Motivating Employee
Identification of Problem and Analysis:
First, before any solutions are identified for the given case, it is required to understand the demotivation factors of the employee so that appropriate motivational theory can be referred for the solution. Following demotivation factors were identified.
It is noted that there is the practice of micromanagement hence, one of the prominent factors for the lack of motivation among the employees (Hedges, 2014) as well as managers have no empathy with their subordinates. The threat to the job from the managers exists if the employee activities are not according to the personal interest of managers.
The career path is vague in the hospital which creates no future hope for the employee, as an employee have career vision for their future (Michaelpage, n.d.).
Employee to seem to have self-morale as well as their nature of undervaluing themselves is noticed. The demotivation further is pushed by the managers’ over control and lack of progress in the employees’ career.
The leadership has failed to create confidence among the employees due to poor management of the leadership panel.
The workload to an employee exceeds the capacity and also exceeds their shift time. The pressure to extend work time creates unbalance to the employees’ work life. (Michaelpage, n.d.).
Autocratic leadership, poor communication system and lack of transparency is another factor for demotivation.
The employees' concerns are ignored. Also, no dignity of labor as well as no privilege is given to the employees, which again is another demotivating factor (Hedges, 2014).
Solution and Recommendation:
In my opinion, Maslow's motivational theory would be more appropriate to counter the existing demotivation. The existing demotivation at the different hierarchy of the employee needs healing from the base level employee so that the changes are more effectively visible.
Figure: - Maslow’s Hierarchy of Needs (Source: Social.eyeforpharma.com, n.d.)
In the given scenario, penalty system is applied for the low-level employee with the basic amenities which should be stopped to practice. Also, psychological motivation could further be applied to the low-level employees (Learning-theories.com, n.d.). Also, as per Maslow's need hierarchy, job security as the basic motivational factor should be applied to the employees. The vision for the employees that they are working in future with good facilities could blow the motivation as the safety is the basic motivational element for any person (Learning-theories.com, n.d.). The employee who fears about their job losing either has low productivity due to negligence or due to over stress on their mentality. The vision of the job security eliminates such threats and boost up the employee's productivity. At the same time, this would further help them to interact with their seniors with more confidence as they can feel that seniors no more have direct have authority over the job security of the employee. The employees are then expected to share their experience, suggestions, and concerns with their managers which could be beneficial (Learning-theroies.com, n.d.).
The lack of empathy in the ecology of the hospital is required to be elevated. It is required to induce the empathetic atmosphere in the hospital. An environment that facilitates employee interaction, the culture of listening and respecting one another, listening to the problem and suggesting solutions, forgiveness, etc. these would help the employee to open up which would definitely bring the positive changes in the organization.
The case of broken refrigeration system in the hospital shows the ignorance of the management towards the tangibles of the hospital which is not good. The assets of the hospitals that plays the small but significant role on the motivation of employees should not be neglected. Such cases of basic needs ignorance are responsible for the demotivation among the employees. Thus attention towards the basic needs, safety and empathy are the first thing that should be considered in any organization for the motivation of the employee is the first thing (Learning-theories.com, n.d.).
Only after these basic factors, the level of self-esteem comes to enhance the motivation of the employees further. The case mentions the absence of career path for the employees. This is where the self-esteem from the Maslow’s theory comes into the play. After implementing the bottom motivation strategy, it is required to structure the career path for the employees. The employees and their contribution to the hospital, they all should be recognized. It is mentioned that eventually, the doctors take away the cake of appreciation, and other employees are not even counted. Such practice should be eliminated. Reward and recognition to the deserving employees, the system of promotion, increased remuneration, structured job description, and appraisal system should be implemented in order to bring the change in the motivational level of the employees.
Only after all these, the factor, self-actualization of the Maslow's theory could be used for the employee's motivation which only could be achieved in the long run rather than instantly or in the short term. The motivation should be raised gradually from the bottom of the Maslow's hierarchy of the need eventually converging to the top and only then the theory works for the motivation.
Communication Improvement:
The clean and swift channel of the communication among all the employees and the management is required so that the information on problem and solutions could be flourished effectively. The case mentions the lack of transparency. The transparent flow of information whether be it about the financial or non-financial matters should be applied in the operation system of the hospital. The administrative manager should be given authority as well as accountability about the transparency, communication, and monitoring of the operation (Gerard, 2010). For the given case, details, job description, rules and policies applicable to all should be drafted and applied.
A grievance board is suggested to be handled by the new manager solely to deal with the employees (Gerard, 2010). The devices such as walkie-talkie or pager or mobile phone or phone at every corner etc. are suggested to make the communication swift as well as for grievance purposes which would be confidential. Also, the use of IT technology for the knowledge management at a central level and in a structured way is suggested, and high level of integrity is required (MacKechnie, n.d.). Regular meeting, communication through digital media like email, circulars, notice board to update the information about the change in rules, policy or to keep other information accessible (Frost, 2013) is suggested as everyone has the right to common information and no one should be allowed to be deprived of it. Likewise, general meeting once in a year, small meeting among the related staffs, employees, nurses, managers, and doctors are suggested so that there remains equal opportunity to open their problem or any suggestion or for other feedback purposes.
Hence, in my opinion, this would bring the drastic positive change in the motivation of the employees which eventually would increase the productivity of the hospital.
References
Frost, S. (2013, August 16). How to Improve Communication in the Workplace | LIVESTRONG.COM. Retrieved from
http://www.livestrong.com/article/229078-how-to-improve-communication-in-the-workplace/
Gerard, J. (2010, July 15). Improving Workplace Communication | i-Sight. Retrieved from http://i-sight.com/employee-relations/improving-workplace-communication/
Hedges, K. (2014, January 20). 8 Common Causes Of Workplace Demotivation - Forbes. Retrieved from
http://www.forbes.com/sites/work-in-progress/2014/01/20/8-common-causes-of-workplace-demotivation/2/
Learning-theories.com. (n.d.). Maslow’s Hierarchy of Needs | Learning Theories. Retrieved from
http://www.learning-theories.com/maslows-hierarchy-of-needs.html
MacKechnie, C. (n.d.). The Best Ways to Improve Workplace Communication | Chron.com. Retrieved from
http://smallbusiness.chron.com/ways-improve-workplace-communication-3092.html
Michaelpage. (n.d.). Seven reasons for employee demotivation - Michael Page. Retrieved from
http://www.michaelpage.co.uk/content/18357/seven-reasons-for-employee-demotivation.html
Social.eyeforpharma.com. (n.d.). Fig1_3. Retrieved from http://social.eyeforpharma.com/sites/default/files/Fig1_3.png
