In today's reality of health care management, organizations must make the tough choices in order to survive. More and more, people are looking for quality at an affordable price. Our organizations must employ methods to do more with less; management teams must do whatever it takes to accomplish that goal. In an ever-growing industry that is health care, it is often necessary for organizations to downsize to control costs while maintaining quality. External as well as internal motivators make the process of downsizing necessary to maintain a competitive edge. Difficult decisions must be made taking employees lives under consideration, without losing sight of the desired effect; cutting the fat. The art in downsizing is not slashing and cutting jobs and processes indiscriminately. It is those managers job to make those tough decisions; decisions that will change people's lives, and make the organization stronger, and better. The old adage it is better to attract a bear with honey than with vinegar pretty well summarizes the concept described in the text; that utilizing positive motivators, such as alternative work arrangements, can result in "outstanding worker performance" (Lombardi, Schermerhorn, & Kramer, 2007); thus identifying the most qualified individuals to maintain quality despite the downsizing. Using transparent tactics in order to motivate employees to do their best is a skill that all great managers possess. Our department will make changes that will ultimately support the organizational goals in downsizing with minimal impact to the community and maintaining the best-qualified and motivated personnel onboard. It is important that people know they are not just pons in the corporate wheel of fortune. Staff must know that their input, contributions and efforts are appreciated and valued. Money is not the most important thing in motivating people. "If you honor and serve the people who work for you, they will honor and serve you" (Tanner, 2011). Downsizing, restructuring, those are terms that make employees feel uneasy at any organization. The reason is obvious, with restructuring or downsizing, come lay-offs. Expectancy theory of motivation suggests, "people will do what they can do when they want to do it." (Lombardi, Schermerhorn, & Kramer, 2007) In other words, if people expect to be laid off, or fired, they will generally become more productive in an attempt to save their positions despite the lay-offs. Another theory at the company's disposal is the goal setting theory (Lombardi, Schermerhorn, & Kramer, 2007). This is a technique that can be used to motivate individuals into getting specific goals accomplished. Downsizing does not always mean elimination of jobs. In many cases restructuring benefits, work schedules and wage reform can make a great impact in an organization. If a specific goal means reducing overtime in an organization, paying holiday pays, or even receiving bonus incentives, staff can be motivated to accept cuts versus accepting pink slips. Goals can be challenging, and when appropriate, give encouragement to employees for their efforts. External factors must be taken into consideration when downsizing your department. Management must be frank and fair to their employees as they expect loyalty and hard work in return. Vision Mission and Guiding Principles must be strictly professed and followed if the company is to be successful. The theory of goal setting talks about giving guidance, setting benchmarks and building a goal of acceptance and commitment from all parties involved (Lombardi, Schermerhorn, & Kramer, 2007). This is crucial if the downsizing is to be successful and with minimal conflict. People must be clear on what is required. Specific goals, and challenging tasks according to Dr. Edwin Locke, who pioneered research on goal setting in the 60's, are most effective. "To improve your or your team's performance,...
References: Lombardi, D. J., Schermerhorn, J. R., & Kramer, B. (2007). Health Care Management. Hoboken, NJ: John Wiley & Sons.
Mind Tools, Essential skills for an excellent career. (2012, Fall). Locke 's Goal Setting Theory, Understanding SMART Goal Setting. Retrieved from http://mindtools.com
Tanner, R. (2011, November 18). In 100 Words: You Get More With Honey Than Vinegar. Retrieved from http://managementisajourney.com
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