This paper will provide information about three motivational methods I as a manager will apply to my organizational department which must be downsized. This information will include motivational techniques used to implement the change within my department.
It will also include theoretical concepts from the textbook, Health Care Management and outside resources to support the theories used. Last the paper will conclude with highlights of the information provided to introduce the change within the organization.I just got an e-mail from my supervisor explaining that my department must be downsized and my job as the manager is to prepare my team for the changes. One of the changes I must address is the motivational techniques which will be used.
Human Resources are my department and my goal is to research multiple motivational methods to understand how to lead and implement the changes. After spending many hours searching motivational methods I finally narrowed it down to three. Motivational techniques are used to achieve many goals within the workplace.One of the goals it can achieve is providing opportunities.
This technique will provide employee’s with the opportunity to learn and further his or her education while working. If the company decides to downsize the employee will have more qualifications and have an easier time finding future employment. This will help reduce an issue with low self-esteem which is a problem in most health care facilities. Another technique I would use to help prepare employees for future lay off is by treating each employee as an individual.Communicating with the employees and making friends with him or her can provide important information which can be useful later on.
This will provide adequate information highlighting his or her talents and giving the manager an insight of how to develop these inner talents. The next technique is to be an active listener. An active listener is someone who attentively listens to the employee. While having a conversation with the employee the manager should not pay attention to phone, e-mails or anything distracting the manager’s focus on the conversation.
This also includes the manager genuinely taking an interest in his or her employee and discussing not just business but include personal conversation. For example when the manager inquires about the employee’s day or family and finds common interest this will promote a healthy relationship and result in trust and friendship. Setting an example is another important technique; if a manager expects the employee to show dedication to the workplace then he or she should do the same. If the manager’s goal is to achieve higher standards for his or her department it is important for him or her to set the example.
Arriving to work on time, presenting a positive attitude, and remaining honest is important to any manager within the health organization. If a manager expects his or her employees to have the traits previously stated then he or she should lead by example. The employee in return will want to obtain these traits and respect the manager to a higher level. The theories relating to the motivational methods and techniques I have chosen to reinforce the information are the two-factor and expectancy theory.
The two-factor theory was developed by Frederick Herzberg’s and falls under two categories the satisfier and hygiene factors. The two are linked and are identified as being turned on or off. When inquiring about things turned on this would be call the satisfier factor and when turned off this is the hygiene factor. The hygiene factor is associated with things such as relationships, supervision abilities, and the working conditions. If a manager wants to improve on his or her motivational skills then he or she should recognize the hygiene factors.
This will help the manager know what areas need improvement and where to start with implementing changes. The satisfier factors should be implemented and the manager should focus on things influenced by the job or motivation factors. Some content for the manager to pay attention to is as follows: * Opportunity for growth * Promoting self-esteem * Setting an Example These traits can be implemented into any current health care organization for improving with motivation issues. Both theories enable a manager to recognize areas within the department needing improvement.It will also show successful factors and this can be beneficial for the manager as well.
The expectancy theory relates to how well the employee will work to achieve a certain goal with the knowledge of a reward. An employee will strive to work harder and provide a higher quality of service if he or she knows there will be a reward. This has been a motivational tool in different types of employment and has shown to be successful. In my current position I believe this theory will provide an easier downsizing in my department.Alerting all the staff members in ample time about the changes coming about will give him or her opportunity to start looking for another job.
This will give me the opportunity to explain why the downsizing will take place and how this will affect the department. Communicating to the employees about the future changes and how he or she can prepare them for this change and keep a relaxed work atmosphere. Anytime a manager has to find ways to downsize his or her department can be difficult but knowing motivational methods and techniques will prepare everyone with ways to deal with the future change.Practicing motivational techniques according to theories will enable the manager to successfully prepare for department changes. The department will be less stressful if employee’s are trained and educated on how to prepare for future change. As a manager it is important to use motivational techniques with employee’s to ensure he or she can successfully relocate to another department or new job.
Preparing employee’s by providing him or her with tools to achieve advancement will in return give the manager an employee with higher self-esteem and positive attitude.
