Motivating Employees in hospital settings |My homework helper

Posted: February 18th, 2023

Week 5 Assignment – Motivating Employees

Overview

Imagine that you have been appointed the director of health at the Kaluyu Memorial Hospital in Nairobi, Kenya—a for-profit hospital. The facility is also a referral hospital and receives severe cases of accidents and chronic and communicable diseases, and it houses an HIV/AIDS ward. As you settle into your position, you realize that the employees always act scared as they approach their superiors. Some of the employees deliver files and leave your office in a hurry.

As you make your routine departmental visits, you observe tension among the nurses and doctors, and there is a sentiment that the nurses tend to do the majority of the work within patient care but the doctors get all the credit. You notice that the employees are always looking forward to the end of their shifts when they can go home. You notice that some of the doctors come back to work wearing the same unwashed clothes as the previous day. Too many employees are calling in sick, and many of them give weak reasons for their tardiness.

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There is also a sense that doctors and nurses dominate other employees in similar positions. In meetings and conference calls, some employees are quiet and never participate. You notice that people with families tend to gather and talk quietly on breaks. The new mothers working for the hospital have to use bathrooms to pump breast milk for their infants, and the refrigerators do not work well. Looking at the financial statements of the hospital, you realize that the hospital’s expenses are higher than the industry standard, and it incurs losses year after year

 

SOLUTION

  1. Start by identifying the underlying issues affecting employee motivation.

Based on the given scenario, the following issues are affecting employee motivation:

a) Lack of recognition: There is a sentiment among the nurses that they do most of the work but do not receive recognition, whereas the doctors get all the credit. Employees who feel that their work goes unnoticed or underappreciated can easily become demotivated.

b) Poor working conditions: Some doctors come back to work wearing the same unwashed clothes as the previous day, and the refrigerators for storing breast milk do not work well. Poor working conditions can lead to physical discomfort and can negatively impact employee motivation.

c) Fear culture: The employees seem scared as they approach their superiors, and tension exists among the nurses and doctors. When employees fear their bosses, they may not feel comfortable sharing their opinions, which can lead to a lack of engagement and reduced motivation.

d) Poor work-life balance: The hospital employees seem to look forward to the end of their shifts when they can go home. Many employees are calling in sick, and some provide weak reasons for their tardiness. Employees who experience a poor work-life balance may struggle to find motivation in their jobs.

e) Lack of inclusivity: In meetings and conference calls, some employees are quiet and never participate, and doctors and nurses dominate other employees in similar positions. When employees feel excluded or undervalued, their motivation can suffer.

f) High expenses and losses: The hospital incurs losses year after year, and its expenses are higher than the industry standard. Employees may become demotivated when they feel that their efforts are not contributing to the success of the organization.

  1. Develop a plan to address the issues identified.

a) Recognition: Implement a recognition program that rewards employees for their hard work and contributions. Create an employee recognition committee to develop and implement the program. This can include monthly awards for outstanding performance or incentives for meeting departmental goals.

b) Working

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