a day. This is becoming a great issue for businesses, as without a fully motivated workforce productivity and profitability will be down. So what is motivation? It is defined as “the willingness to exert high levels of effort toward organizational goals, conditioned by the effort’s ability to satisfy some individual need.” (Robbins, 2001). There are two types of motivation, these are intrinsic and extrinsic. Intrinsic motivation is self-generated motivation that can still be activated by management, for example feeling of work importance and responsibility, autonomy, developing opportunities. Extrinsic motivation is externally generated motivation. This refers to the environmental response to individual behaviour. For example, increased pay, promotion, demotion, and constructive feedback. Our group has chosen to evaluate Tesco and current motivation levels within its workforce. Tesco is a huge organisation. It is the second largest retailer in the world measured by profits, only falling behind Wal-Mart. The company generated revenue levels of over £60 billion in 2010/2011, with £2.67 billion of that being net profit. With over 2200 stores and over 472000 employees Tesco’s managers have to manage a vast amount of staff, which demonstrates the major importance motivation levels have to the business. Tesco...
Words: 3550 - Pages: 15
...Southwest Airlines: Leading Success Stephanie Pena Communication for Accountants/ COM530 July 14, 2014 Brent Smith Southwest Airlines: Leading Success Leadership, motivation, and workforce commitment are key building blocks within an organization. In a successful organization, these building blocks are connected and held together with the effectiveness of communication. Organizations develop their respective cultures through communication among leadership and with all employees, regarding their mission, values, and goals (Robbins & Judge, 2011). Leaders, both formal and informal, use communication within an organization as a means to motivate others, and to develop loyal and trustworthy employees. Such an organization is Southwest Airlines, whose company culture has been characterized over the years as having unique leadership and communications style. The style of leadership that exists within the organization sets the tone for the types of communication that are not only effective but are also motivational to its workforce. Analysis of Leadership Leadership is broadly defined as the ability to influence a group toward the achievement of vision or set of goals (Robbins & Judge, 2011). While no two people will lead in exactly the same manner, early research conducted by psychologist Kurt Lewin states that there are three basic leadership styles. The basic styles of leadership are (1) authoritarian, (2) participative and (3) delegative leadership (Cherry, 2014)...
Words: 1227 - Pages: 5
...employees, the psychological contract (Ivancevich pg 141) is beginning to fail producing additional problems such as; low morale and poor attitudes, excessive waste of raw materials, a inter- supervisory conflict, and job dissatisfaction. Analysis Three variables influence workforce behavior; hereditary factors, abilities and skills, and attitude (Ivancevich pg 70). HB management must be able to recognize the factors that resulted in low morale and poor attitudes amongst the staff and take corrective measures to boost motivation for increased production. The hereditary factor in the department is that of man v. woman, production v. packaging specifically as it applies to the gender of the department supervisors. The male production supervisor is the driving force behind the pace of production but ignores the female packaging supervisors request to slow production at times for a decreased waste of raw materials. FAB would be more efficient as a company if each manager could work interdependently to balance the pace of production and the quality of units completed and ultimately eliminating the inter-supervisory conflict. The abilities and skills of the workforce must be addressed. The workforce is highly trained but their knowledge is under utilized due to the driving production orientated management procedures. Although management policy inhibits employees to be a well rounded worker and cross trained in all departmental areas. Employees begin feeling bored with their...
Words: 829 - Pages: 4
...BUSINESS 12-13TYAABSS007-3: INNOVATIVE MOTIVATION IN ECONOMIC CRISIS: THE FLEXIBLE BENEFITS SCHEMES BY Mai Ngoc Nguyen 1215894 An assignment submitted in partial fulfillment of the assessment for the New Advances in Business (12-13TYAABSS007-3) unit March 2013 * Contents Contents 2 EXECUTIVE SUMMARY 3 LIST OF FIGURES 3 LIST OF TABLES 3 1 Introduction 4 2 Literature review 6 3 The economic crisis and the transition in methods of motivation: The need for an innovate benefits package 9 3.1 Impacts of the economic crisis on employees and employers 9 3.2 The transition in methods of motivation: The need for an innovative benefits package 12 3.3 The traditional benefits package and its motivating effectiveness 14 4 The flexible approach to benefits provision in a gloomy economy 16 4.1 Effectiveness of the flexible benefits schemes in motivation 17 4.2 Factors affecting the motivating effectiveness of the flexible benefits schemes 18 4.3 Current issues influencing the adoption of the flexible benefits schemes 20 5 Conclusion 21 APPENDIX - Changes in the British WorkForce 22 REFERENCES 23 FURTHER READING 27 * EXECUTIVE SUMMARY In recent years, in the UK, both employees and employers have to bear negative impacts from the recession, especially employees with their financial difficulties and diverse needs. It is more important than ever for motivation. However, employee motivation is getting harder and harder in the face of...
Words: 7177 - Pages: 29
...Answer1. Motivation is a psychological feature that arouses an organism to act towards a desired goal and elicits,controls, and sustains certain goal-directed behaviors. It can be considered a driving force; a psychological one that compels or reinforces an action toward a desired goal. For example, hunger is a motivation that elicits a desire to eat. Motivation is the purpose or psychological cause of an action.[1] Motivation has been shown to have roots in physiological, behavioral, cognitive, and social areas. Motivation may be rooted in a basic impulse to optimize well-being, minimize physical pain and maximize pleasure. It can also originate from specific physical needs such as eating, sleeping or resting, and sex. Motivation is an inner drive to behave or act in a certain manner. "It's the difference between waking up before dawn to pound the pavement and lazing around the house all day."[2] These inner conditions such as wishes, desires, goals, activate to move in a particular direction in behavior Non-financial Motivation Non-financial motivation of employees is less tangible, it is very important. Non-financial motivation is defined by corporate culture and corporate values. It begins with direct and open communication and atmosphere across the company and continues with providing constructive feed back to employees and adopting a personalised approach where possible. Non-financial motivation includes basic company values such as ethical approach, loyalty, empathy...
Words: 648 - Pages: 3
