Intrinsic Motivation In Nursing

The Impact of Intrinsic Motivation

Registered nurses have an abundance of opportunities in the healthcare industry they can pursue to achieve fulfillment in their nursing career. The fact that there are so many options available, nursing professionals become committed to their selected specialty according to their job satisfaction. Heightened job fulfillment enhances the nursing retention rate (Sudheimer, 2009). Nurses are satisfied when they fill competent and realize that they are respected for the work they do, giving them the intrinsic motivation to work even harder for their organization (Toode, Rousasalo, Helminen, & Suominen, 2014). The purpose of this paper is to examine my personal professional fulfilling and unfulfilling experiences

The supervisor is unapproachable and not interested regarding the staff concerns, when you talked to her about issues she seemed disinterested. We had a conversation about how she responded to our concerns with little interest in concerns, and her response was this is something she is working on. Again the director was approached about her actions and told us not to take it personally but give it time to work itself out. This position for me was not pleasing or enjoyable nor somewhere could I see myself being in long. For nurses to find their intrinsic motivator in their job, they must first find pleasure, enjoyment, and interest (Toode, Routasalo, & Suominen, 2014). Many supervisors, managers or even directors in organizations today lack the essential skills needed to be successful such as communication, support, and trust. The responsibility of any organization is to provide its leaders the support and resources necessary to promote collaboration and make the most out of available opportunities to improve relationships in the workplace (Bianco, Dubkiewicz, & Linette,

Nurse managers who can exhibit a direct and favorable relationship with their staff may encourage them to tap into their intrinsic motivators to create a positive and engaging working environment. An efficient and reliable leader may consider steering away from her usual leadership style to aid in creating this environment. Staff members cannot be forced to make changes, but the use of positive psychology can help steer them in that direction. Ensuring healthy relationships in the workplace is another way of attempting to create an engaging environment. According to Manion (2011), positive psychology has revealed that a healthy relationship is built around positive-to-negative reactions. Other changes that could be implemented might be communicating expectations clearly to the staff and setting explicit performance goals and initiate an incentive plan to inspire them. When leaders strive to create healthy relationships, this shows the staff that they do care and are interested in their job