ASSIGNMENT CORRECTION

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Concept Analysis-Motivation

Mariana Tsucuneli

Institutional Affiliation

PhD in Nursing-Walden University

NURS 8250: Advanced Theoretical and Scientific Perspectives in Nursing

Dr. Susan Fowler, PhD

October 14, 2020

Concept Analysis-Motivation

Motivation is attributed willingness to attain or achieve something though goal-directed behavior. In simple terms, motivation encompasses processes that consider a person's intensity, direction, and persistence of effort toward meeting a goal or objective. The three vital aspects of a person's willingness are intensity, direction, and persistence. With the intensity aspect, it implies the level at which an employee works to attain the goal. On the other hand, it directly benefits the organization as persistence determines how long a worker maintains his efforts or commitments. Under the context of Maslow's Pyramid, motivation gets triggered by meeting needs such as physiological needs (sex, hunger, and thirst), a person's safety, social (friendship, acceptance, and affection), esteem (self-respect and autonomy), and self-actualization (self-fulfillment).

Synopsis of Analysis

Aim

The research paper explains and presents the concept analysis of motivation.

Background: The current healthcare system is dynamic and requires accurate adjustment to ensure positive general organizational performance. Challenges of attending to the aging population, high demand for care services, patients with severe diseases such as cancer, and limited resources to solve future care issues demoralize healthcare providers' efforts. With increasing demands for healthcare services, nurse leaders and nurse executives are forced to set specific goals that their team members should work to achieve them. Without motivation, it becomes challenging to attain such goals; thus, the organization's performance decreases. Primarily, motivation is an internal process that triggers and makes a person move toward improving the quality of services provided.

Data Sources

A literature search will be critical in exploring the motivation concept. Sources such as electronic literature indexes, textbooks, Internet search engines, and scholarly research articles can provide evidence-based information concerning motivation. Mostly, literature not older than five years will give more evident findings to study motivation.

Method

Eight concept-analysis steps of Walker and Avant (2019) to carry out a motivation analysis related to work engagement in healthcare.

Findings

Healthcare Workplace

In Ethiopia, motivation is attached to job satisfaction among healthcare providers in public hospitals. In research by Ayalew et al. (2019), the findings show that resources' availability determines the level of job motivation. Poor working conditions and limited resources demoralize nurses, thus reducing the level of their job satisfaction. However, this issue of decreased motivation is prevalent in developing countries and continues to negatively impact the quality of care. Among female nurses, job satisfaction is higher compare to their male counterparts. Female nurses attribute their motivation at the workplace with recognition, remuneration (equitable salary and fringe benefit), work experience, and career development opportunities.

Furthermore, adequate competent clinical staff minimizes incidences of burnout because the tasks assigned to every nurse are manageable within the official eight working hours. Across the world, there is a problem of critical shortage of nurses. Nurse are migrating to other countries looking for better pay and working conditions, career development, and personal safety (Freeman et al., 2012). The reason behind shortage and migration is due to lack of motivation, so the hospitals cannot retain nurses for long time. According to Riahi (2011), role stress is a major problem among physicians and has led to increased distress contributing to burnout in the nursing profession. It is crucial to analyze role stress concept and its impact on performance of nurses. Comment by Sue Fowler: How does physician stress lead to distress that contributes to nurses’ burnout????

A 2016-2025 strategic plan launched by the Federal Ministry of Health of Ethiopia aimed to enhance the country's commitments for developing, recruiting, deploying, and motiving healthcare workers (Ayalew et al., 2019). Intrinsic and extrinsic motivation factors mainly drive overall job satisfaction. For instance, the researchers found that intrinsic motivation elements such as recognition for good performance, features of the job itself, and personal career development enhance job satisfaction and motivation. On the other hand, polices and administration, working conditions, salary, promotions, supervisions, and job security are extrinsic motivational factors.

In Iran, the concept of motivation among nurses is anchored on encouragement that motivates nurses to give empathetic and safe healthcare services in a complex healthcare setting. Among Iranian healthcare centers, nursing work motivation among nurses and physicians is between medium to high (Esfahani & Afshin, 2019). A s a result, hospital management, through their nurse managers and policymakers, need to focus on serious attraction to improve the job motivation that will make nurses achieve greater performance.

The motivation of nurses and performance outcomes are directly related. The level of motivation affects satisfaction, retention, organizational performance, commitment, wellbeing, and engagement. In the perspective of wellbeing, nurses gain a feeling of happiness, also called an advanced psychological experience of individuals. In research conducted by Baljoon, Banjar, and Banakhar (2018), motivation is the product of interactions among people in their work setting. Extrinsically motivated nurses find their work interesting and fun (Baljoon et al., 2018). The extent to which nurses are happy relies on how well they get motivated and the availability of personal sources of happiness.

The connection between motivation and burnout is crucial when determining the level of emotional, physical, and mental tiredness resulting from long-term engagement in the work environment that appears to be emotionally demanding. In a Baljoon et al., (2018) study, motivation relates to work holism, work engagement, and burnout. Burned-out nurses have decreased satisfaction which can lead to decrease motivation. The findings showed that the encouragement of autonomous motivation contributes to increased job engagement and a decline in work holism and burnout. In Canada, among healthcare providers, burnout negatively impacts commitment and their work performance.

Work motivation is essential for healthcare specialists' performance. It has been established that it influences work performance among nurses. For instance, in quantitative research that examined the link between motivation and performance among healthcare providers employed at European Gaza Hospital, the most motivated care workers attain positive performance (Baljoon et al., 2018). This research findings raise the need for ensuring adequate training programs and an equitable working schedule to improve motivation and improve job performance. Further, the research findings indicated that highly-motivated nurses smile and initiate friendly discussions with patients and residents.

Education – Students

The learning and behavior of a student are significantly under the influence of motivation. For instance, the achievement of a specific academic goal relies on the level of motivation that determines the type of behavior to facilitate such achievement. Generally, motivation increases the time of student on classwork assignment and affect the learning and achievement. Summarily, motivation will improve cognitive processing since a student will get motivated to work hard to get a reward and also for self-gain (motivation driven by self-interest) (Corkin et al., 2020). A well-motivated student concentrates and tries to understand the content instead of going through the learning’s motions.

Lifestyle – Weight Loss

Weight loss is a health concern in life. As a result, motivational intervention regarding the loss of weight gets moderated via baseline-controlled motivation. According to Webber et al., (2010), the programs of weight loss behaviors are tailored depending on the baseline features. So, the crucial factor for consideration becomes the level of motivation that induce the required modification behavior for weight loss. For instance, personal competency and self-efficacy get enhanced via attaining small objectives, thereby improving autonomous motivation. Generally, Webber et al., (2010) state that all intervention elements that promote mindfulness increase autonomous motivation and weight loss.

Animal Behavior

In animals such as chickens, they have behavioral needs that they are motivated to perform. When a chicken or animal performs an operant response, it means that such animal has a motivated behavior. The action of the operant response serves the purpose of getting a reward or avoid punishment. Frustration, escape, avoidance, and aggression are major negative impacts of any animal motivation consequence (Yohn et al., 2017). For instance, an animal will leave an aversive situation by escaping or develop a disrupting behavior after frustration. Both aversive situation and frustration motivates an animal to either escape or have disrupting behavior.

Antecedents, Attributes, and Consequences

Motivation’s antecedents include nurses, job features, confidence, nursing language competency, level of engagement, and nursing understanding and completion of an activity. Motivation’s consequences include satisfaction and performance. When there is increased motivation, satisfaction and performance increase, contrary, decreased motivation will result in decreased satisfaction and performance that contributes to burnout (Baljoon et al., 2018). Attributes involve work context or environment, self-esteem, recognition from leaders or others, and opportunities for self-development and achievements.

Motivation triggers an action, meaning the action it is a postcursor to motivation. Motivation antecedent is extrinsic, in which a nurse has to do something to become motivated by better performance. Like personal attributes, these two categories involve clinical experiments that relate to educational-creativity setting or work environment context. When a person is intrinsically motivated, he engages in an activity solely because he enjoys it and gets personally satisfied with it. Similarly, when he gets extrinsically motivated, he does something to receive or gain an external reward (Bakay & Huang, 2010). The self-determination level and capability, and features of the work itself are critical elements (concepts) of extrinsic motivation. In general, the main attribute of intrinsic motivation loves what you do. On the other hand, the work performance results and nature of the work allude to extrinsic motivation. However, the negative relationship existing between intrinsic and extrinsic motivation undermines intrinsic motivation. Within the creativity context, the combination of intrinsic and extrinsic enhances the overall performance.

A Model Case

According to Maslow's five-model of the hierarchy of needs, motivation is a procedural process containing basic needs that must be met before proceeding to the next level of motivation. A nurse should first meet biological and physiological needs such as food, sleep, sex, shelter, and warmth before meeting safety needs. In the second stage of motivation and satisfaction, a nurse must have protection, stability, and security (Montag, Sindermann, Lester, & Davis, 2020). The third step of the model being belongingness and affection needs, requires a nurse to have a healthy relationship and teamwork. The fourth last need is esteem. A nurse has already built his image, status and achieved better results. The last need is self-actualization that involves nurses' need to seek career advancement opportunities.

Empirical Referent

Motivation is measurable. For instance, nurses’ motivation can be measured using a qualitative method of job facet satisfaction. Outcomes of lack of motivation is measurable and include decreased performance, higher employee turnover, engagement's low levels, poor communication, inability to overcome adversity, and lack of apathy for the work. As a result, these referents proliferate and contribute to toxic workplace environment. Unmotivated nurses do not seem to care if they have a job (Baljoon et al., 2018). Also, they are unlikely to accept challenges and changes and cannot stick with the problem to allow for finding a long-term solution.

Implications

Motivation in the workplace will lead to increased productivity due to a high level of performance among employees. As a result, the implication of hospitals' motivation is finding what triggers motivation, especially among frontline workers such as nurses. Instead of focusing on monetary motivation, hospitals can improve working conditions, hire enough staff, and provide adequate work resources.

Influence of Motivation Concept Analysis

From the above concept analysis, I have realized that the best motivation is not only based on giving attractive compensation packages but using non-monetary rewards. Previously, I perceived motivation to be an aspect that is not much important in determining workers' and organizations' performance in general. Now, based on the finding, I can justify that motivation is the backbone of workforce performance and increased productivity. I will use the findings to frame comprehensive research questions to research on broad motivation area of interest.

References

Ayalew, F., Kibwana, S., Shawula, S., Misganaw, E., Abosse, Z., Van Roosmalen, J., ... & Mariam, D. W. (2019). Understanding job satisfaction and motivation among nurses in public health facilities of Ethiopia: a cross-sectional study. BMC nursing, 18(1), 46.

Bakay, A., & Huang, J. (2010). A conceptual model of motivational antecedents of job outcomes and how organizational culture moderates. Available at SSRN 1722048.

Baljoon, R. A., Banjar, H. E., & Banakhar, M. A. (2018). Nurses' work motivation and the factors affecting it: a scoping review. International Journal of Nursing & Clinical Practices, 2018.

Corkin, D. M. S., Lindt, S. F., & Williams, P. S. (2020). Effects of positive college classroom motivational environments on procrastination and achievement. Learning Environments Research, 1-15.

Esfahani, P., & Afshin, M. (2019). Job Motivation among Iranian Nurses; a Systematic Review and Meta-Analysis Study. Health Research Journal, 4(1), 30-37.

Fierz, K., Nicca, D., & Spirig, R. (2013). Perceived HIV symptom manageability: synthesis of a new use for a known concept. Journal of advanced nursing, 69(1), 229-241.

Freeman, M., Baumann, A., Blythe, J., Fisher, A., & Akhtar‐Danesh, N. (2012). Migration: a concept analysis from a nursing perspective. Journal of advanced nursing, 68(5), 1176-1186.

Montag, C., Sindermann, C., Lester, D., & Davis, K. L. (2020). Linking individual differences in satisfaction with each of Maslow's needs to the Big Five personality traits and Panksepp's primary emotional systems. Heliyon, 6(7), e04325.

Riahi, S. (2011). Role stress amongst nurses at the workplace: concept analysis. Journal of nursing management, 19(6), 721-731.

Webber, K. H., Gabriele, J. M., Tate, D. F., & Dignan, M. B. (2010). The effect of a motivational intervention on weight loss is moderated by level of baseline-controlled motivation. International Journal of Behavioral Nutrition and Physical Activity, 7(1), 1-9.

Yohn, S. E., Alberati, D., Correa, M., & Salamone, J. D. (2017). Assessment of a glycine uptake inhibitor in animal models of effort-related choice behavior: implications for motivational dysfunctions. Psychopharmacology, 234(9-10), 1525-1534.

This is what I get from your ROL

Antecedents:

RESOURCES (adequate people including interaction with others – Baljoon et al.)

Thinking/mindfulness (Webber et al.)

Emotions, such as frustration (Yohn et al.)

Defining attributes (I do not see any)

I just googled around and found attributes of reason, desire or drive, internal process, instinct/innate

Consequences:

Satisfaction (Ayalew et al.)

Performance or goal (Baljoon et al., Webber et al.)

Increased cognition (Corkin et al.)