HCS 325 Motivational Methods Paper
Motivational Methods Paper
HCS/325
February 21, 2011
Erica Falk-Huzar
How often do you see a new employee or a former employee that has been with a company for a long period of time come in excited about being at work as upper management may be? Answer: Not very many people. It is important for the employee or employees to be happy to be at their job. The manager’s job is to figure out how to motivate their employees to perform their job to the best of their ability and to go that extra mile for the organization as well. Maslow’s theory has five levels of needs and they are self-actualizing, physiological, safety, ego, and social (Lombardi, 2007). “A lack of motivation without having effective motivation methods and motivation strategies …show more content…
can be a really annoying problem, especially when it becomes an obstacle to your personality developments and goals” (Steve, 2010). As a manager the three motivational methods that should be used would be to provide advancement opportunities, give recognition, and to create a sense of achievement.
The first method would be setting goals whether they are specific, challenging, acceptance, commitment, clarifying, and rewarding they can create a motivation within each individual involved (Lombardi, 2007). The second method would be the expectancy theory that shows a person that would work hard if there was a positive outcome and if they are rewarded for their hard work. The employee or employees would be more motivated and the hard work that each employee puts into the rewards and the outcome will determine their motivation. The third method would be the equity theory which motivates the sense of achievement by giving each and every employee the same opportunity and by giving the same rewards for the hard work they have done for the organization. By making people feel important about their hard work and their skills provides then with the feeling of encouragement and happiness. This has to be maintained in order for the employee or employees to contribute their hard work for good quality …show more content…
work. In order for these methods to work properly there needs to be reinforcements put into place.
Positive and negative reinforcements can also be used along with punishment. The manager will provide reinforcements by meeting the organizations standards with little or no errors. If errors occur then the rewards may be taken away and reinforcements may take place if needed. If no errors occur than rewards will be given out to the employee or employees and no conflict will happen. The manager should always give an explanation of what is expected of the employees before and after their job is performed to the best of their ability. The manager should monitor each and every employee so that he or she can give them feedback as to what the employees did wrong so that it doesn’t happen again and the manager should praise the employee or employees. The manger should also talk to each employee privately so that they are not being ridiculed in front of their peers and feel bad about themselves (Lombardi, 2007). Planning and providing a plan of action should keep the results at a low. Without a plan of action the results shows the other managers failure to provide the instruction to have an accurate result. The manager needs to find out what each and every employee strengths and weaknesses are so that he can keep their morale up to the employee’s expectations. A manager should never make an employee feel dumb or incompetent with tasks and questions asked (Lombardi,
2007). The key to morale and motivation is to understand how to communicate not only with the employees but also with other managers. Managers should always give feedback on how the employee can better themselves on a task that they might be having a hard time with or comprehending. Managers should also have an open communication with the employees and other managers so that they can feel open enough to talk upon each other in the organization. A manager has to have active listening process such as: listen, remove distractions, listen to content and feelings, etc. and then repeat back to the employees what they just said to you. This shows the employees that you are listening to every word that they are saying and that you are concerned. The reaction from the manager should be by asking questions and then responding back to the employee or employees. Constructive feedback is necessary and very important and should be given to the employee so that the manager and the employee understand what each needs and wants the employee or employees have and how to get there. Communication should end in a happy manner so that open communication can continue and motivation will follow (Lombardi, 2007). When a conflict arises it must be immediately addressed and taken care of before anything gets out of hand. Compromising may or may not work all the time but it will help to ease a tense situation. All conflicts must be handled and resolved so that the cooperation of other employees can occur. Taking an employee or employees into a different environment will help to calm employee or employees down to a level of understanding. New procedures and policies needs to be incorporated along with proper training. Negotiating should be the last thing to do when a conflict arises. The manager needs to be in control at all times but in certain instances it may be the only way to resolve an issue (Lombardi, 2007). A manager may come up with a questionnaire for the employees to answer. Sometimes this may or may not work. The questions would be like: What motivates them to work hard and how has the changes affected them, what goals do they have set for them, and what ideas if any do they have for the organization. These questionnaires can be anonymous (Parmer, 2004-2007). A healthcare organization can be affected by the employee’s motivation. Not having communication, motivation, discipline, and the reward system can make an employee have no guidelines or rules to follow. Using these three methods that I have explained above best to my knowledge can provide the manager and their team with the right motivational skills that they need to accomplish any job successfully.
Reference
Lombardi, D.M., & Schermerhorn, J. R. (2007). Health care management: Tools and techniques for managing in a health care environment. Hoboken, NJ: John Wiley & Sons.
Parmer, B. (2004-2007). Employee motivation. Retrieved from http://www.businessballs.com/employeemotivation.htm.
Steve. (2010, August 17th). Motivation Methods. Retrieved from http://www.planetofsuccess.com/blog/2010/motivation-methods.
HCS/325
February 21, 2011
Erica Falk-Huzar
How often do you see a new employee or a former employee that has been with a company for a long period of time come in excited about being at work as upper management may be? Answer: Not very many people. It is important for the employee or employees to be happy to be at their job. The manager’s job is to figure out how to motivate their employees to perform their job to the best of their ability and to go that extra mile for the organization as well. Maslow’s theory has five levels of needs and they are self-actualizing, physiological, safety, ego, and social (Lombardi, 2007). “A lack of motivation without having effective motivation methods and motivation strategies …show more content…
can be a really annoying problem, especially when it becomes an obstacle to your personality developments and goals” (Steve, 2010). As a manager the three motivational methods that should be used would be to provide advancement opportunities, give recognition, and to create a sense of achievement.
The first method would be setting goals whether they are specific, challenging, acceptance, commitment, clarifying, and rewarding they can create a motivation within each individual involved (Lombardi, 2007). The second method would be the expectancy theory that shows a person that would work hard if there was a positive outcome and if they are rewarded for their hard work. The employee or employees would be more motivated and the hard work that each employee puts into the rewards and the outcome will determine their motivation. The third method would be the equity theory which motivates the sense of achievement by giving each and every employee the same opportunity and by giving the same rewards for the hard work they have done for the organization. By making people feel important about their hard work and their skills provides then with the feeling of encouragement and happiness. This has to be maintained in order for the employee or employees to contribute their hard work for good quality …show more content…
work. In order for these methods to work properly there needs to be reinforcements put into place.
Positive and negative reinforcements can also be used along with punishment. The manager will provide reinforcements by meeting the organizations standards with little or no errors. If errors occur then the rewards may be taken away and reinforcements may take place if needed. If no errors occur than rewards will be given out to the employee or employees and no conflict will happen. The manager should always give an explanation of what is expected of the employees before and after their job is performed to the best of their ability. The manager should monitor each and every employee so that he or she can give them feedback as to what the employees did wrong so that it doesn’t happen again and the manager should praise the employee or employees. The manger should also talk to each employee privately so that they are not being ridiculed in front of their peers and feel bad about themselves (Lombardi, 2007). Planning and providing a plan of action should keep the results at a low. Without a plan of action the results shows the other managers failure to provide the instruction to have an accurate result. The manager needs to find out what each and every employee strengths and weaknesses are so that he can keep their morale up to the employee’s expectations. A manager should never make an employee feel dumb or incompetent with tasks and questions asked (Lombardi,
2007). The key to morale and motivation is to understand how to communicate not only with the employees but also with other managers. Managers should always give feedback on how the employee can better themselves on a task that they might be having a hard time with or comprehending. Managers should also have an open communication with the employees and other managers so that they can feel open enough to talk upon each other in the organization. A manager has to have active listening process such as: listen, remove distractions, listen to content and feelings, etc. and then repeat back to the employees what they just said to you. This shows the employees that you are listening to every word that they are saying and that you are concerned. The reaction from the manager should be by asking questions and then responding back to the employee or employees. Constructive feedback is necessary and very important and should be given to the employee so that the manager and the employee understand what each needs and wants the employee or employees have and how to get there. Communication should end in a happy manner so that open communication can continue and motivation will follow (Lombardi, 2007). When a conflict arises it must be immediately addressed and taken care of before anything gets out of hand. Compromising may or may not work all the time but it will help to ease a tense situation. All conflicts must be handled and resolved so that the cooperation of other employees can occur. Taking an employee or employees into a different environment will help to calm employee or employees down to a level of understanding. New procedures and policies needs to be incorporated along with proper training. Negotiating should be the last thing to do when a conflict arises. The manager needs to be in control at all times but in certain instances it may be the only way to resolve an issue (Lombardi, 2007). A manager may come up with a questionnaire for the employees to answer. Sometimes this may or may not work. The questions would be like: What motivates them to work hard and how has the changes affected them, what goals do they have set for them, and what ideas if any do they have for the organization. These questionnaires can be anonymous (Parmer, 2004-2007). A healthcare organization can be affected by the employee’s motivation. Not having communication, motivation, discipline, and the reward system can make an employee have no guidelines or rules to follow. Using these three methods that I have explained above best to my knowledge can provide the manager and their team with the right motivational skills that they need to accomplish any job successfully.
Reference
Lombardi, D.M., & Schermerhorn, J. R. (2007). Health care management: Tools and techniques for managing in a health care environment. Hoboken, NJ: John Wiley & Sons.
Parmer, B. (2004-2007). Employee motivation. Retrieved from http://www.businessballs.com/employeemotivation.htm.
Steve. (2010, August 17th). Motivation Methods. Retrieved from http://www.planetofsuccess.com/blog/2010/motivation-methods.