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.
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.
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.
Expert Solution Preview
In this scenario, the director of health at the Kaluyu Memorial Hospital in Nairobi, Kenya, is facing challenges that are affecting the motivation of the hospital’s employees. This paper will assess the major demotivational factors at the hospital, evaluate the impacts of these factors on the hospital’s service and business, and suggest potential negative impacts based on two examples. Also, this paper will analyze the three major motivational theories, choose the theory that best fits this scenario, and defend that choice by providing two examples. Finally, this paper will outline a communication system that will have the greatest impact on improving employee motivation and specify the major reasons why the system will positively impact employee behaviors.
Assessment of Demotivational Factors at Kaluyu Memorial Hospital:
There are several demotivational factors at the hospital that need addressing. Employees act scared when approaching their superiors, and some of them deliver files and leave the office in a hurry. The nurses tend to do the majority of the work within patient care, but the doctors get all the credit, which creates tension among them. Too many employees are calling in sick, and many of them provide weak reasons for their tardiness. There is also a sense of favoritism towards doctors and nurses, and many other employees in similar positions feel undervalued and ignored. Finally, the financial statements of the hospital indicate that expenses are higher than the industry standard and the hospital incurs losses year after year.
Evaluation of the Impact of Demotivational Factors:
These demotivational factors can have a severe impact on the hospital’s service and business if the administration does not address the situation. For example, if the hospital’s employees continue to be demotivated, customer service will suffer, and the hospital’s reputation will be at stake. Patients will begin to seek care elsewhere, and the hospital may lose its referral status, which will hurt the hospital’s business. Additionally, if employees are calling in sick frequently, productivity will suffer and the quality of care will decline, which will further harm the hospital’s reputation.
Selection of the Motivational Theory:
Maslow’s Hierarchy of Needs is the best motivational theory that fits this scenario. This theory suggests that people have a hierarchy of needs that they must satisfy to be motivated. The five basic needs are physiological, safety, love/belonging, esteem, and self-actualization. At Kaluyu Memorial Hospital, many employees feel undervalued and ignored, which suggests that their esteem needs are not being met. Also, the employees who frequently call in sick may have safety needs that are not being met.
Defense of the Chosen Motivational Theory:
For instance, an employee who feels undervalued and ignored may lack esteem needs. They may feel that their work is not appreciated, and they are not getting the recognition they deserve. To motivate such employees, a manager should recognize their efforts and provide them with opportunities to develop themselves. Similarly, employees who call in sick frequently may have unmet safety needs. To motivate such employees, a manager should provide them with a safe working environment and ensure their job security.
Outline of a Communication System to Improve Employee Motivation:
To improve employee motivation, a communication system should promote a positive work environment and recognize the efforts of the employees. The system should include regular feedback and recognition for good work, open communication channels, and opportunities for professional development. For example, the hospital could develop a recognition program that acknowledges employees in all departments for their hard work. The hospital could also provide employees with regular feedback on their work and opportunities for training and development.
In conclusion, the Kaluyu Memorial Hospital is facing several demotivational factors that require immediate attention. The administration needs to implement strategies that address these factors and boost employee motivation. Maslow’s Hierarchy of Needs is the best motivational theory that fits this scenario, and it suggests that the hospital should focus on meeting the esteem and safety needs of its employees. Finally, a communication system that promotes a positive work environment and recognizes employee efforts is the most effective way to improve employee motivation.
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