Motivating Employees

The success of any organization depends on the motivation of its employees. Employee motivation is crucial for ensuring high levels of productivity, job satisfaction, and quality of work. However, maintaining employee motivation is challenging, and many organizations need help with it. This essay will discuss the demotivation factors at Kaluyu Memorial Hospital, one of the leading hospitals in the region, and how a communication system based on Herzberg’s two-factor theory can help improve employee motivation. The essay will also explore the impact of the proposed communication system on employee behavior and its potential benefits for the hospital’s financial performance and patient care.

Demotivational Factors at Kaluyu Memorial Hospital

As the director of health at Kaluyu Memorial Hospital, I have identified several major demotivational factors impacting the hospital’s employees. These factors include a lack of recognition and credit for nurses’ work, poor working conditions, limited career growth and development opportunities, and communication issues. These factors contribute to employee dissatisfaction, decreased motivation, and reduced productivity, ultimately impacting patient care and the hospital’s financial performance.

One of the most significant demotivational factors at Kaluyu Memorial Hospital is the lack of recognition and credit for nurses’ work. This can lead to unfairness and decreased motivation among nurses, resulting in lower-quality patient care and decreased patient satisfaction. Additionally, the poor working conditions, such as inadequate facilities for new mothers to pump breast milk for their infants and malfunctioning refrigerators, can cause frustration and discomfort among employees. These factors can ultimately lead to increased employee turnover and difficulty recruiting new employees, resulting in increased costs for the hospital.

Another demotivational factor at Kaluyu Memorial Hospital is the limited career growth and development opportunities. The hospital’s financial statements indicate that expenses are higher than the industry standard, and it incurs losses year after year. This suggests that limited career growth and development opportunities may lead to employee dissatisfaction and reduced motivation. Moreover, communication issues in meetings and conference calls, where some employees are quiet and never participate, can cause misunderstandings, reduced trust, and decreased employee motivation.

To address these demotivational factors, the administration must recognize and credit nurses’ work, improve working conditions, and provide more career growth and development opportunities. Additionally, communication channels must be improved to ensure employees are heard and valued. Failure to address these factors can negatively impact patient care and satisfaction, employee turnover, and recruitment, ultimately impacting the hospital’s financial performance.

Major Motivational Theories

Of the three major motivational theories, I believe that Herzberg’s two-factor theory best fits the scenario at Kaluyu Memorial Hospital. Herzberg’s two-factor theory suggests that job satisfaction and dissatisfaction arise from two sets of factors: hygiene and motivators (1). Hygiene factors are those that relate to the work environment and the context in which the job is performed. Motivators lead to job satisfaction, such as achievement, recognition, and responsibility. This theory aligns well with the situation at the hospital, where employees are dissatisfied with working conditions, job security, and communication and are motivated by recognition and opportunities for career growth and development.

One example of how Herzberg’s two-factor theory applies to Kaluyu Memorial Hospital concerns the poor working conditions. The inadequate facilities for new mothers to pump breast milk for their infants and malfunctioning refrigerators are hygiene factors that cause employee dissatisfaction. If the administration does not address these factors, it can lead to decreased motivation and employee turnover, ultimately impacting patient care and the hospital’s financial performance. On the other hand, improving these conditions can help avoid dissatisfaction and foster motivation and job satisfaction.

Another example of how Herzberg’s two-factor theory applies regards recognition and growth opportunities. The nurses at the hospital feel that they do most of the work within patient care, but the doctors get all the credit. This is an example of a motivator that is not being met. To address this issue, the hospital could implement a recognition program that acknowledges all employees’ hard work and dedication, regardless of their job title or position. The hospital could also offer growth opportunities such as training programs or promotion paths that enable employees to develop new skills and advance in their careers. By providing these motivators, employees will feel more valued and motivated to perform better, which can benefit the hospital’s overall performance.

Communication System

As the director of health at Kaluyu Memorial Hospital, I believe that improving employee motivation is crucial to the hospital’s success. A communication system can significantly impact employee motivation (2). The following outlines a communication system that will have the greatest impact on improving employee motivation.

Regular Staff Meetings

The hospital will hold regular staff meetings to provide updates on hospital news, changes, and improvements. This will allow for open communication and feedback from all employees, including nurses and doctors.

Employee Recognition Program

The hospital will implement an employee recognition program to acknowledge and reward outstanding employees. This program will recognize employees who go above and beyond their job requirements and show dedication to the hospital’s mission.

Training and Development Opportunities

The hospital will provide training and development opportunities for all employees. This will include on-the-job training, seminars, and workshops to help employees improve their skills and knowledge (3). Allowing employees to develop their skills will show them that the hospital values their growth and development. Health and Wellness Programs: The hospital will offer health and wellness programs to promote employee well-being. This will include programs such as healthy eating, exercise, and stress reduction workshops.

Performance Feedback

The hospital will provide regular employee feedback on their job performance. This will include positive feedback, as well as constructive criticism, to help employees improve their performance. Flexible Work Schedule: The hospital will offer flexible work schedules for employees, allowing them to balance their work and personal lives. This will include job sharing, telecommuting, and flexible work hours.

The communication system outlined above will positively impact employee behavior in the following ways. The first positive impact is increased job satisfaction. Regular staff meetings, employee recognition programs, and training and development opportunities will show employees that the hospital values their work and wants to help them grow and develop. Secondly, there will be improved health and well-being. Health and wellness programs will promote employee health and well-being, reducing sick days and increasing productivity.

In addition, there will be increased motivation. Regular performance feedback and flexible work schedules will motivate employees to work harder and be more productive (4). Further, the communication system outlined above will result in improved teamwork and communication. Regular staff meetings and open communication channels will improve employee teamwork and communication. Lastly, there will be decreased turnover. By providing a supportive work environment and opportunities for growth and development, employees will be less likely to leave the hospital, reducing turnover costs. A communication system that includes regular staff meetings, employee recognition programs, training and development opportunities, health and wellness programs, performance feedback, and flexible work schedules will positively impact employee behavior, leading to increased job satisfaction.

Conclusion

Kaluyu Memorial Hospital faces several demotivational factors impacting its employees and, ultimately, patient care and financial performance. These factors include a need for recognition and credit for nurses’ work, poor working conditions, limited career growth and development opportunities, and communication issues. To address these factors, the hospital administration must recognize and credit nurses’ work, improve working conditions, provide more career growth and development opportunities, and improve communication channels. One of the most effective ways to improve employee motivation is through a communication system that includes regular staff meetings, employee recognition programs, training and development opportunities, health and wellness programs, performance feedback, and a flexible work schedule.

Sources

Thant, Zaw Min. 2022. Assessing the Determinants of Myanmar Government Employees’ Job Satisfaction through Herzberg’s Two-Factor Theory. p. 153967542211371. https://doi.org/10.1177/15396754221137193.

Tumi, Najameddin Sadeg, et al. 2021. Impact of Compensation, Job Enrichment and Enlargement, and Training on Employee Motivation. p. 227853372199535. https://doi.org/10.1177/2278533721995353.sagepub.

Akhtar, Serena. 2023. The Effect of Training and Development Methods on Employee Satisfaction and Performance in Commercial Banks. p. 30–47. www.ceeol.com/search/article-detail?id=1108825.

Agbanu, Innocent Immoneghame, et al. 2023. Flexible Work Arrangements and Productivity of Sales Representatives of Book Publishing Companies in Nigeria. p. 1–22. https://doi.org/10.52547/ijime.3.1.1.

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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.

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 hospital’s financial statements, 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.

Malpractice Suits

Malpractice in medicine occurs when a health care practitioner or provider fails to offer proper treatment, fails to take suitable action, or provides inadequate care to a patient, resulting in injury, disability, or death. Typically, negligence or malpractice entails a medical error. (Bookman & Zane, 2020). Healthcare professionals can make mistakes unknowingly in their daily practices. Medical errors are serious healthcare problems and can lead to the death of patients. All healthcare practitioners understand that medical errors cause serious problems that can pose threats to the safety of patients. Maintaining an environment that strives towards recognizing safety concerns and adopting viable alternatives, rather than retaining an attitude of criticism, embarrassment, and punishment, is one of the solutions. Healthcare organizations must foster a safe environment that prioritizes system improvement by perceiving medical errors as addressing problems (Youngberg, 2010). All healthcare staff must make healthcare safe for both patients and other healthcare staff.

From my estimation, failure to pursue further tests is a mistake in healthcare, depending on the circumstances. However, sometimes, the practitioner can fail to pursue further investigations due to human errors and patient-based issues. Following the case study, the physician performed routine and baseline tests for every patient. The patient also presented to the emergency department in a critical condition, where immediate treatment was provided. Besides, this patient had uncontrolled diarrhea, and baseline tests were the most important investigations for this case before any further tests. However, the routine tests were normal, and at this point, since the physician is a specialist, he was allowed to give the patient medication that he thought could help the patient. Unfortunately, the medications did not work, leading to the patient’s death. Perhaps the medical error the physician made was that he did not involve other healthcare personnel; he could have also ordered further tests to help diagnose the patient’s condition before giving the patient any medication and promoting the patient’s safety. However, using the physician was not the correct solution since he did routine tests. Considering the patient’s condition, he was right to give him medication as he waited to make the exact diagnosis.

 References

Bookman, K., & Zane, R. D. (2020). Surviving a medical malpractice lawsuit. Emergency Medicine Clinics, 38(2), 539-548. https://doi.org/10.1016/j.emc.2020.01.006

Youngberg, B. J. (2010). Principles of risk management and patient safety.

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The high rates of malpractice suits raise the question, “Should healthcare professionals not be allowed to make any mistakes?” Consider the following case. In your estimation, is failing to pursue further testing simply a mistake? Consider this from the point of view of the risk manager and of the patient’s spouse.

A 38-year-old female was admitted to the emergency room of Goodcare Hospital with symptoms that suggested a gastrointestinal problem. The attending physician performed all the routine tests, and the results were normal. During the time the patient was in the ER, she had uncontrolled diarrhea and grew weaker. The medication given did not help. The patient died, and the autopsy revealed that she was suffering from giardiasis, an intestinal parasitic infection. This infection is not detected by routine parasitic testing. If detected, the infection can be effectively treated with antibiotics. In this case, if the patient had been correctly diagnosed, she would likely have recovered quickly and lived. The attending physician was sued for negligence for failing to diagnose the infection. A jury awarded the woman’s husband $725,000.

To support your work, use your course and textbook readings and also use the South University Online Library. As in all assignments, cite your sources in your work and provide references for the citations in APA format.

Your initial posting should be addressed at 300-500 words. Submit your document to this Discussion Area by the due date assigned. Be sure to cite your sources using APA format.

Respond to your peers throughout the week. Justify your answers with examples, research, and reasoning.

Healthcare Reforms

The Healthcare Industry is dynamic, and reforms are constantly underway. The healthcare system reforms are under constant discussion across the globe to ensure the reforms are on the right path. Reforms can be defined as purposeful and sustained changes involving the who, how, and what of the healthcare system’s actions (Auener et al., 2020). Healthcare reforms can further be classified into global and partial reforms. The global reforms are aimed at reshaping the healthcare system as a whole. Often, global reforms are developed and implemented when several changes have taken place in society, including political, demographic, social, ideological, cultural, technological, and economic changes.

On the other hand, partial reforms are made to change one aspect of the healthcare system to sort out a specific issue. Partial reforms in the majority of the healthcare system elements can result in a global reform. There has been a serious debate over the efficiency of radical and swift reforms compared to the incremental approach. The implementation of reforms is influenced by factors such as political will, the government structure, the degree of stakeholder support, and the economic status (Sparkes et al., 2019). Essentially, radical reforms may not be sustainable technically and politically. However, the incremental approach can result in sustainable policies even in unstable economic and political environments.

In the United States of America, there have been constant discussions regarding healthcare reforms, including healthcare service accessibility, quality, justice, sustainability, affordability, and healthcare funds expenditure. The mixed public and private healthcare systems are the most expensive in the US (Brown, 2019). To overcome the challenges of healthcare affordability, the government has had major discussions of certain reforms to reduce the cost of healthcare services. Among the policies still under discussion is the Affordable Care Act (ACA), which was enacted to reform the public and private health insurance systems.

The Affordable Care Act (ACA)

The ACA is the US national reform aimed at making healthcare services affordable to all US citizens regardless of an individual’s economic status. The law was first enacted in 2010, and since then, approximately 20 million US citizens have been insured (Courtemanche et al., 2018). The policy’s main goals were to decrease healthcare costs while increasing benefits, fund and promote health prevention, improve the healthcare workforce, and ensure quality healthcare in the healthcare systems (Mclntyre et al., 2019). However, the policy has received rebellion from particular government stakeholders. Besides, there was a mandate in 2019 to increase the healthcare insurance premium, which would have led to the majority of the US population being uninsured. Fortunately, the current government is expected to support the ACA through the expansion of Medicaid eligibility to also include low-income citizens. Besides, during the COVID-19 pandemic, Medicaid eligibility was further expanded, and a waiver was introduced to help reduce COVID-19-associated deaths (Auener et al., 2020). Given the benefits the law gives US citizens, the law should be maintained, and the reforms should only be made to sustain the law rather than scraping it off.

To begin with, the healthcare system of the United States has long been facing various challenges. These challenges include healthcare inequities, poor healthcare outcomes of the US population, a majority of uninsured citizens, and inadequate healthcare prevention systems. By introducing the ACA, the US healthcare system was observed to have improved, with millions of citizens being insured. The other advantages of the ACA include the decreased cost of healthcare, reduction of healthcare resource expenditure, promotion of health prevention, and reduction of the previously existing health inequities (APHA, 2022). For this reason, the government should aim at maintaining and improving the ACA for a better healthcare system.

References

APHA. (2022). Why Do We Need the Affordable Care Act? Apha.org. Retrieved 21 March 2022, from https://www.apha.org/~/media/files/pdf/topics/aca/why_need_aca

Auener, S., Kroon, D., Wackers, E., Van Dulmen, S., & Jeurissen, P. (2020). COVID-19: a window of opportunity for positive healthcare reforms. International Journal of Health Policy and Management, 9(10), 419. https://dx.doi.org/10.34172%2Fijhpm.2020.66

Courtemanche, C., Marton, J., Ukert, B., Yelowitz, A., & Zapata, D. (2018). Effects of the Affordable Care Act on health care access and self-assessed health after 3 years. INQUIRY: The Journal of Health Care Organization, Provision, and Financing, 55, 0046958018796361. https://doi.org/10.1177%2F0046958018796361

McIntyre, A., & Song, Z. (2019). The US Affordable Care Act: Reflections and directions at the close of a decade. PLoS medicine, 16(2), e1002752. https://doi.org/10.1371/journal.pmed.1002752

Sparkes, S. P., Bump, J. B., Özçelik, E. A., Kutzin, J., & Reich, M. R. (2019). Political economy analysis for health financing reform. Health Systems & Reform, 5(3), 183-194. https://doi.org/10.1080/23288604.2019.1633874

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imary Response: Within the Discussion Board area, write 400–600 words that respond to the following questions with your thoughts, ideas, and comments. This will be the foundation for future discussions with your classmates. Be substantive and clear, and use examples to reinforce your ideas.

For this Discussion Board, please complete the following:

Healthcare reform is a constantly discussed topic in the U.S. healthcare system. Various influences, including political, societal, and real-time events (think COVID-19), all help to shape the discussion surrounding reform as it relates to the U.S. healthcare system. This link contains a tracker of all current pending or introduced reform legislation.

Among the biggest talking points relating to the healthcare reform discussion over the past decade has been the Affordable Care Act (ACA) and whether it should remain as it is, be improved upon, or be dismantled and a new system put in its place. Review the most current attempt at modifications to the ACA in this link.

Do you feel that the ACA should be left alone as it is, be kept in place and improved upon, or be removed completely and a new set of legislation put in its place?
Discuss your reasoning for your conclusion and why or how it can be accomplished.
Responses to Other Students: Respond to at least 2 of your fellow classmates with at least a 100-200 word reply about his or her Primary Task Response regarding items you found to be compelling and enlightening. To help you with your discussion, please consider the following questions:

What did you learn from your classmate’s posting? What additional questions do you have after reading the posting?
What clarification do you need regarding the posting?
What differences or similarities do you see between your posting and other classmates’ postings?

Human Resource Strategies

Hello, Welcome to today’s presentation. We shall discuss various human resource strategies that can be utilized in the healthcare setting. You are all invited to ask questions or give feedback at the end of the presentation. Thank you.

 

Employers have a wide variety of choices for recruitment methods. These methods are congruent to the different avenues they can use to publicize vacancies. Referrals from current employees have been rated as some of the most reliable through surveys. The effectiveness is based on various reasons. Firstly, employees care about their reputation. Thus, they only recommend individuals who will not tarnish their reputations. This fulfils the prescreening part of the recruitment process. Secondly, the referring employees will likely offer realistic information about the position to prospective candidates. This enhances the decision-making for the candidate and the organization and reduces the likelihood of bad hires. Thirdly, the referring employees act as mentors to the candidates. Finally, the referral method effectively attracts the most suited candidates who may not actively seek a job but possess the required skills and work ethic. Referred employees tend to have better qualifications and last longer than those obtained using alternative methods. Employee referral programs also cost less than other recruitment methods. To reap all these benefits, it is essential to seek referrals from committed employees who understand the position well. Workforce diversity should be considered during the process (SHRM Foundation, 2009).

Most organizations post job vacancies on their websites. The websites offer an economical platform to share varied information with different audiences. However, the websites should possess various characteristics that make them highly visible to the targeted audience. These include easy navigation, easy process of posting resumes, attractive design, uncluttered, critical information on vacancies, notifying applicants on the reception of outline, and providing clear hiring steps. Websites can also include videos depicting the position’s roles. The websites should also detail information that improves credibility, such as awards and certifications. Job boards may be categorized based on geographic location, sector, or level of remuneration. A job board is reliable but tends to provide numerous candidates who are qualified but may be uninterested in the position. The use of categorized job boards provides a solution to this challenge. Each job board offers different challenges and opportunities, requiring an organization to vet the platform and assess its capability to satisfy the recruitment needs. College recruitment can be done by selecting advanced educational institutions that can be used to fill vacant positions. The facility should consider the courses offered at the institution and the diversity, quality, and performance of employees from the institutions. The hospital should forge a good relationship with the institution, create a positive image among students as potential employers, interact with student groups, and offer internship opportunities. Internships allow an organization to assess the students directly and determine their work ethic and likelihood of fitting within the culture (SHRM Foundation, 2009).

 

Job descriptions and specifications result from a job analysis. Job analysis involves the study of specific jobs in an entity. After analyzing the roles an employee should play in a particular position, job analysis details the required equipment, tools, work aids, and working conditions. This information is used in planning human resources, recruitment, performance management, training, determining remuneration, safety, redesigning a position, and legal protection. It also reveals the position’s relationship with other jobs (Azmy 2019). The process of analysis focuses on the job. A job description is a statement of facts regarding the contents of a job. It states the title of a position, nature of operations, authority, qualifications, relationship with other places, and working conditions. They are essential for delegation, recruitment and selection, performance appraisals, and training and development. Job specifications state the minimum qualifications required for a specific position. It is a translation of the description into actual qualities in human resources. With a job specification, it is possible to hire suitable candidates for the position. (Job Analysis, Job Description, and Job Specification, 2016).

 

Preservice education allows aspiring healthcare professionals to undertake specific courses that prepare them for their professions. The healthcare students acquire technical skills and learn about preventive care, palliative care, and therapeutics. During this period, the students interact with healthcare trainers in internships. These interactions allow students to experience the practical medical field. Similarly, students with primary care education obtain skills and knowledge at the post-graduate level, which is essential in improving the level and quality of care. In-service education allows healthcare facilities to enhance employees’ skills and knowledge through different training programs. Trainers can use other training techniques to meet the needs of the audience. Employees receive additional incentives that are monetary or nonmonetary to participate in these programs (WHO, 2016). This type of training allows organizations to address various issues related to the workforce’s capabilities and knowledge. Patient education and the creation of awareness are conducted in health facilities to ensure that the population is aware of their rights, privileges, new medical procedures, and other vital issues that are critical for decision-making.

Eight core aspects govern primary care. These include access, continuity of care, prevention, coordination, family and community orientation, comprehensiveness, and person-centeredness. According to the World Health Organization, healthcare professionals can provide high-quality care by applying the core principles. In the training or education aspect, teaching these aspects to healthcare professionals is critical in creating a culture of safety and quality in the sector. These aspects are essential to the patient’s well-being. Thus, improving safety and quality of care creates a vital part of the education process. Improving the skills and knowledge of current healthcare workers and instilling the same in upcoming workers leads to a reduction in errors. This reduction results in improved patient outcomes, leading to a healthy population.

Most importantly, well-trained employees exhibit higher morale and confidence, leading to greater productivity. Their ability to utilize new medical technologies and other procedures and interventions promotes greater efficiency and accuracy. Eventually, the performance of healthcare facilities improves tremendously due to the education and training of staff members (WHO, 2016).

Competencies are defined as a combination of KSAs and personal characteristics that contribute towards improved performance of employees. These observable and measurable factors are critical in realising an organization’s success. Knowledge refers to the facts, principles, and truths obtained through education, training, and experience. A skill refers to developed dexterities in various physical or mental processes. Skills are also acquired through dedicated training. Ability refers to the aptitude to carry out multiple activities physically or mentally. Power is connected to a specific sector or profession. Individual characteristics reflect a person’s uniqueness. Core competencies include communication, accountability, team focus, leadership, technology orientation, customer orientation, and inclusiveness. When competencies are combined, they enable an organization to achieve its goals through the workforce (University of Nebraska, 2021).

The measurement of competencies is critical to the certification and recertification of healthcare providers. In the US, providers must take examinations and performance assessments every seven or ten years to assess their competence. Healthcare delivery’s complexity is growing, and the market conditions change gradually. Scientific innovations are demanding that employers continually assess their workforce’s competencies. The Joint Commission on the Accreditation of Healthcare Organizations (JCAHO) requires that healthcare workers have their competencies validated so that the institution can be accredited. Using standardized tests, health institutions can document the workforce’s readiness for full responsibility. The measurement of competencies also highlights the employees’ knowledge of various policies and procedures related to high-risk aspects. This information is used for training, which improves the performance of the organization. To assess the efficiency of services, it is essential to conduct periodic assessments of the organizational and employee performance. The results highlight the training needs. In addition, a comparison of competence assessments and the implementation of employees tends to highlight other hindering issues, such as a lack of sufficient infrastructure. The same evaluations also inform the management of the employees’ ability to adhere to ethical and legal policies that govern the provision of quality and safe care (Kak, Burkhalter, & Cooper, 2001).

Assessing competencies is essential in determining the efficiency of training programs. A training needs analysis exposes the present skills gaps and improves the training process. The trainers can assess the delivery methods, information provided, and instruction techniques used in a program. Managers can also identify employees who are ready to offer new services and those who need further training to improve their skills and knowledge. Individual performance review allows an entity to identify areas that need improvement among different employees. The information guides the design and development of training programs. During recruitment, the measurement of competencies determines the employees’ ability to carry out their roles and responsibilities. The entire process informs managers on the most appropriate methods to provide employee performance feedback. Eventually, the performance of individuals improves once the various gaps are addressed (Kak, Burkhalter, & Cooper, 2001).

As already established, training is an essential activity in a healthcare organization because it improves performance. Hamblin defines the evaluation of training as attempts to acquire feedback regarding the effects of a training program and establish its value to an entity (Choudhury & Sharma, 2019). Various models can be used to evaluate training programs’ effectiveness. However, each model is founded on essential elements that guide the evaluation process. Feedback involves comparing the training’s outcomes to the objectives set initially. This element allows the company to create controls. The control element enables an organization to transform training into actual practice and consider cost-effectiveness. Research establishes the relationship between learning and training and the actualization of these aspects in the various positions. Intervention assesses the evaluation’s results within specific contexts. The main objective of all training models is to establish the effectiveness of a program.

The performance appraisal process should highlight qualitative aspects of a role and the characteristics of employees’ performance. This implies that the utility, precision, appearance, and effectiveness of an individual should be stated. This allows an individual to identify areas of improvement. Employees’ productivity, compared to the goals that are set, relies on information regarding the necessary skills and knowledge. The ability to meet deadlines is connected to an employee’s productivity and affects the organization’s performance. The cost involved in a business activity matters to an organization because it affects the revenue levels directly. Thus, with all other aspects in consideration, an organization should be able to create an effective performance appraisal (Hearst Newspapers, LLC, 2021).

Various prerequisites are essential for an effective performance appraisal. Documentation involves the continuous recording of performance, which enables evaluators to support their ratings. The goals should be clear, achievable, understandable, time-bound, motivating, and measurable. The format should be simple, fair, objective, and easy to understand. The evaluation process should be honest and performance-oriented. Observable and easily measurable characteristics in employees’ behaviours should be used during this process. Open communication is critical to a successful performance appraisal. Open communication allows individuals to participate actively in the process. Feedback will enable employees to improve their performance. Timeliness and frequency determine its effectiveness and improve future performance. The lack of personal bias, which may result from interpersonal relations, can affect the process negatively. Thus, the evaluators should be well-trained to ensure impartiality (Sippy & Varma, 2014).

Even the most effective appraisal methods encounter challenges along the way. The potential barriers that impede an appraisal’s effectiveness include subjectivity. An evaluator may assess an employee’s performance based on patient comments or other sources (Nikpeyma, Abed_Saeedi, & Azargashb, 2014). These form a specific mentality which dominates the process. Poor communication techniques impede providing feedback, setting goals, and making suggestions that would lead to improvement. This aspect is connected to language barrier and cultural insensitivity. In addition, the lack of feedback and inconsistency in providing the same presents significant challenges to the process. However, each aspect can be improved with the evaluator’s commitment.

Health Behavior Change

Healthy living is increasingly dominating the global conversation. Many health groups and promoters of community health and healthy living are now focusing on maintaining health amidst an uprising of sedentary lifestyles across the global population. One way that stands out is physical activity. Physical activity remains a focal point for conversation around healthy living. Exercising maintains significance in promoting human health. It is an effective preventive measure for various chronic illnesses. With modernization dominating contemporary society, technological solutions to the disappearing natural spaces that are available for exercise are available. Treadmills and other gym equipment exist that serve the very purpose walking and other forms of exercising do. In my pursuit of improving my physical activity, I have identified walking on a treadmill as a viable option for improving my physical health. This paper details physical activity as a behavior change of interest.

Research Summary

The significance of physical activity in promoting human health remains a widely studied topic in medical research. The article “The Promotion of Physical Activity and Health-Related Factors during Pandemic for Children and Adolescents: A Review Article” details the significance of physical activity for children and adolescents. According to the article, physical activity is integral to the mental and physical growth of teenagers and children. Along with nutritional support, physical activity improves brain health, strengthens muscles and bones, and improves the ability to execute daily tasks. The benefits of physical activity in preventing obesity and being overweight underpin its necessity for all.

In the wake of the pandemic, where contagion measures were at full scale, children and adolescents’ ability to indulge in physical activities was limited. While this served to lower the risk of spreading the virus, it ushered in the possibility of problems associated with prolonged restrictions on exercising and other forms of physical activities (Jee, 2021). The introduction and utilization of digital platform-based physical activity guides proved the difference in the pursuit of health maintenance among children and adolescents. Such platforms provide several indoor exercise options for all who use them. These platforms remain effective in promoting physical health in restricted spaces. Regular utilization of such platforms has been associated with improvements in body mass index, good sleep, lowered incidence of obesity and overweight, and overall physical well-being. This highlights their significance in modern society.

The article “Population Strategy for promoting physical activity“ details population strategies for promoting physical activity. As per the article, the development of population-based strategies for enhancing physical activity remains necessary to lower the social burden of physical inactivity. The author opines that the negative health effects of physical inactivity, such as increasing predisposition to chronic illnesses, underpins the need for a systematized approach to enhancing physical activity. In this regard, employing multi-strategic community-wide interventions may be necessitated across all communities. This may include formulating policies that promote exercising and other forms of physical activity in workplaces, creating awareness of the perceived benefits of physical activity, and communicating various forms of exercise and technical aspects of these activities.

Creating awareness of the significance of physical activity and communicating the various forms of exercise for all communities remains an important strategy for promoting community health. Communication serves the purpose of expanding communities’ knowledge of various aspects of physical activity as well as their significance in promoting community health (Kamada, 2020). It adopts social marketing techniques and is targeted at delivering value to influence individuals’ behaviors to their benefit. Of significance in these communication processes is the ability of health authorities and administrators to educate communities on indoor and outdoor exercising modalities available for them and how best they can leverage community resources such as the Internet to improve their indulgence in physical activities.

Consistently, the article “Invest in Physical Activity to Protect and Promote Health: the 2020 WHO Guidelines on Physical Activity and Sedentary Behavior” details WHO recommendations on physical activity. As per the article, physical activity remains a public health promotion strategy. Its significance in improving the health of communities and lowering disease burden highlights the need for governments across the globe to devise measures to promote physical activity opportunities (van der Ploeg & Bull, 2020). Investing in the physical community offers a better guarantee of freedom from non-communicable diseases such as diabetes and remains the best strategy in preventive healthcare.

Conclusion

The articles highlighted the significance of physical activity in promoting individual and community health. Both indoor and outdoor activities uphold significance in maintaining physical health and preventing chronic illnesses. The dawn of the COVID pandemic gave insights into how various online tools can be leveraged to enhance indulgence in physical activities. Various digital platforms exist that can be used to monitor daily exercise and offer recommendations on exercises that can be executed in closed spaces. Indoor activities such as walking on a treadmill serve a similar purpose as jogging and outside walking. Such forms of physical activity can be valuable in areas with limited walking spaces or in adverse weather conditions.

Going forward, I intend to stick to my plan of walking on a treadmill for one hour daily. Walking on a treadmill every day has near-similar benefits to outside walking and jogging. It helps improve cardiovascular functionalities, relieve stress, and improve muscle and bone strength. The calorific burn released from walking on a treadmill will also help me maintain a healthy body weight.

References

Jee, H. (2021). The promotion of physical activity and health-related factors during a pandemic for Children and adolescents: A review article. Iranian Journal of Public Health. https://doi.org/10.18502/ijph.v50i10.7493

Kamada, M. (2020). Population strategy for promoting physical activity. Nutrition Reviews, 78(Supplement_3), 86–90. https://doi.org/10.1093/nutrit/nuaa088

van der Ploeg, H. P., & Bull, F. C. (2020). Invest in physical activity to protect and promote health: 2020 WHO guidelines on physical activity and sedentary behavior. International Journal of Behavioral Nutrition and Physical Activity, 17(1). https://doi.org/10.1186/s12966-020-01051-1

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In this assignment, you will do research on the personal health behavior you have made a contract to change and write a 3-5 page research paper about this.

Important life skills include finding and understanding health information, analyzing the validity of health information sources, and using that information, all components of health literacy. Further,  this assignment should be useful and will improve your successful health behavior change.  To help narrow down your research,  use the library tutorials or request a library consultation during business hours and at least 24 hours in advance.