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.

Motivating Employees

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.