Hcs/235 Motivational Methods Paper

Motivational Methods Paper
HCS/235
Motivational Methods Paper
The term motivation is used in management theory to describe forces within individuals that account for the level, direction, and persistence of effort they expend at work. Simply put, a highly motivated person works hard at a job; an unmotivated person does not. (Chapter 10, Section 10.1) Within my organization upper management has made the decision that my department must be downsized. There are various motivational methods to lead and implement this change within my area. There are three motivational theory methods that will be used to implement this change which are the goal setting theory, expectancy theory and the reinforcement theory.
By understanding what motivates
people as a manager we can appreciate where team members are coming from. We can also better direct the energy of the team members to accomplish countless goals for our organization. Health care managers who lead teams and staff through motivation create conditions under which other people feel continually inspired to work hard and perform to the best of their abilities. (Chapter 10, Section 10.1) In our organization we strive for excellence and keeping are staff happy and motivated is one of our goals.
Needs are unfulfilled physiological or psychological desires of an individual.
Some theories of motivation use individual needs to explain the behaviors and attitudes of people at work and all the theories agree that needs cause tensions that influence attitudes and behavior. Good managers and leaders establish conditions in which people can satisfy important needs through their work. They also take action to eliminate things that can block the satisfaction of important needs. (Chapter 10, Section 10.1) As a manager expectancy theory is one motivation you want to keep within your teams. People believe that working hard will result in a level of task performance being completed. A person also believes that successful performance will be followed by some sort of reward or other means of an incentive. People place value on their work also just because of the possible rewards and other work-related outcomes. Being an observant manager an applying this theory when necessary will keep employees fulfilled and wanting to do their jobs to the full
potential.
Goal setting is another motivational theory for a manager to have.
Goals give direction to people in their work; it clarifies the performance expectations between a manager and employee, between co-workers, and between other departments within the organization. Goals also establish a time frame of position for feedback to provide to the manager as a foundation for self-awareness. According to Locke, goal setting can enhance individual work performance and job satisfaction. To achieve these benefits, however, managers and team leaders must work together to set the right goals in the right ways. The degree to which people are involved in setting performance goals can influence their satisfaction and performance. Research indicates that a positive impact is most likely to occur when the participation (1) allows for increased understanding of specific and difficult goals and (2) provides for greater acceptance and commitment to them. (Chapter 10, Section 2.3) Being a manager and wanting to keep performance levels high setting specific goals, setting challenging goals, building goal acceptance and commitment along with clarifying goal priorities and then rewarding accomplishments should always be
factors.
Reinforcement theory is also another motivational theory good for a manager in an organization with teams. Reinforcement theory explains human behavior as a result of one’s environment. Instead of looking within the individual to explain motivation and behavior, reinforcement theory focuses on the external environment and the consequences it holds for individuals. (Chapter 10, Section 10.3) Positive reinforcement strengthens or increases the frequency of desirable behavior by making a pleasant consequence contingent on its occurrence. Example: A manager nods to express approval to someone who makes a useful comment during a staff meeting.
•Negative reinforcement increases the frequency of or strengthens desirable behavior by making the avoidance of an unpleasant consequence contingent upon its occurrence. Example: A manager who has been nagging a worker every day about tardiness does not nag when the worker comes to work on time one day.
•Punishment decreases the frequency of or eliminates an undesirable behavior by making an unpleasant consequence contingent on its occurrence. Example: A manager issues a written reprimand to an employee who reports late for work one day.
•Extinction decreases the frequency of or eliminates an undesirable behavior by making the removal of a pleasant consequence contingent on its occurrence. Example: A manager observes that a disruptive employee is receiving social approval from co-workers; the manager counsels co-workers to stop giving this approval. A manager can use all four reinforcement approaches to promote constant improvement with the employees. Also the strategies of both positive and negative reinforcement strengthen wanted behavior when it occurs. The punishment and extinction strategies weaken or eliminate undesirable behaviors. (Chapter 10, Section 3.1) A manager has to use this motivational theory to keep the barrier between employee and supervisor on a work level. Some people take relationships in the workplace to other levels and not realize the difference between the two roles. With the reinforcement theory it still gives the manager their role while by effectively enforcing the laws of punishment but also effectively enforcing positive reinforcement as well.
In conclusion with various research methods that lead to and implement change within my area, goal setting, expectancy theory and reinforcement theory will help within my organization with the downsizing of the departments and help all managers in all areas prepare their teams for the upcoming changes.

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