Human Organisational Behaviour Group Assignment

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GROUP 10
2013/04/29
KALAFONG A CASE STUDY
GROUP 10
2013/04/29
KALAFONG A CASE STUDY

Contents
Question 12
Theory Y3
Goal Setting Theory4
Hierarchy of Needs Theory5
Expectancy Theory7
Two Factors Theory8
McClelland’s Theory of Needs9
Need for Achievement9
Need for Power10
Need for Affiliation10
References12
Question 213
Introduction13
Strengths13
Weaknesses14
Short – Middle Term Solutions15
Medium – Long Term goals16
Opportunities16
Threats17
Political Factors17
Economic Factors18
Social-Cultural Factors18
Changes in organisational behaviour19
Recommendations19
Technology19
Recommendations20
Legal21
Recommendations22
Environment22
Recommendations22
Conclusion23
References24

Question 1
A challenge that is facing Dr Trevor Fisher apart from the obvious problems and challenges stated in the case study is that of acquiring a productive; effective; self-dedicated; goal oriented and well-motivated workforce, which are the pre-requisites of a well-functioning system. Given the pivotal role that nurses play in determining the efficiency, effectiveness and sustainability of the health care system, it’s important to understand what motivates them and to which extent the organization and other contextual variables satisfy them (Pillay, 2009).

Lack of motivation; proper guidance and mismanagement have resulted in Kalafong employees joining the private sector or leaving to other countries where there are better opportunities for them. Dr Fisher’s challenge among others is to motivate these employees irrespective of many problems that the hospital have. One would also argue that even Dr Fisher himself needs some motivation personally in order to motivate his workforce due to the limited influence in the decision making in the hospital. According to the Two Factor Theory (Fredrick Hertzberg) also known as the Motivation Theory, which proposes that an individual’s relation to work is basic and that one’s attitude towards work can very well determine their success or failure. Robbins et al (2009). He suggests that increasing intrinsic (job advancement, recognition, responsibility and achievement) factors would lead to improved responses at the work place and job satisfaction. But when individuals are unhappy; dissatisfied (mostly nurses in this case), dissatisfactions will give poor quality of service, and less efficient health care which is directly related to the nurse-patient relationship satisfaction.

The South Africa national health care system must also assist by putting great importance in developing the public health network, in order to provide good quality health care services. Dieleman, M et al (2003).

There are several motivating theories that can be suggested and be relevant to Kalafong hospital situation and can be discussed as follows:

Theory Y
The assumptions of this theory are based on the fact that employees can be self-direct and can commit themselves to achieve the objectives that are set for them. According to Robbins SP, Judge TA, Odendaal A and Roodt G (2009: 146) average employee can learn to accept and seek responsibility in order to get the job done in a manner that will help the organisation achieve its goals.

In the case of employees at Kalafong , this theory can be effective because employees will be encouraged to first focus on delivering services to the public that the hospital services. This can be achieved by allowing them to be responsible, innovative and find means to be effective within the situation they find themselves in. These employees need to be encouraged not to avoid their responsibility because of poor working conditions and miss management of the hospital but rather work to satisfy themselves with the results after putting their effort and reach self-actualisation stage.

The management of the hospital may come up with means and ways of making the situation better and...
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