HCS 514

Weekly Overview

Week 5

Overview

To improve quality and work performance, staff must have motivators that are specific to their needs as individuals, and this has to match organizational goals. There are several motivational theories that can drive this motivation. In an organization that has a culture for excellence, the need to achieve organizational excellence can become the motivation for all staff members involved in the process. To establish this type of motivation, managers must provide an environment that fosters trust, respect, and empowerment of the individual. This action, along with an effective control measurement process, helps ensure that important information flows continuously to every level of management and that management listens to staff and provides appropriate, timely, and objective feedback on work performance and process improvement activities. The organization and the staff should then be rewarded when goals are achieved to maintain high motivation.

What you will cover

1. Individual performance management

a. Compare major motivational theories and their application to health care organizations.

1) Motivation

a) The degree of readiness or the desire within the individual to pursue some goal

b) Builds on basic needs of workers

c) Motivational theories

2) Maslow’s hierarchy of needs

a) Physiological

b) Safety and security

c) Belonging

d) Esteem and status

e) Self-fulfillment

3) Herzberg’s theory

a) True motivators are inherent in or closely related to the work

b) All else (pay, benefits, working conditions, communication, and so on) are environmental factors which, while not necessarily motivators, can become dissatisfiers if not periodically reinforced

4) McGregor’s Theory X and Theory Y

a) Theory X:

(1) Inherent dislike for work

(2) Limited ambition

(3) Avoidance of work if possible

(4) Want security

b) Theory Y:

(1) Work is as natural as play or rest

(2) Worker seeks responsibility

(3) Worker will exercise self-direction

c) Theory Z: Emphasis on satisfaction derived from increased productivity

b. Explain the relationship between quality employees and a quality organization.

1) Strategies that motivate workforce to excel

a) Performance appraisal

b) Job rotation, enrichment, and/or enlargement

c) Delegation

d) Awards and honors

e) Career ladders and parallel-path progression system

f) Incentives and bonuses

g) Participation opportunities

h) Feeling valued

i) Recognition

j) Involvement in decision making

k) Empowerment

l) Communication

m) Stimulation of creative thinking

n) Training and development opportunities

o) Challenging work

c. Determine strategies for creating a cultural environment for excellence.

1) Team-based setting

a) Leader communication

(1) Fosters trust

(2) Keeps promises

(3) Respects the individual

(4) Use motivation language model

b) Provide a high-trust culture

c) Explain why decisions are made

d) Communicate in a timely manner

e) Ensure that important information flows continuously

f) Leaders explain specific implications of the environment and organizational changes to each level of employees

2) Employee responses to leader communication are validated

3) Effective listening and feedback

4) Establish a Code of Ethics for all employees and hold employees at all levels accountable.

5) Effectiveness of the Control Process ensuring organizational strategies are met

a) Steps of the control process

(1) Measuring

(2) Comparing

(3) Taking action

b) Measuring organizational and employee performance

c) Tools used to measure performance

(1) Reviews

(2) Feedback

(3) Data