Imagine that you have been appointed the director of health at the Kaluyu Memorial Hospital in Nairobi, Kenya—a for-profit hospital. The facility is also a referral hospital and receives severe cases of accidents and chronic and communicable diseases, and it houses an HIV/AIDS ward. As you settle into your position, you realize that the employees always act scared as they approach their superiors. Some of the employees deliver files and leave your office in a hurry.
As you make your routine departmental visits, you observe tension among the nurses and doctors, and there is a sentiment that the nurses tend to do the majority of the work within patient care but the doctors get all the credit. You notice that the employees are always looking forward to the end of their shifts when they can go home. You notice that some of the doctors come back to work wearing the same unwashed clothes as the previous day. Too many employees are calling in sick, and many of them give weak reasons for their tardiness.
There is also a sense that doctors and nurses dominate other employees in similar positions. In meetings and conference calls, some employees are quiet and never participate. You notice that people with families tend to gather and talk quietly on breaks. The new mothers working for the hospital have to use bathrooms to pump breast milk for their infants, and the refrigerators do not work well. Looking at the financial statements of the hospital, you realize that the hospital’s expenses are higher than the industry standard, and it incurs losses year after year.
Note: You may create or make all necessary assumptions needed for the completion of this assignment.
As part of your preparation for this assignment, please read the following:
Herzberg’s Two-Factor Theory (And Job Enrichment).
Achievement Motivation Theory. (Includes information on McClelland’s theory on acquired motives.)
Write a paper in which you:
Assess the major demotivational factors at Kaluyu Memorial Hospital. Evaluate the level of impact that the identified factors could have on specific areas of service and business if the administration does not address the situation. Support your response with at least two examples of the potential negative impact of the identified demotivational factors on the hospital.
Read the overviews of the three major motivational theories (Maslow’s hierarchy of needs, Herzberg’s two-factor theory, and McClelland’s acquired needs theory). Choose the theory that you think best fits this scenario and defend that choice with two examples.
- Outline a communication system that will have the greatest impact on improving employee motivation, and specify the major reasons why your system will positively impact employee behaviors.
Use at least four quality sources to support your writing. Choose sources that are credible, relevant, and appropriate. Cite each source listed on your source page at least one time within your assignment
- This course requires the use of Strayer Writing Standards (SWS). The library is your home for SWS assistance, including citations and formatting. Please refer to the Library site for all support. Check with your professor for any additional instructions.
The specific course learning outcome associated with this assignment is:
Formulate a communication system for improving employee motivation that is based on a model of motivation
Expert Solution Preview
In the given scenario, as the director of health at Kaluyu Memorial Hospital in Nairobi, Kenya, the major demotivational factors at the hospital need to be assessed. This paper will evaluate the impact of these factors on specific areas of service and business if they are not addressed. Additionally, the best motivational theory that fits this scenario will be chosen and defended with examples. Finally, an outline of a communication system that will positively impact employee motivation will be provided, along with the reasons for its effectiveness.
The major demotivational factors at Kaluyu Memorial Hospital include the employees’ fear of their superiors, tension among nurses and doctors, lack of recognition for nurses’ work, poor working conditions, and high employee absenteeism. If these factors are not addressed, they can have a significant impact on the hospital’s service and business.
Firstly, the fear of superiors and the lack of recognition for nurses’ work can lead to decreased employee morale and job satisfaction. This, in turn, can result in lower quality of patient care and decreased patient satisfaction. Nurses may feel demotivated and less engaged in their work, leading to a lack of attention to detail and potential medical errors.
Secondly, poor working conditions, such as doctors wearing unwashed clothes and lack of functional refrigerators, can have a negative impact on the hospital’s reputation. Patients and their families may perceive the hospital as being unprofessional and lacking in proper hygiene and sanitation. This can lead to a decrease in patient admissions, affecting the hospital’s revenue and financial stability.
Overall, these demotivational factors can diminish employee productivity, patient satisfaction, and the hospital’s reputation, ultimately resulting in financial losses and a decline in the quality of healthcare services provided.
The motivational theory that best fits this scenario is Herzberg’s two-factor theory. According to this theory, there are hygiene factors and motivators that influence employee satisfaction and motivation. The hygiene factors, such as working conditions, salary, and job security, are primarily responsible for preventing employee dissatisfaction. On the other hand, motivators, such as recognition, achievement, and growth opportunities, contribute to employee satisfaction and motivation.
In the given scenario, Herzberg’s two-factor theory is applicable as the demotivational factors mentioned primarily fall under hygiene factors. The fear of superiors, tension among nurses and doctors, poor working conditions, and lack of recognition can all be considered hygiene factors. By addressing these demotivational factors, the administration can prevent employee dissatisfaction and create a more conducive work environment.
For example, by implementing initiatives to improve working conditions, such as proper uniforms and functional refrigerators for new mothers, the hospital can positively impact employee satisfaction and motivation. Similarly, recognizing and appreciating the work of nurses can foster a sense of achievement and recognition, further enhancing their motivation.
Herzberg’s two-factor theory emphasizes the importance of addressing hygiene factors to prevent dissatisfaction and motivators to enhance satisfaction. By focusing on improving these factors, the hospital can create a more motivated and engaged workforce, leading to better patient care and overall organizational success.
To improve employee motivation, an effective communication system needs to be implemented. This system should prioritize clear and regular communication, provide opportunities for employee feedback and participation, and promote a sense of belonging and teamwork. Communication plays a crucial role in motivating employees and fostering a positive work environment.
The outlined communication system should include the following key elements:
1. Regular staff meetings: Conducting regular staff meetings where management shares updates about the hospital’s goals, achievements, and challenges can improve communication and keep employees informed. This promotes transparency and helps employees feel involved in the decision-making process.
2. Open-door policy: Implementing an open-door policy where employees can freely approach their superiors with concerns, suggestions, and feedback can create a supportive work environment. This encourages two-way communication and shows that employee perspectives are valued.
3. Employee recognition programs: Establishing employee recognition programs, such as “Employee of the Month,” can acknowledge and appreciate outstanding performance. Recognizing employees for their contributions boosts morale, fosters a positive work culture, and motivates others to excel.
4. Team-building activities: Organizing team-building activities, such as group projects, training sessions, or social events, can promote collaboration, communication, and a sense of belonging among employees. This helps build strong working relationships and enhances motivation.
5. Performance feedback and development: Providing timely and constructive performance feedback, along with opportunities for professional growth and development, shows employees that their progress is valued. This encourages a continuous learning mindset and motivates individuals to improve their skills.
Overall, this communication system will positively impact employee motivation by fostering clear and open communication, recognizing employee contributions, promoting team dynamics, and providing avenues for personal and professional growth.