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Contemporary communities face a wide range of healthcare difficulties, posing new challenges for the nurses who serve them. Many modern nurses lack the skills necessary to effectively address the unforeseen challenges they encounter in their work, thus impacting both patient satisfaction and health outcomes (Chatterjee et al., 2018). Furthermore, these concerns impact nursing practice, presenting difficulties for the profession that may influence the efficacy of care provided to patients. Increased nurse preparedness to deal with these new challenges would arise from better using available resources and developing workable solutions. A health leader needs to incorporate goal setting theory, expectancy theory, and communication effectiveness into a project they are heading within a health organization to achieve success in the project they are leading. The ability to communicate efficiently to accomplish one’s goals is what is meant by the term “communication effectiveness.” Therefore, this essay will discuss the integration of expectancy theory, goal setting theory, and communication effectiveness by health leaders.
The goal-setting theory suggests that the primary factors determining a person’s motivation level are establishing specific goals that are difficult to achieve on a routine basis and the subsequent commitment to achieving those goals. The theory proposes that people are driven to succeed at goals that are both difficult and attainable (Shoaib & Kohli, 2017). The objectives are meant to explain the future that is desired. The goals that have been formed are expected to be what drives an individual’s actions. The accomplishment of goals and the fulfillment of goals serve as a motivator for a person to carry out the goals.
Based on the goal-setting theory, one might assume that high motivation levels result in productive work. People are more likely to succeed when they work toward challenging but specified goals. The willingness of workers to work toward the fulfillment of the goals set is usually the key to achieving job motivation (Shoaib & Kohli, 2017). There’s no room for confusion or disagreement when everyone has the same expectations. If workers are aware of the target for the upcoming week, they are more likely to work hard to complete the task before the deadline. However, this could take longer and cost more if the employee does not have an objective, or if he does have a goal that is unclear.
According to expectancy theory, people choose to act a certain way because of the perceived outcome value. The value of the outcome plays a major role in influencing the motivation behind the behavior decision. However, the theory relies heavily on how an individual’s mind processes the many sources of motivation (Lloyd & Mertens, 2018). This must be done before the final decision may be made. In deciding how to act, focusing solely on the potential outcomes is not necessary. This approach stresses the importance of corporations providing rewards that are both merited and desired by employees. The theory of communication effectiveness, a health leader’s ability to communicate persuasively, is crucial to the success of their organization.
The health leader may build a plan for the project that is crystal clear and concise by integrating these three philosophies. This integrated plan will drive the members of the team to attain the results that are wanted. This comprehensive strategy will help ensure that the project is successful and that the team members are pleased with the results (Raley et al., 2017). When these three ideas are merged, the health leader can also define precise goals for the project team and communicate these goals clearly and concisely. In addition, the team members will be driven to reach the goals because they will believe that the goals are feasible and that the efforts they put in will result in the outcomes they want. Applying this integrated strategy will help ensure that the project is successful and that the team members are pleased with the outcomes. The goal-setting theory offers a framework that the health leader can use to establish objectives for the project team that are both specific and difficult. For the team members to feel motivated to work towards achieving these goals, they must first have faith that doing so is possible.
Dissatisfaction with one’s job may result from not meeting one’s goals. Predicting employees’ happiness on the job relies heavily on the degree to which these theories are implemented within the organization. To increase output and loyalty to a company, employees must feel fulfilled in their work (Raley et al., 2017). As a final application, the ideas can be utilized to increase employees’ incentives to ‘perform their responsibilities swiftly and successfully.’
In conclusion, according to the goal-setting theory, people are more likely to exert effort when they have concrete, time-bound, and realistic goals. The expectancy theory suggests that people are prompted to take action when they feel doing so will bring about a positive consequence. Conversely, communication effectiveness is the skill of communicating successfully to bring about intended outcomes. Integrating these three theories allows the health leader to provide clear and concise direction to the project team.
References
Chatterjee, R., Suy, R., Yen, Y., & Chhay, L. (2018). Literature review on leadership in healthcare management. J Soc Sci Stud, 5(1), 38-47.
Lloyd, R., & Mertens, D. (2018). Expecting more out of expectancy theory: History urges inclusion of the social context. International Management Review, 14(1), 28-43.
Raley, J., Meenakshi, R., Dent, D., Willis, R., Lawson, K., & Duzinski, S. (2017). The role of communication during trauma activations: investigating the need for team and leader communication training. Journal of Surgical Education, 74(1), 173-179.
Shoaib, F., & Kohli, N. (2017). Employee engagement and goal setting theory. Indian journal of health & wellbeing, 8(8).
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