Human Organisational Behaviour Group Assignment
GROUP 10
2013/04/29
KALAFONG A CASE STUDY
GROUP 10
2013/04/29
KALAFONG A CASE STUDY
Contents Question 1 2 Theory Y 3 Goal Setting Theory 4 Hierarchy of Needs Theory 5 Expectancy Theory 7 Two Factors Theory 8 McClelland’s Theory of Needs 9 Need for Achievement 9 Need for Power 10 Need for Affiliation 10 References 12 Question 2 13 Introduction 13 Strengths 13 Weaknesses 14 Short – Middle Term Solutions 15 Medium – Long Term goals 16 Opportunities 16 Threats 17 Political Factors 17 Economic Factors 18 Social-Cultural Factors 18 Changes in organisational behaviour 19 Recommendations 19 Technology 19 Recommendations 20 Legal 21 Recommendations 22 Environment 22 Recommendations 22 Conclusion 23 References 24
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
2013/04/29
KALAFONG A CASE STUDY
GROUP 10
2013/04/29
KALAFONG A CASE STUDY
Contents Question 1 2 Theory Y 3 Goal Setting Theory 4 Hierarchy of Needs Theory 5 Expectancy Theory 7 Two Factors Theory 8 McClelland’s Theory of Needs 9 Need for Achievement 9 Need for Power 10 Need for Affiliation 10 References 12 Question 2 13 Introduction 13 Strengths 13 Weaknesses 14 Short – Middle Term Solutions 15 Medium – Long Term goals 16 Opportunities 16 Threats 17 Political Factors 17 Economic Factors 18 Social-Cultural Factors 18 Changes in organisational behaviour 19 Recommendations 19 Technology 19 Recommendations 20 Legal 21 Recommendations 22 Environment 22 Recommendations 22 Conclusion 23 References 24
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
References: DENOSA. 2010. DENOSA Projects [Online]. Available: http://www.denosa.org.za/DENOSA.php?id=17 [Accessed 28 April 2013]. HARTIGH, W. D. 2013. Low-cost ultrasound to aid health care [Online]. Available: http://www.southafrica.info/services/health/ultrasound-010313.htm [Accessed 27 April 2013]. KRUEGER, A. 2013. 6 Ways Technology Is Improving Healthcare [Online]. Available: http://www.businessinsider.com/6-ways-technology-is-improving-healthcare-2010-12?op=1 [Accessed 27 April 2013]. LUTHANS, F. 2011. Organization behaviour, New York, Mcgraw Hill. MALAN, M. 2012. Medics suffer high exposure to TB [Online]. Available: http://mg.co.za/article/2012-03-30-medics-suffer-high-exposure-to-tb [Accessed 27 April 2013]. MASINGA, S. 2013. Mpumalanga looks to tech advances to improve healthcare [Online]. Available: http://www.sanews.gov.za/south-africa/mpumalanga-looks-tech-advances-improve-healthcare [Accessed 27 April 2013]. MOKOKA, E., OOSTHUIZEN, M. J. & EHLERS, V. J. 2010. Retaining professional nurses in South Africa: Nurse managers’ perspectives. MULLINS, L. J. 2002. Management and Organisational Behaviour, Pearson Education, Limited. PILLAY, R. 2009. Work satisfaction of professional nurses in South Africa: a comparative analysis of the public and private sectors [Online]. Available: http://www.human-resources-health.com/content/7/1/15 [Accessed 27-04Rubin PillayRubin Pillay 2013]. QUINN, C., ZIERVOGEL, G., TAYLOR, A., TAKAMA, T. & THOMALLA, F. 2011. Coping with Multiple Stresses in Rural South Africa. Ecology and Society, 16. SANC. 2013. What is the South African Nursing Council ? [Online]. Available: http://www.sanc.co.za/about01.htm [Accessed 27 April 2013].