Components of A Health Care System.
Literature Review
Charissa Douglas
Columbia Southern University
MHA 6501
Introduction
One of the components of a health care system is strategies for increasing the motivation of employees. “People are motivated when their responsibilities are meaningful and engage their abilities and values. The most motivating responsibilities are those that stretch and develop skills and engage a person’s values.” (Maccoby, Norman, Norman, Margolies,2013)
Motivating employees in a healthcare organization can be very challenging and tricky as they obtain their motivations from congenital sources. Motivations are unique to everyone and very personal and as a leader, a broad approach should be taken before in motivating healthcare employees (Halldorsdottir et al 2018). Motivational support is therefore very important for the nurses, doctors, and others in a healthcare organization due to the high nature of stress and emotional events they go through. The assignment has therefore outlined the best strategies for increasing the motivation of employees.
Motivation is defined as the process of inspiring people to action so that they can accomplish their set goals. One of the strategies for increasing employees’ motivation is by getting out of the employees’ way. This helps the employees work efficiently since getting out of their way minimizes destructions. Most of the employees in healthcare organizations such as the physicians may be frustrated when it comes to the use of technology to keep records and perform other tasks (Afolabi et al. 2018). As a healthcare leader, I should give the employees time and ensure that the technology being used is not an obstacle to them. Another strategy for increasing employees’ motivation is giving recognition to healthcare workers. This is because most of the time they work hard for long hours to comfort families who are fearful, and the results are negative. Recognizing healthcare workers who sacrifice their time to work during their off days and who work overtime motivated them to keep strong even during difficult circumstances.
Training of the employees is another strategy of increasing motivation for healthcare workers. This helps the healthcare employees face an upcoming situation courageously as they are well prepared for any unexpected circumstances. Reinforcing the training on employees by giving them guidance leads to better results within the healthcare organization as the employees feel well equipped to deal with upcoming challenging situations (Yalley, 2019). The strategy of encouraging the employees to stay positive and stay positive makes them fell motivated more. Staying positive in all situations drives away the negative feelings brought about by stressful circumstances because the knowledge of their abilities is widened. As a leader, inspiring the confidence to the employees and encouraging them to keep calm in all situations is a way of increasing motivation to them as this makes them stay positive.
Another strategy for increasing employee motivation in a healthcare organization is by keeping open the lines of communication (Shah at al. 2016). Effective open communication is very essential to the employees especially during their stressful situations. It creates an environment that is supportive thus making them keep positive under all circumstances. Encouraging them to be honest and open in sharing their frustrations so that as a healthcare care leader, to be able to help them keep their morale high, lower their stress and support their development in their emotions and psychology. Effective interpersonal communication in a healthcare organization is, therefore, a satisfactory to the healthcare employees, leaders, and the healthcare organization itself.
The motivation of employees can be increased by showing them how roles fit with goals. In this strategy, it is the role of the leader in a healthcare organization to help the employees in understanding how their job and roles assist serve patients. It is important for them to know that their work is appreciated and fell that they are making a difference. Managing motivation over the long term with the help of strategy is important. Motivation is affected by how individuals perceive barriers to success, expectations about the outcomes brought about by their actions, peer pressure, costs of failure, and self-confidence (Galletta et al. 2016). Intrinsic motivation of healthcare employees is engaged through motivational interviewing.
Another strategy for increasing the motivation of employees in a healthcare organization is by considering taking a survey and act on its results. Taking surveys of physician engagement periodically is a constructive way of assessing the employee, their beliefs, attitude, and their collective apprehensions (Malik et al. 2016). After the survey is done, it is important to respond to the findings of the survey. It is important to value the employees as people and not as workers, keeping in mind that as a healthcare leader, one is dealing with people and not workers. This also motivates them to keep working towards achieving their goal.
Conclusion
It is concluded that, to build and increase motivation in employees it takes a lot of effort, patience, and time. As a healthcare leader, one should be patient in trying various strategies of increasing employees’ motivation and choose the one which works best for all the employees and the organization.
References
Maccoby, M., Norman, C. L., Norman, C. J., Margolies, R. Transforming Health Care Leadership: A Systems Guide to Improve Patient Care, Decrease Costs, and Im. [VitalSource Bookshelf]. Retrieved from https://online.vitalsource.com/#/books/9781118603994/
Afolabi, A., Fernando, S., & Bottiglieri, T. (2018). The effect of organizational factors in motivating healthcare employees: a systematic review. British Journal of Healthcare Management, 24(12), 603-610.
Galletta, M., Portoghese, I., Pili, S., Piazza, M. F., & Campagna, M. (2016). The effect of work motivation on a sample of nurses in an Italian healthcare setting. Work, 54(2), 451-460.
Halldorsdottir, S., Einarsdottir, E. J., & Edvardsson, I. R. (2018). Effects of cutbacks on motivating factors among nurses in primary health care. Scandinavian journal of caring sciences, 32(1), 397-406.
Malik, N., Dhar, R. L., & Handa, S. C. (2016). Authentic leadership and its impact on the creativity of nursing staff: A cross-sectional questionnaire survey of Indian nurses and their supervisors. International journal of nursing studies, 63, 28-36.
Shah, S. M., Zaidi, S., Ahmed, J., & Rehman, S. U. (2016). Motivation and retention of physicians in primary healthcare facilities: a qualitative study from Abbottabad, Pakistan. International journal of health policy and management, 5(8), 467.
Yalley, A. A. (2019). 13 Managing Healthcare Employees. Health Service Marketing Management in Africa.
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