Posted at 11.29.2018
In this, what I have tried to perform is to describe how an organisation's motivational routines and rewards systems can be executed with the aid of different motivational theories. For any organisation to be successful they have to motivate their workforce to work better in order to perform better, hence providing quality service to the patients.
Over the previous century organisations have been coping with the problems of experiencing a complex aspect to the business in addition to a cultural aspect. Therefore, it is evident that the necessity of the individuals (employees) must be fulfilled in order to perform a business efficiently. There have been different motivational theories resolved with various rewards systems. However, here is what I think that HNT should follow.
I wish to see ideas of Mayo, Maslow and Herzberg to be executed in HNT to discover the best possible results. Mayo has discussed the 'Theory of human relationships' that specializes in two main factors that is:
The importance of teamwork: The sense of team nature and doing the actual team expected always raises desire and the same can be done for Hargreen hospital. Small groups can be produced and given obligations.
The dependence on managers to take a pastime in their workers (Hawthorne impact): In case the superior shows affinity for what their subordinates are doing and carefully communicates then that provides a sense of importance and boosts up the morale of the staff. HNT needs to do the same in their organisation.
Mayo received some criticism over his theory as well. It is said that the test completed by Mayo are definately not being methodical. Only communities with few workers were detected and the later tests have didn't confirm the results. Another thing that is pointed out from Mayo's theory would be that the goals of professionals will not be exactly like for the employee despite their finest effort. Trade may see these efforts as management's try to fool workers into boosting efficiency.
Maslow on the other hands discusses the 'hierarchy of needs'. HNT should use this to understand what their employees want and how do they offer it to them. The hierarchy is really as follows:
Self actualisation: it means that HNT should organize training, troubles and opportunities to develop the skills of employees.
Esteem needs: HNT should give rewards for accomplishments, promotion and position.
Love and belonging needs: There must be opportunities for teamwork, social facilities and a positive working relationship between your employees.
Safety needs: The organisation must ensure that there are high criteria of health insurance and safe practices with job security and no bullying culture.
Physiological needs: Organisations must pay reasonable salaries to permit the needs of employees to be satisfied. The working hours should be comfortable therefore ought to be the condition.
There have been some competitors for Maslow's hierarchy as they find the idea unconvincing on various grounds. They argue that any generalisation about levels of human needs will have exceptions. You will discover conditions where businesses would find that there are workers who aren't interested in attaining praise or growing their personal skills. Staff like artists can even ask for creativeness need before financial rewards. One more thing that is usually to be taken into account is the fact even if Maslow's theory is good, it might be possible for personnel to carry all levels of needs at the same workplace. If a person is satisfied with his or her salary then other levels of needs may not be that significant.
Herzberg's 'Two-factor theory' is also something that intrigues me. It has two set of factors
Motivators: These stimulate the workers by giving job satisfaction including:
Hygiene factors: Anything that can cause dissatisfaction at work are related to the working environment like
A significant problem with Herzberg's theory regarding to several researches has shown which it cannot be put on all workers atlanta divorce attorneys business. Some careers like low skilled can't be enriched that easily and many workers might not see responsibility or progress.
In the above mentioned discussion I have tried to go over different motivational theories and have illustrated their benefits and drawbacks. A mixture of these three motivational ideas should be applied in HNT. Rewards and recognitions both should be given in the shape of financial as in some sort of benefit or a paid trip to holiday spot sponsored by the business. Non financial acknowledgement can get as a advertising or qualification or letter of appreciation that will make the employee feel great about spending so much time and will make them even more decided and hard working than before.
In this section, I'll make an effort to show the importance of cooperation within an organisation. The cooperation at any level in any company must be from both ends that is from the management side and the worker side. The two factors that contribute the most for the co-operation are the deal of job and the employment involving techniques.
For HNT to survive and retreat its good reputation that is being lost at the moment they have to have consent from both attributes that is the company and the worker. With the assistance of both celebrations only you'll be able to have an effective plan applied and getting the desired results.
Contract of occupation: Evidently illustrates the terms and conditions to which both workplace and employee must abide by. If one of these violates the insurance policy then the agreement will be dismissed. Deals states the date of you start with employer and staff name on it. It evidently shows the obligations of both gatherings and what plans and procedures needs to be used in the company. Like for HNT it will be mentioned that they are bound to pay the explained amount of salary on the deal to the doctor and if indeed they fail to do to allow them to be in charge of that. The exact same applies to the employee if they don't improve the mentioned amount of hours then HNT has the right to deduct their incomes corresponding or penalise the staff.
Along different facets that are protected in the contract, one of the key aspects mentioned is conditions of work and service. For the reason that paragraph says conditions can include the following:
The number of time to be performed: When HNT is putting your signature on a contract with its employees the number of hours did the trick by individuals should be plainly stated. There are some limitations even relating to visa insurance policies and the employees should be asked to work of their limits.
Appointment and termination: The clauses for visit and termination are also stated where the employee and management is addressed to all responsibilities that must be adhered. The conditions in which an employee can be terminated are also explicitly talked about so that when the contract is formed the employee exactly knows about it.
The designation of the job: The designation that a worker has been employed in the business will be described on each and every contract. If an employee is a heart and soul surgeon then his or her designation will be plainly written on the deal.
Pay: Exactly what will be the salary of the worker being hired needs to be mentioned. Things such as how the salary is paid? Will it be a simple salary or will it also be payment based? These things should be described for HNT to be on safer aspect and for the worker as well.
Benefits: If HNT blueprints to give out benefits to their employee then they should be written in the contract as well. It will inform what benefits can be found to the worker so when.
Disciplinary steps: This shows what action will be taken by the Hargreen Medical center when there is an issue with doctors and nurses or the low skilled individuals. Action is used only when the employees in Hargreen Clinic fail to comply with the disciplinary or organisational rules and regulations or if doctors and nurses do full fill their responsibilities. It is important to Hargreen Medical center because if the doctors and nurses recognizes what action will be studied for example if it declares that breaking rules causes dismissal, this will encourage doctors and nurses never to break the rules so that they can to maintain their job in Hargreen Clinic. It's important to the Hargreen Clinic because it can certainly take action if doctor and nurses misbehaves because it was written in the contract. The deal of employment causes the employees to change their behavior and behaviour according to the regulations of Hargreen Hospital and this circumstance the worker cooperates with the employer
Notice: If an employee must leave the job or if the company is unhappy with the performance of a worker there must be a notice amount of at least one month that both parties of HNT, management and employee, must follow.
Grievance types of procedures: If there are complaint or issues by the employees of HNT there should a procedure pointed out in the agreement which should guide the employees in regards to what they need to do to produce a point.
Employee privileges: All the privileges that are being possessed by the staff must be described in clear words in the deal. If any worker wants to have maternity leave at HNT then it is their right to be given a paid leave and it should be written in the deal.
All contracts have some express terms that are normally mentioned in the conditions and conditions or the policy and procedure areas. They are the conditions that are mentioned explicitly to ensure that both people abide by them. For example the leave system, it could be explicitly stated an employee cannot take more than 20 days paid leave. There are a few implied terms as well that are automatically included to every deal. For example the Data Protection Take action. If the company ask the staff to disclose very sensitive data like faith, intimate orientation or the employee faces racial discrimination then the company is in charge of that and can be studied to the court of justice at any time. There are individual labour laws that protect employees from:
Discrimination: HNT have to make certain that there surely is no display of discrimination from their side on the basis of age, contest or disability. For example if an individual is discriminated i. e. due to his / her age, gender, competition or color, that patient gets the right to report that doctor to court or even to the government bodies. Hargreen Clinic could then perform an investigation and provide further training for the medical personnel.
Pay: All employees doing similar careers must be paid the same amount of money otherwise the staff has the to hold HNT responsible in court.
Absences: HNT have to make sure they provide paid leave to the employee's especially maternity leaves and the employees possess the right to require these leaves.
Dismissay: Employees of HNT hold the right never to be dismissed on disciplinary action for trade union activity or on health insurance and protection grounds.
Health and Protection Regulations: The health and safety laws relate with the physical environment of Hargreen Clinic, relates to aspects like; security entry and leave routes, safe working environment, and safe equipment which also pertains to theory of motivating personnel by Frederick Herzberg who believed that employees are only encouraged if their hygiene factors are met first and then your organisation may use these to work harder. He assumed that if the working conditions within an company are unsafe, then your employees will remain demotivated of course, if the company has safe working environment, the safe will be determined. If doctors in Hargreen Clinic have safe gadgets, they will use these equipments effectively to finish their jobs quickly for example during surgery and examinations.
All these above stated points will give confidence to both workplace and the employee and provide them a good healthy regards to work together that will bring about better performance of Hargreen clinic and lesser employee turnover rate.
Employment including techniques: It is other ways of obtaining organisational cooperation between your two celebrations. It's not just the legal binding between your company and the worker that makes the task alongside one another but different techniques can be used which involves them both to interact. Here are some examples
Quality Circle: HNT can assign a group of employees (doctors, nurses, technicians etc) under supervision to recognize, analyse and solve work-related problems and present their answers to management in order to improve the performance of the organization, and motivate and enrich the work of employees.
Suggestion system: The company can also use a suggestion structure where all employees will contain the right to give in their suggestion regarding a certain problem and then the management will talk about to it in the perfect manner and make an effort to rectify it. Thus making sure better working conditions and satisfaction to the employees.
Communication teams: Different formal (funding dept, accounts dept etc) and informal (sports club, charity membership etc) categories can be created within HNT. These teams can be utilized often and then to socialise all the worker and management. This will allow the workforce to know one another better and can boost the understanding between them. Therefore, it will raise the performance of the labor force and a better repute of HNT.
From these dialogue it is understandable that assistance between the management and the worker is an integral factor for the success of HNT. They have to ensure that they abide by the guidelines and make sure that the communication hyperlink between the superior and subordinate is usually good and healthy just as said by Herzberg and Mayo in their respective motivational ideas.
In this section, we will attempt and compare the utilization of motivation in an organisation. We will start off with talking about the several motivations theories that people have discussed previously and then see how they have were able to affect the effectiveness of an company.
The three motivational theories advised by me to HNT (Mayo, Maslow and Herzberg) can be used at different degrees of hierarchy in the company. But first let us take a look at the utilization of inspiration.
If the motivational theory of Mayo, Maslow and Herzberg is applied to HNT it'll definitely reduce the turnover rate and absenteeism as all the needs of the employees will be fulfilled and the coordination of subordinates using their superior will be far better.
When the staff is more encouraged then they can be used in a much more useful manner than before. When the employee is provided with good health insurance and safety measures plus they know that they are secured they will obviously are better than before.
Motivational theories have always emphasised on better relation and understanding between management and staff. Good relation on the basis of motivation can lead to resolving big issues such as commercial relationship problems and issues like strikes. An excellent encouraged team of labourer could not want to be on affect when they know that their basic needs are being looked after by their management.
A planned, well trained and adaptable workforce can only be built if HNT has a good motivational plan carried out in the organisation. This will benefit the organisation in the long run.
At this point we may also advise that HNT can use Mayo's theory for everyone blue collar staff (porters, drivers etc) as it'll provide them the sense of employed in teams and would give them the idea of how important it is to have communication with their subordinates and peers.
A mixture of Herzberg and Maslow can be used for an efficient white collars (nurse, doctors etc) workforce as at this stage almost all of the personnel is skilled or semi skilled and they are the individuals who HNT would like to retain for a longer period of time as they will be spending money to teach them and they will have the competence and knowledge that is essential for the business's growth.
Last however, not the least a mixture of all three, Mayo, Maslow and Herzberg can be used for the gold collars (directors, CEO etc) at the top. They are the ones who have to do your choice making. They should be acquainted with every single aspect of the organisation. Therefore, it's important for them to find out about all three motivational theories suggested in order to implement all of them to their subordinates and the process goes on until the last subordinate.
In this section, we will try to suggest how different ways of desire can be improved upon and then make an effort to justify them. We will be giving illustrations where possible to help make the point more clear.
Taking into consideration the current situation it can be seen that the morale of the labor force is low at the moment. Due to this reason there is certainly high turnover rate and is the cause of absenteeism. Because of this subject Maslow's hierarchy and Mayo's theory of human relation can do wonders. If do it yourself actualisation is provided by the business to enhance the abilities of their labor force then HNT will reap the benefits of it in the long run. The more the employees get skilled the greater will the service quality increase and therefore boost the patient satisfaction rate. This will permit the employees to be determined as they could be getting promotions for their good work. Thus the employees wouldn't normally think of leaving HNT. The sense of working in teams may also be a vital player in the desire of the employees. In the event the employee work together in groups they become familiar with their peers and other employees better. They develop better understanding that lifts in the performance of the whole organisation.
The long and monotonous time of working and low security has also demotivated the employees. For this function Herzberg's two-factor theory is the best solution. An excellent motivator for the employees at this stage can be providing them with interesting work to do. Decrease their long monotonous shifts to normal sized shifts and present then different job every day. Provide them with facilities to relax a lttle bit (the idea of breaks by Taylor can be utilized at this time). When HNT can do all this it will make the staff feel good about their jobs. Formation of formal and informal groups at this time will also be beneficial for the company. The Cleanliness factor at this time can be providing security to the employees especially to prospects who work at night. We know that there is high criminal offenses rate in that area. No employee would like to work in that place living is by way out of question. So HNT must make an effort to provide all the security as you possibly can to all its employees so that they aren't intimidated at any point of the day while working.
As stated there's been a drop in the benchmarks as well. This is also clearly a lack of motivation. There exists whole lot of potential in the organisation but the work force the human element must be boosted up. The interpersonal aspect of the strategy must be grasped and motivational ideas at all level from higher, middle and lower level must be applied to be able to regain the good specifications that HNT once had.
If Mayo, Maslow and Herzberg's theories are carried out in an effective way in HNT the company can be ready to go within a subject of few days. New recruitment from Poland and Germany will also work as a catalyst in this circumstance. New workforce via abroad can make the working environment more competitive and employees if given incentive with proper rewards and recognition will make an effort to do much better than ever.
Motivation can be increased among employees by using job rotation at the job for example different nurses and doctors can be given to observe during surgery so that they can observe how surgery is carried out. Thus giving them time and energy to have new activities and this also can act as an educational head to which can improve their skills.
Employees can be assigned to perform jobs that porters do for example delivering mails or tools to surgery room. The organisation uses this kind of drive so that doctors and nurses don't do the same job over and over which causes boredom.
Motivation in Hargreen Medical center can be increased by offering doctors and nurses some bonuses for example free car parking space, subsidised travel, vouchers, health insurance techniques, and nursery places for example if they're offered vouchers, it is like way of appreciating their services such instead of paying 5 for a meal in Hargreen canteen, they can only pay half price which is their way to be motivated. Free car parking space enable those to absolve to come in whenever they want because they'll not charged for parking which allows them to do extra work including the low skilled workers can come in on weekends to clean the hospital even doctors and nurses will come in do focus on their own without inviting them.
Offering nursery places allows doctors and nurses to bring their children to study at Hargreen Hospital that may all them to have spare time they have been using to go to get their kids from colleges but if Hargreen offers nursery places to doctors then they can bring their kids to a healthcare facility in the morning and return home with them at night.