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Summary
The Kaluyu Memorial Hospital is a medical organization, which currently faces the problem of the absence of interactions between management and employees. The employees tend to show no initiative while being scared of having contact with the managerial team. Meanwhile, the overall atmosphere in the hospital has a tendency to be disturbing, as the employees show no motivation for working and following the rules of the hospital while having a desire to terminate their shifts as soon as possible. A combination of these factors has a substantial influence on the efficiency of the facility while affecting the overall profitability of the entity. I, as the Director of Health, have to introduce a sufficient plan of action to eliminate the existence of the problem.
The primary goal of the paper is to determine the core destructing matters, which affect the functioning of the hospital and interactions between facilities and different levels of subordination. In the context of the presented case, the model of motivation will be proposed and accessed while referring it to the Kaluyu Memorial Hospital. Lastly, a sophisticated communication system will be introduced to enhance the functioning of the organization while determining new approaches to motivate the employees.
Major Demotivational Factors at the Kaluyu Memorial Hospital
Firstly, the factors, which have an adverse influence on the interactions in the hospital, have to be identified to determine the reasoning for the occurrence of the malfunction. It is apparent that the lack of communication could be regarded as a vital definer of demotivation, as it determines the development of the increasing power distance between the employees and management (Dedahanov, Lee, Rhee, & Yusupov, 2016). Meanwhile, the power distance causes an increase in stress levels and the development of tensions between different levels of subordination (Dedahanov et al., 2016). This matter has a reflection on the relationships between doctors and nurses, as nurses tend to avoid communication with the doctors due to fear.
In turn, the managerial approach is also critical for the maintenance of the employees’ motivation, as the application of the suitable method might lead to the increase of efficiency during situations involving high pressure (Amiri & Kulkarni, 2015). In the context of the case, the lack of control and inappropriate managerial style is the primary cause of the disobedience and desire to leave home after shifts quickly. Lastly, the malfunction of facilities is another definer of demotivation, as the surroundings of the hospital affect the employees’ desire to work.
It is apparent that these factors have a substantial impact on the various areas of operation in the context of the Kaluyu Memorial Hospital. For instance, the absence of a well-developed managerial style and the lack of interactions tend to affect the quality of the services and patients’ satisfaction. In turn, this matter is one of the primary causes of tensions due to the constantly growing gap between the employees and management. Meanwhile, the condition of the facilities not only has an adverse influence on the motivation of the employees but also cultivates a wrong perception about the organization among the patients while affecting the Kaluyu Memorial Hospital’s brand image. In the end, a combination of these factors has a negative impact on the overall functioning of the medical institution since it affects its brand image, productivity, and recognition.
Model of Motivation
Despite being able to identify the practical examples of the destructive aspects, the application of the theory is critical due to the necessity to portray the nature of the issue from a different angle. In this case, Herzberg’s motivation theory tends to depict that dissimilar matters that have a substantial influence on the motivation of the employees in the Kaluyu Memorial Hospital. In this case, the primary goal of the theory is to highlight the duality of the factors influencing behavior and to divide them into groups by using satisfaction and dissatisfaction as the primary criteria for the selection (Lazaroiu, 2015). In this case, the dissatisfaction is affected by the internal structure of the organization including its corporate culture and refers to the matters such as salary and work conditions (Lazaroiu, 2015). In turn, satisfaction is defined by the recognition and possibility for personal growth and development, as these matters determine a position of an individual in society. Meanwhile, it is vital to understand that the variables are not interdependent, and the elimination of causes of dissatisfaction does not imply the rise of satisfaction (Lazaroiu, 2015).
Nonetheless, there are several reasons for the selection of this model in the context of the presented case. Based on the information provided above, it is apparent that the primary issue is related to the presence of a substantial gap between employees and management. In this case, the proposed division of the factors is critical for the portrayal of the overall image. Consequently, it is vital to understand crucial factors that initiate satisfaction and dissatisfaction to find the relevant solution to the issue. Separating the factors will help eliminate the level of dissatisfaction, as the key problems are related to the supervision and working conditions in the hospital. Meanwhile, the next step will be the maintenance of the absence of these factors on the regular basis. After the development of the favorable conditions in the company, substantial attention has to be paid to the satisfaction factors, as they will have a significant influence on the elimination of the gap between management and employees while highlighting the significance of recognition. In this case, the application of these stages in the proposed order ensures the sufficient flow of the growing motivation among the employees. In the end, it could be said that the application of this theory will have a critical influence on the functioning of the organization while depicting the problem from all angles and cultivating a well-developed plan for actions to increase the commitment among the employees.
Communication System
Based on the analysis provided above, it is essential to design an appropriate communication system, which will increase the level of motivation and improve the overall efficiency. In this case, the most suitable solution is to establish a network, which will increase the employees’ interactions with management while using direct communications and technologies to transmit messages. The messages tend to be formal and informal, and different forms of delivery will be utilized in these cases. For instance, formal and regular check-ups and meetings have to be conducted to assure the employees’ compliance with the corporate culture of the hospital while ensuring the presence of favorable working conditions in each facility. Meanwhile, informal training and seminars will be utilized to eliminate the tensions between the different levels of subordination and cultivate a friendly atmosphere in the organization. Furthermore, various team-building activities will be offered due to their ability to influence relationships between the employees in a positive direction.
In this instance, there are several reasons for the proposal of the particular communication system, as it tends to have a substantial influence on the employees while increasing their motivation and commitment. The selected system has a tendency to combine the informal and formal aspects, and they tend to develop well-established supervision while establishing a favorable working environment in the organization (Raisiene, 2012). In this case, the formality ensures the effectiveness of decision-making and reporting, and informality implies the necessity of recognition and essence of the human interactions while decreasing the influence of stress and pressure (Dedahanov et al., 2016).
Meanwhile, this communicational approach uses the basis of Herzberg’s duality of the factors due to the ability to determine different methods to deliver the messages associated with the increase of satisfaction and decline in dissatisfaction (Lazaroiu, 2015). In this case, it is apparent that the channels of the formal interactions determine the compliance of the organizational functioning with the corporate culture while ensuring sufficient working conditions for the employees and minimizing dissatisfaction. In turn, informality implies the rise of recognition while affecting satisfaction positively and leading to increased commitment and motivation among the employees. In the end, a high correlation of the selected communication system with Herzberg’s motivation model determines the ability of the approach to increase the motivation of the employees while being able to affect satisfaction and dissatisfaction factors separately. Meanwhile, a simultaneous application of formal and informal instruments has a direct influence on the overall effectiveness and productivity and changes them in a positive direction (Raisiene, 2012).
References
Amiri, M., & Kulkarni, V. (2015). The management and motivation ineffective study. Golden Research Methods, 4(10), 1-28.
Dedahanov, A., Lee, D., Rhee, J., & Yusupov, S. (2016). An examination of the associations among cultural dimensions, relational silence and stress. Personnel Review, 45(3), 593-604.
Lazaroiu, G. (2015). Work motivation and organizational behavior. Contemporary Readings in Law and Social Justice, 7(2), 66.
Raisiene, A. (2012). Restructuring organization for performance and effectiveness: Applying formal and informal electronic communication tools. Transformations in Business & Economics, 11(2), 233.
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