Management Problem in Health Care Worldwide health care organizations are faced with problems everyday. Motivation is one of the many management problems in health care organizations today. Health care organizations are always working together to come up with ideas and strategies to make their organizations more successful and better for everyone to work in as well. Problem solving is an on going process in health care organizations, which have been bringing positive results for everyone working in the health care organizations. Motivation is a state of feeling or thinking in which one is energized or aroused to perform a task or engage in a particular behavior. This definition focuses on motivation as an emotional or cognitive state that is independent of action. This focus clearly distinguishes motivation from the performance of a task and its consequences. Notice, too, that motivation can be a state of either feeling or thinking, or a combination of the two. For some individuals, motivation is more a matter of feeling than thinking, while, for others, the reverse is true” (Shortell & Kaluzny, 2006).
Motivating the people who are working under management can be a difficult task at times. Everyone is unique, none of us are the exact same and each person needs something different to become motivated and that is where the challenge comes in for the managers, finding the right motivator for the right employee. Knowing and caring about the employees needs, will help managers know what type of rewards to offer as a way to motivate their employees. Management Problem 3 The success of any organization, especially health care organizations solely depends on the skills of managers and how they present the work environment for their employees.
When employees are motivated they tend to be more satisfied with their jobs and will stay with the organization much longer as a result of their satisfaction. According to a recent survey from the Healthcare Information and Management Systems Society offers some ideas on how to keep them happy. “First, pay a decent salary, “that came through loud and clear in the survey”, says Linda Hodges, executive vice president of search firm Hersher Associates, which conducted the survey with HIMSS. Salary was identified by the survey’s 361 respondents as one of the main factors they use to evaluate job satisfaction or a job offer.
Forty percent of those surveyed said they don’t believe they are paid market value” (Greene, 2002). According to Lynn, “if your program examination indicates that you have done everything right but the results were not there, it is time to talk with people one-on-one. Ask each employee why the program did not have the impact you were looking for. They may have been trying as hard as they could, but only delivering a marginal performance. It is possible they are battling obstacles you cannot see. To find out what is getting in their way, ask them how you can help them improve” (Lynn, 2001).
Asking these questions are important when it comes to keeping your employees involved in everything, always getting their opinions on how they think it should be done and work together as a team to come up with the best solutions. This is what a good manager is made of, including his employees in everything that has to do with the job. Management Problem 4 Maslow’s theory was unique because he believed that each person had five needs and each need had to be met before they could go on to the next need. As the process went on, each old need lost motivational value as the new need was met.
According to Shortell and Kaluzny, “Maslow’s hierarchy of needs assumes there are five need levels that must be satisfied sequentially. 1. The physiological needs, these needs include things like air, water, food, warmth, shelter, and sex, the basic survival needs. 2. The security needs include a secure physical and emotional environment, examples include the need to be free from worry about money and job security. 3. Belongingness needs involve social processes, they include the need for love and affection and the need to be accepted by one’s peers. 4.
Esteem needs are actually composed of two different set of needs: the need for a positive self-image or self-respect and the need for recognition and respect from others. 5. Self-actualization needs, at the top of the hierarchy, involve realizing one’s potential for continued growth and individual development” (Shortell ; Kaluzny, 2006). Although, Maslow’s hierarchy of needs theory seems too simple for the human body, which is very complex, this is the perfect theory of motivation for us. This theory touches every aspect of our lives and how one feels about themselves and their surroundings.
People who are in management positions will be wise to use this theory when it comes to motivating their employees, in any industry health care or otherwise. It does not matter which theory you think may be best to follow, interesting work and employee pay are the two biggest motivators. Management Problem 5 After identifying the motivation problems with the employees, managers need to start right away working on a plan to overcome these problems. They can start with talking with each individual employee and ask them questions. Making the employees feel like they have a part in finding the solution is a big part in motivation too.
Everyone needs to feel like they are helping in some way or another. In conclusion, even though motivating your employees is a difficult task, it must be done in order to keep them happy and to keep things running smoothly. Keeping your employees happy can only bring success to their organization. The employees will love doing their jobs and they will do them well, they will come to work everyday and this will result in a cost effective organization, because the turnover rates will be less in each organization and the organizations will not have to worry about training new employees.