Major demotivational factors
The aspect of motivation plays a very crucial role in employee’s performance. Motivation as a condition stimulates an employee desire to do a particular task in the most efficient way possible. Employees tend to give a 100% return regarding effort and are driven by personal objectives and goals. In the case of a problem within the organization, motivated employees focus more towards finding a solution rather than shifting blames since they view every problem as nothing but a challenge that must be overcome.
On the contrary, lack of enthusiasm and motivation is often associated with a mediocre performance of work. Demotivated employees are indifferent to the importance of the work they do and how the result of such task affects the overall performance of the company. Demotivation can lead to low levels of efficiency, low productivity and increased operational cost. In most cases, the employees who are not satisfied with the work they do causes workforce instability that in extreme cases can bring down an organization or a company. It is, therefore, important to identify the factors and access the level of impact that these factors can cause to any given organization or company if they are not checked and addressed by the relevant management bodies. In this case, there are demoralizing factors that seem to have caused the current situation at the Memorial Hospital. The factors include:
Lack of good leadership
Effective leadership is an essential factor regarding staff or employees management. In any work environment where strong leadership and proper management are missing, workers become negatively affected leading to instability in the whole workplace. An unstable work environment can result in the dissolution of the business or organization affected since the performance rate will decline significantly leading to low revenues. The situation at the memorial hospital can be put down to poor leadership and lack of proper management. An effective leader gives direction, provides guidance and is the voice of reason in every situation. In this case, the employees need nothing more than a strong leader who can bring the situation to control and give directions to solve the problem. The problem between the nurses and doctors or between employees and their fellow employees is due to lack of proper management structure. A good management structure leads to a creation of an arbitrary panel to listen to the various complaints and come up with a way forward. The aspect of poor leadership and management is a further witness in the manner in which facilities within the hospital such as the refrigerator have run down, and the hospital expenses have gone higher than the industry standards. A good manager will gear more towards more revenue generation through rallying and motivating his team towards enhancing the positive image of the hospital so as to make it the preferred destination of most patients.
Conflict within a workplace is considered to be hugely detrimental to the operation within any organization or company. Workplace conflict creates divisions and unnecessary camps where some employees feel they are more superior to their fellow employees. The resultant effect is that the employees who feel they are less powerful end up feeling demoralized due to fear of bullying and intimidation from the higher camps. Such employees tend to find peace and suitable environment away from their workplace. In the case of the hospital, there is a conflict between employees and their superiors leading to staff members being scared of them, another conflict is between doctors and nurses and finally the employees are in conflict with themselves. As a result of this conflict, it is important to note that most employees are more interested towards the end of their shift, and there is a high rate of sick leaves taken by the staff.
Lack of appreciation
Every employee wants to feel appreciated and valued for their good work and effort. An employee who feels that he is not valued or appreciated may lack the commitment and energy in carrying out their duties and obligations. The aspect of poor engagement can further lead to a stagnant work atmosphere thereby ending up as an obstacle to the organization's growth and productivity. There is evidence of under-appreciation at the hospital whereby the nurse’s feels they are not being appreciated for their work at patient care and instead the doctors have been given all the credit. The nurses are likely to lack commitment in this circumstance to do their task well, and this might lead to loss of patient lives. The aspect of appreciation can at the same time instill a sense of confidence in an employee. At the hospital, the lack of evidence is seen whereby some employees cannot even raise their voices for an opinion during meetings.
Herzberg Model of Motivation
Herzberg’s theory of motivation explains that factors that lead to job satisfaction are distinct and separate from those factors that lead to job dissatisfaction. Therefore according to Herzberg, one can eliminate the factors causing job satisfaction, leading to stability, but not enhanced performance. In other words, the factors that cause job satisfaction do not necessarily negate those factors that lead to job satisfaction. The relationship is not linear. Herzberg categorized factors that are related to job dissatisfaction as hygiene factors. In a case where these dissatisfying factors have been addressed the employee the affected people will not feel dissatisfied but at the same time they will not feel satisfied. In a case where a manager wants to motivate its team he will have to focus mostly on the factors that leads to job satisfactions mostly referred to as motivating factors.
The theory of Herzberg is very useful in understanding modern employer to employee relationship and other aspects within the organization. The hospital situation is one case under which Herzberg theory is applicable. The factor of hygiene responsible for the job dissatisfaction in the hospital ranges from work conflict, poor management to lack of appreciation for the employee. The solution to addressing the issue completely will not necessarily involve mere elimination of the factors. Provision of good leadership and management style might bring the hospital staff in order, but it does not necessary imply the performance of the hospital will be enhanced in return. On the other hand addressing the conflict might only create peace within the hospital employees but there is no any aspect to explain how the peace will translate into motivation to the staff members who were demotivated due to the factor. According to Herzberg, the problem many managers have been that they tend to look at only the hygiene factors as a way to create job satisfaction and motivation while ignoring the fact that it only works in the short term and does not enhance motivation. Solving the issues at the hospital requires factors beyond the hygiene factors which is a concept explain by Herzberg as turning to motivational factors, Such as advancement, achievement, development, and responsibility.
Communication remains one of the most vital activities within every organization. Fundamentally, positive relationship within an organization grows out of good communication. Furthermore, communication is important in helping groups or individual within an organization to conduct activities to achieve the desired goals. As the director, it is my role to formulate an effective communication style that will instill a sense of corporation and togetherness between employees and their superiors and among the employees themselves. In this case, a three-way communication style will be effective. Under this style, a small committee will be formed comprising of the selected employees from all the departments within the hospital. The committee will be responsible for arbitrating on any issues that might arise between an employee and a fellow employee. The next stage will then be to restructure the hospital human resources and equip it with the required personnel. In the case of the issues that cannot be handled at the employee committee level, the committee will forward it to the human resource for consideration’s the director my office will be the last line of communication which will be mostly on the technical issue. This communication style will give each employee a sense of belonging and representation without a feel of discrimination or intimidation. The different committees will then formulate different suggestions based on the employee’s problems that will be used as a yardstick for making changes within the hospital.
In conclusion, it is important for top management of every organization to know that the first aspect running a successful business is to have employees who are motivated. Motivation brings out the inner desire of an employee to handle a particular task given in the most efficient and effective way possible. On the contrary an organization in which employees are demotivated often record low performances and in extreme cases ends up closing down. The management should therefore ensure sufficient incentive are available to improve the morale of the staff and a good communication style is established through which employees can effectively communicate within the organization thereby enhancing a sense of belonging.
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