Reflection – Motivating Employees

Reflection – Motivating Employees

Motivation is the key to any successful organization, especially when it comes to your employees. How a manager motivates should never matter how big or how small the company is when it comes to making sure your employees feel as if they have a team of people rooting for them. As managers, it is our job to make sure that each of our employees feels motivated while working because, without our employees, we would not be able to function as a company. Making sure that we have a motivated labor force will allow us to offer a work atmosphere that can give our company the highest value that an organization can provide to its employees. So, as a team, we will be creating a company policy that will allow us to find better ways to motivate our employees.

First, we need to make sure every manager understands what positive employee motivation is. Motivation is a drive that an individual, a person, or a group of people can have in putting behind someone for them to achieve their goal. Having employee motivation is an essential part of a person’s workplace. “Motivation is an important to maintain in a workforce, especially since it’s one of the primary driving factors behind a staff that is productive and works together in a dynamic manner”( IAC Publishing, 2018, p. 3). Motivation from management is what makes employees want to continue working for a company. Overall it shows how well we are being run as a company.

Next, we will need to sit down with the employee collectively to figure out how we are currently doing in motivating them. This will help us understand the shortcoming that we are having in reaching the employees. “Frequent communication, are regarded with respect and civility and have input to every facet of the work they’re hired to produce”( Heathfield, 2018 p.4). Understanding these issues will also help in making a better work environment and help us demonstrate that we value our employees. We want to make our company healthy, and in order to do that, we must figure out what we are doing wrong.

Granted that, after we get an understanding of how we are currently doing in motivating our employees, we will need to start taking the initiative to form a work atmosphere that is more positive. To do these, we will need to start treating employees with more respect as well as start recognizing the work that they do for the company. We need to start acknowledging the employee’s contributions because it will motivate them to want to learn more about the company. Making sure that we have high stages of employee motivation will, over time, be naturally connected to more employee engagement. This is something that is very important since it can help lead to more productivity for the company and lower turnover rates, which are something that a company that is looking to grow has to pay attention to.

Finally, we should also give the employees some type of reward. These rewards can be given out quarterly or yearly. Numerous employees are more motivated to do a better job when they know there is some type of financial other than their regular paycheck. It also gives management time to interact with employees and provides the necessary one-on-one motivation to help them reach their goals.

Motivated employees can result in significant growth for any company. “Managers must interact with each employee in order to determine what motivates each person and then develop an individualized approach”( IAC Publishing, 2018, p. 1). Knowing that the employees are feeling productive will allow the organization the reach some higher points and develop better relationships between management and the employees.

Team, I know that some days might be harder than others to keep the morale up in the work environment, but we have to keep pushing to make sure that EVERYONE feels motivated, even the management team. We want to make sure that we grow as a company, but in order for us to do that, we have to succeed as a team first. So, let’s motivate each other so that we can be the best.

References

Heathfield, S. M. (2018, December). How Great Managers Motivate Their Employees. Retrieved from https://www.thebalancecareers.com/how-great-managers-motivate-their-employees-1918772

IAC Publishing. (2018). What Is Employee Motivation? Retrieved from https://www.reference.com/business-finance/employee-motivation-cc039dcb015c47e2

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Overview
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.

Motivating Employees

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.

Preparation
As part of your preparation for this assignment, please read the following:

The Future of Healthcare LeadershipLinks to an external site.
Herzberg’s Two-Factor Theory (And Job Enrichment).
Achievement Motivation Theory. (Includes information on McClelland’s theory on acquired motives.)
Maslow’s Hierarchy of Basic Needs.
Requirements
Write a 4-6 page 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 behaviours.
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.
Use the Strayer University Online Library to find four recent quality academic resources that are current (within the last five years) for this 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.