December 1, 2011
Professor Delores Ireland
Many health care organizations today face different challenges. Changes may be necessary for an organization to remain competitive and profitable. Several methods exist to help managers motivate employees on upcoming changes. Each organization and manager needs to decide which method works best for his or her team. Although choosing the right motivational method may be difficult, using certain motivational methods can increase job performance and satisfaction. Three Motivational Methods
Many health care organizations are redesigning how they do business. These changes have come about because of many factors. Changes in insurance coverage, reduction of Medicaid and Medicare, electronic medical records, staff turn-over, and reduction in staff to maintain a budget are just a few of these reasons. Managers need to research motivational methods that will work best within their organization. An effective manager must be able to understand a motivational technique before implementing the method. A manager must also be flexible enough to use different methods according to the employee’s personality. A vast difference in personalities within a team can be challenging to motivate. A manager who can motivate and communicate effectively is vital to organizational changes (Lombardi & Schermerhorn, 2007). As a manager, three motivational methods stand out among the rest. These methods are Maslow’s Hierarchy of Needs, Victor Vroom’s Expectancy theory, and William Gallagher’s Job Design theory (Lombardi & Schermerhorn, 2007). Maslow’s Hierarchy of Needs
Abraham Maslow (1954) proposed research that relates to human motivation. He called this research a ‘Hierarchy of Needs’. This hierarchy of needs has two premises: deficiency needs and growth needs (Huitt, 2007). Deficiency needs are needs that do not need satisfaction and are not a...