Response to Post of Student 1:
I am convinced that the main paint being relayed was that at the onset, by having decided to pursue the profession in healthcare, practitioners have already manifested a genuine and innate drive or motivation to serve. Healthcare is such a challenging and dynamic endeavor that entices only those with distinct calling for the profession. As such, valance, or the perceived importance of the work is duly ingrained. Likewise, other motivational components (self-efficacy and expectancy) become motivating drives depending on the value systems and preferences of health workers. One therefore agrees that the provision of appropriate incentive systems could make the work more fulfilling.
Response to Post of Student 2:
The concepts of valance, self-efficacy, and expectancy were appropriately expounded and deemed to be clearly understood. Likewise, sharing the belief that motivation is indeed an internal state; which could be influenced proves that the theories and concepts relayed by the author has been aptly comprehended. One would like to assert that a relevant facet to motivation is the identification of the goal to be attained. Whether the healthcare provider aims to assist others without any expectations for compensation; or with due increases in performance only when aptly paid, there is an identified outcome for the action that is rendered.
Response to Post of Student 3:
It is well appreciated that the concepts and theoretical frameworks for motivation;
especially the three components were acknowledged to be truly understood. The personal and
professional experience confirmed that motivation has actually been encountered in past working situations; and therefore, the concept of incentives, especially the provision of monetary rewards has been duly confirmed as effective in the work setting. The only thing apparently lacking in the article was any reference to an appropriately designed sanctions system that should go hand in hand with a rewards or incentives system. Some employees could actually be motivated to work (improve on their performance) for fear that violations on some explicitly defined policies would cause an imposition of sanctions (warning or suspension).
Response to Post of Student 4:
One shares the same contention regarding the perception on healthcare practitioners; especially through the comment which stated that “I think many healthcare workers don't expect much, their reward is simply knowing that they helped someone out in a way they may not have been able to help themselves”. This is true; since, the mere fact that this profession is pursued, there must have been a complete understanding and innate drive that envisions rendering serve to uplift and improve the health conditions of others. In sum, all seems to agree to the author as the concluding portion has highlighted the relevant points of the motivational theories and concepts that were clearly discussed.
Response to Post of Student 5:
I share similar contentions in the way that this statement regarding health care workers, especially doctors and nurses, was asserted: “Their reward is not monetary; it is the satisfaction of saving lives and making other live better”. I strongly believe that in the health care profession, motivation and rewards could be more challenging; since health care practitioners truly understand that there are diverse challenges to be encountered, which are regular parts of their jobs. As such, there are other factors – aside from monetary rewards – that drive them to continue pursuing the profession. Thus, it was practically understanding for contending that “I don't think that incentive systems are the most reliable, but they do work for some people”. This only means that some workers could be motivated by monetary (or tangible rewards); and others
appreciate being acknowledged, thanked or appreciated through intangible rewards.
