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In this study, the author provides a critique of a study conducted to explore the factors contributing to employee motivation in a private healthcare setting. The study highlights the need to have a motivated health workforce for improved healthcare service delivery. It is important to understand the meaning of the term motivation, since human resource professionals need to understand and engage in a serious study of workers motivation. According to the researcher, motivation refers to the inner satisfaction that one obtains from a combination of various factors when executing a given task. The term motivation is a relatively new concept and lacks precision.
Many people refer to the term motivation to mean tendency to initiate and implement an effort to achieve a workplace goal. In some situations, it is considered as an internal state which can be directly observed and measured. Therefore, it is necessary to create and enhance appropriate conditions in the workplace for workers to be motivated. The research highlights the need to have a motivated staff for improved healthcare delivery. Employee motivation is an important factor which determines the success and failure for any institution. Thus, a lack of employee motivation leads to a reduction in service delivery, productivity, morale as well as profits. Employers must invest heavily in effective strategies to motivate employees in order to remain competitive. Therefore, managers should understand the factors which motivate their employees, which is the key to organizational success.
In the healthcare setting, there is a growing understanding of the relationships between the working environments, patient outcomes as well as system performance. There are various studies which demonstrate that there is a strong relationship between nursing staff and patient outcomes. In addition, there is evidence that a healthy work environment contributes to financial benefits as a result of reduction in absenteeism and increased job satisfaction. The author states that, in order to achieve a healthy work environment, the health care center requires a transformational change with interventions which target to benefit not only nurses but the entire healthcare setting. Previous studies have developed considerable information focusing on motivation in relation to healthcare staff. However, according to Vilma and Eagle (2007), there are various challenges experienced by the healthcare staff in their workplace environments, which requires possible solutions.
An effective workforce requires good leadership management, staff retention, productive staff, creative thinking as well as adaptability to change. These can be achieved when the right people have the right jobs, effective leaders and managers are incurred, disputes are resolved at a faster rate through good communication channels. This means that people should be involved in their work environments and, therefore, become more productive; hence leading to an atmosphere of trust where better solutions to workplace issues are identified in order to achieve higher standards of service delivery. Discovering what motivates nurses is a challenging aspect of management. Therefore, it is important to further studies on motivation. In addition, while motivation is an internal state, it is possible to influence it with external influences in the workplace.
Motivation is an important tool in the workplace, which has been underutilized by human resource professionals and managers in todays workplace environment. Nurse managers use motivation to inspire nurses to work both at the individual level or as group members in order to achieve better results in the most effective manner. Traditionally, it was assumed that motivation was generated from outside. However, it is important to realize that each employee has his/her own set of motivating forces. Therefore, it is the responsibility of nurse managers to identify and address the motivating forces. In most cases, managers may lack the required knowledge in implementing successful motivational activities, which are aimed at improving employee productivity in order to create a positive workplace environment. Thus, the goal of each manager is to increase production and efficiency of each employee in order to reach maximum results for the business. Therefore, motivation is important for better organizational performance, and it depends on job satisfaction, recognition, achievement as well as professional growth.
The author observed that motivational tools which are used in organizations include: better payment, adequate and efficient working environments, easy approach to leadership, and improved working contracts and environments (Sabado & Veraque, 2012). The authors posit that the healthcare industry is crucial to any nations development both economically and socially. According to the literature reviewed, improved working conditions are the requisites for better health services and a motivated workforce.
As noted earlier, an employee has his/her own set of motivating forces. These internal motivation forces include an individuals attitudes and values ,which reflect the predispositions towards team members, concepts, objects as well as events. According to Baak (2012), self motivation is among the key components which reflect an individuals emotional intelligence. These components assist individuals to solve issues without allowing emotions to govern thinking and decision making process.
The author argues that intelligence is very important as it is critical in influencing an individuals capacity of reasoning, which influences performance or mental ability. In the article, Heffner (2011) states that today most employers are seeking to find out what makes others have higher intelligence than others. According to previous studies conducted, the author observed that intelligence influences all the cognitive processes of an individual (Heffner, 2011). The author also explored Biopsychology in relation to intelligence and how it influences individual behaviors. In the study, it was observed that there is a group of individuals who believe that intelligence can be expressed as a number as it relates to the success or failure of an individual. However, it should be understood that emotional intelligence is comprised of five components, such as self awareness, self management, motivation, empathy and social skills. Motivation is a vital component which focuses on realizing what creates a drive in an individual to achieve the desired goals. Thus, motivation should aim at creating a sense of purpose in individuals. It is important to define important goals in life for an individual to be motivated. The other important aspect of motivation is to learn and understand what motivates others. This is a requirement for effective leaders in order to become great motivators.
In the study, Heffner (2011) critically explored Biopsychology, which is a measure of how the brain and the neurotransmitters influence the thoughts, behaviors as well as feelings of an individual. The author noted that Biopsychology is closely related to intelligence and also has significant impacts on an individuals intelligence. The most important aspect to consider is the neurotransmitters, which are responsible for the learning of an individual. In the study, the researcher consulted a study on how Biopsychology influences the intelligence of an individual as well as what implications it has on the behavior of a person. All these factors affect self-motivation, which is an important factor in defining emotional intelligence, since it also incorporates the ability to persist even after one experiences failure. Self motivation is a key component in the determination of success and failure of an individual.
The researcher also provides a description of the research design which is used to conduct the study. The researcher should have provided an overview of the approach as well as the rationale for the methodology chosen to conduct the study. In this section, the researcher discusses the methods used for the participants selection, the research setting, data collection, and data analysis. The study should have also contained the ethical considerations, the role of the researcher as a student or a nurse, and the issues arising in relation to motivation of employees in private hospitals.
The methodology is a strategy or a plan of action underlying the choice and use of methods used by the researcher. However, it is vital to note that there are many qualitative approaches which may be used in investigation of the topic. The qualitative approach refers to a research design which focuses on human experiences and is conducted in a natural setting. However, qualitative research does not seek to establish the causal relationships, rather it is exploratory in nature, where the researcher seeks to listen to the perceptions or views of the participants and create an understanding based on their views. Thus, the researcher used this approach since it has the ability to accumulate sufficient knowledge so as to understand the topic under consideration.
The study focus on the factors contributing to employee motivation in the private healthcare in Lithuania. This involves understanding of the life experiences combined with qualitative approaches, which allows for an in depth examination of employee experiences and an explanation of their perceptions and reality. Therefore, the qualitative approach has various merits of understanding the phenomenon of employee motivation holistically and contextually. In addition, through the qualitative approach, it is easy to create a rich description as well as gain a deep understanding of this issue through the gathering of vital information using a system of questions and answers.
According Gilman, a qualitative descriptive study is vital when a description of circumstances is deemed necessary in a study. This approach is important in the collection of information concerning an issue under study. The author also adds that the qualitative approach is also vital because it seeks description of the impact of motivation and nurses’ experiences in a private hospital setting. The researcher carried out a purposeful sampling as an appropriate method of participant selection. This approach is important since it enables the researcher to select participants who are able to provide vital information on the subject under investigation.
The potential participants of this study include front line nurse managers as well as nurses. The best way to reach the participants is to send an introductory letter, which invites them to participate in the study. The sample for the study included 237 nurse practitioners and 30 nurse managers in the private health sector.
In the qualitative study, there is no need for a sample size rule, since it involved an in-depth interview. In addition, the participants are selected based on their experience as well as expertise in their field of operation. The study was conducted in a private healthcare in Lithuania. The specific method of data collection involved the use of questionnaires, which the participants were encouraged to fill, in order to gather vital information. It became the source material from which a deeper understanding of employee perception of motivation was obtained through an analysis. Semistructured questionnaires are important since they have guideline questions to allow for data collection and ensure that the participants covered the same areas targeted by the researcher.
Before the commencement of the study, a consent form was obtained from the hospital, in which was stipulated that the study allowed for voluntary participation and that confidentiality and anonymity was maintained.
The researcher found out that there was little variation in the motivation tools which worked out well for the nurses and the executives. The findings of the study also revealed that the principle of motivation demonstrated the will to achieve eagerness regardless of any obstacle. In addition, the lack of employee motivation through training programs may result into low motivation. However, it is important to note that leaders who have the ability to motivate employees are perceived to have emotional intelligence.
The study indicates that nursing is an important profession which depends on emotional skills and intelligence. Emotional intelligence in nursing is important since it leads to positive attitudes with increased orientations aimed at achieving positive values. The study indicates that a lack of motivation may lead to increased absenteeism. It is evident that motivation is critical in having an efficient and effective workforce who enjoy their professions, and this leads to job satisfaction. Improvements in working conditions not only for the health workforce, but also for all workers in different professions should be put in place to encourge the workers.
Motivation of nursing staff is important in improving employee productivity, and it is based on emotional intelligence. Motivation factors can be both external and internal, and their advantages may be observed in some period of time. It is also important to note that the only way in which employees can be motivated is through providing a challenging work environment which can test their intelligence. In addition, motivation is seen as a very complex phenomenon, which is not easy to understand; however, it is very important for the success of the organization and employees. On the other hand, intelligence is very important as an internal factor of motivation. In addition, it is vital to note that motivation is also influenced by other factors, such as morale and attitude. Thus, proper motivation of the nursing staff is directly linked to employee productivity and maintenance.