Free Organizational Behavior in Health Care Essay Sample
Sarah Goodman is one of the senior most managers at Network Development of the Holy managed care center. After graduating from a two year nursing program in like 10 years ago, Sarah Goodman is expected to come up with calculated and business enlargement leadership for the institution, with precise answerability for client services, scheme development and supervision, evaluation, program and grant-making, infrastructure and fundraising. Solving today's intricate social and ecological problems will necessitate new approaches and a capability to work together with a broad variety of stakeholders. To this end, with her sturdy business background, account of volunteerism and flawless record as an imaginative mind and strategist, Sarah is a major benefit to Network development in their work to bring in concert the health as well as leadership programs required to drive modify on key social issues and that therefore remain to be her greatest worry on how to achieve it (Borkowski, 2010, pp.144).
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This research paper explores Process and Content Theories of motivation and how they are relevant to the work position and the various issues that have emerged in the health care diligence and how the issues ought to be tackled. The paper also examines the organizational performance and its significance to today's healthcare managers. Below are a description of what a process and a content theory of motivation are, their features and how each applies to the workplace.
Goodman brought with her a new role a depth of knowledge in board occupation and volunteerism. She is in the board of the transportation authority for the Vancouver region, the Translink. She is the Coast Mental Health Foundation vice chair and a trustee of the Jack Webster Foundation. She is an old board member of Iisaak resources of the forest which is a First Nations' led, certified forest Services Corporation located in Clayoquot Sound.
The theories in the book 'organizational behavior in health care' deals with different degrees or four features of the growing knowledge of the society. That is Gender, fairness, knowledge and Information Technology. The main attention, which all the chapters take as an argument, is that of sex - not in the taken for granted natural sense of gender but in the communally constituted intellect of the major grouping of human being in the globe.
Fairness is a broader term than sex, but here it is limited to the moral fairness that can be abandoned or ignored in relation to sex and societal growth where male role models and male power company have predominated. Education is the number one requirement for the surfacing of an equitable informed society, learning to shape and use the new tools that support the society and make certain that its growth includes greater societal justice rather than simple change alone. And lastly, Information Technology, IT or Information and Communication Technology as is usually called is the overridingly significant improvement in our information society, both driving it and being driven by it, being taken for granted in houses and places of work at the same time as new applications and implementations are being introduced day by day.
Motivation is a word taken from the Latin word "movere", which literally refers to t action of moving. Motivation can be defined as an inside force that activates performance and gives it bearing. The expression 'motivation theory' is involved with the process that explains why and how individual behavior is activated and intended for. It is regarded as a very significant area of study in the field of managerial performance. There are two diverse categories of motivation theory such as process and content theories.
Despite the fact that there are special motivation theories, not any of them are commonly accepted. Motivation can be explained in many different views and format, however, according to Dr Stephen P. Robbins, it is the procedure that account for a persons intensity, direction and perseverance of effort headed for attaining a goal (Robins, 2010, pp.30). However, motivation can also be described as any factor which will cause a boost in my typical input into doing something and with the acquaintance and expectation that remuneration will be gained afterwards.
Also recognized as want theory, the content theory of inspiration mainly focuses on the inner factors that strengthen and direct individual behavior. Maslow's ladder of needs, Alderfer's ERG theory, Herzberg's motivator-hygiene theory and McClelland's erudite needs or three wants theory are some of the main content theories. Of the diverse types of contented theories, the most well-known content theory is Abraham Maslow's pecking order of individual needs. Maslow introduced five levels of fundamental wants through his theory. Basic wants are categorized as physiological needs, shelter and safety needs wants of love, wants for self regard and needs for self realization.
Just like Maslow's ladder of wants, ERG theory explains the survival, relatedness, and development needs. Through double factor theory, Herzeberg explains sure factors in the place of work which effect to job contentment. McClelland's cultured needs or three needs theory uses a projective method referred to as the Thematic Aptitude Test (TAT) so as to assess people based on the three needs that are power, accomplishment and association. People with disdainful need of supremacy take actions in a way that influences the behavior of others.
Process theory is the other type of motivation theory. Process theory of inspiration provides an opening to comprehend thought processes that control performance. The major process or development theories of motivation comprise of Adams' equity theory, goal setting theory, Vroom's expectancy theory and strengthening theory. Expectation, valence and instrumentality are the main concepts explained in the theory of expectancy. Goal or target setting theory suggests that the persons are goaded to reach set objectives. It also requires that the set objectives should be detailed. Reinforcement theory is involved with controlling behavior by manipulating its penalty.
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A process theory describes motivation as a balanced cognitive course occurring within the person. While on the other hand, a content hypothesis describes motivation as a want satisfaction, for example, Maslow's Hierarchy of wants theory. Both of these hypotheses defer in an important way. For instance each one recognizes motivation and its features in a different way to the other.
Victor Vroom's Expectancy theory is an example of a Process theory, its features and how it applies to the place of work. According to Victor Vroom's anticipation or expectancy theory, motivation is "the power of an inclination to act in a certain way depends on the might of anticipation that the act will be followed by a given result and on the pleasant appearance of that outcome to the person". (Paton & McCalman, 2010, pp.114)
Herzberg's two factor hypothesis is another key content theory that focuses on the personal requirements of the people. According to Herzberg, he essentially identified two part groups of factors that had a sturdy blow on motivation. His initial group of factors was the sanitation factors which consisted of factors like working situation, salary, quality of supervision, status, company policies.
What he tended to consider was the fact that sanitation factors sturdily influenced manner of displeasure among employees thus paving way to have an effect on the job performance. He also went ahead to say that the occurrence of these factors will not stimulate the workers as such, but somewhat it is essential to have the hygiene factors precise in the first place if the workers are to be motivated. What really was meant by this was that, if these sanitation factors are not there in the association then it is not quite probable to motivate the workers thus since it is these factors that act as the establishment for the motivating factors to be effectual. For instance, without a good quality and safe operational environment it is no use giving accountability to a worker because the probability of motivating him or her is very small.