Please respond to the following: "Product Ladder and Hierarchy of Needs"
Assess the importance of the Ries and Trout’s Product Ladder as a target marketing device within the health care industry. Provide a rationale for your response.
One of the great way to generate good perception about the product or service in the eyes of the customer is to maintain a great customer relationship because have a good relationship always leads to greater customer satisfaction which creates long term brand equity. Ries and Trout’s Product Ladder is great marketing device when it comes to target marketing because in a health care industry it very difficult to change a patient's impression once it is made. Ries and Trout’s Product Ladder offers marketers with a valuable information about how the customers
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Provide at least two (2) specific examples of the use of human motivation within a health care organization.
Human motivation plays important role when it comes to healthcare marketing because directive style of counselling patients on health-related issues can inadvertently increase resistance in the patients. Patient motivation is very important for the delivery of best care possible, so in order to achieve the best care possible the needs of the patients must be satisfied in a way a sustained change in behavior is achieved i.e. treatment or procedure should by internally accepted by the patients rather than imposed upon them. Health care professionals have a great role to play while delivering the health care because healthcare must be aimed at enhancing the patient’s self-efficacy, or confidence in their own ability to realize a particular treatment goal. Patient motivation involves not only providing reassurance and constructive feedback, but also giving them the skills and resources they need to achieve
To be in a position to motivate people, it is key to understand what actually motivates them in
What is Motivational Interviewing? Motivational interviewing (MI) is a patient-centered method for enhancing intrinsic motivation to change health behavior by exploring and resolving ambivalence. What will be discussed is how can organizations help the patients change negative behavior to a positive behavioral change, diminishing the lack of motivational behavior. (Miller & Rollnick, 2002) states that we have to help clients overcome their ambivalence or lack of motivation toward changing their behavior in positive way. Also, figuring out a solution on how to overcome this negative behavioral challenge of lack of intrinsic motivation to change. How will we overcome it? by focusing on the MI (Motivational Interviewing) approach, and finding
Peeno’s personal motivation, but also through the broader review of organizational behavior and the interface between the organization and the individual human behavior as it applies to generalized motivation. Some organizations employ different theories in order to motivate its employees. Humana, in an effort to incentivize its medical reviewers, utilized the House’s Path Goal Theory, which is based off of an expectancy motivation theory (p. 180). Ultimately, people will be motivated to get the organization’s desired outcomes if a reward is involved. In order to look out for the bottom line and stay out of the red, Dr. Scarwood utilized legitimate power, which derived primarily from authority (p. 139). In order to improve team effectiveness, Dr. Scarwood used his power to demand that all of the key players would meet weekly to review the individual denial rates and discuss the results as a team (p. 119). This data is referred to as objective outcomes by Johnson. Evaluating the data openly with the group would improve the numbers and improve employee satisfaction through review of the achievements made throughout the week (p. 90). To improve that data, Dr. Scarwood added an extra paid incentive to do the job
Motivational interviewing is a holistic approach where a nurse may elicit motivation for change in many patient health problems. According to Dossey & Keegan (2016), “Motivational interviewing (MI) is a well-known, research-based method of interacting with patients that were developed in the 1980s to improve outcomes…” (p. 207). Dossey & Keegan also notes the idea behind this methodology is the ultimate goal is to not point out discrepancies but to have the patient utilize a tool called self-discovery (2016, p.108). Determining one’s own individuality helps people develop a sense of what their strengths and weaknesses are, so they may develop a plan that works for the person.
Motivational interviewing is a great way to get clients involved. In the healthcare setting, it is a way to empower clients and help them help themselves. As shown in the BMJ learning module, motivational interviewing accepts the changes that occur in the human life which is very important for the process of change. This allows the healthcare provider and client to work together and make necessary changes along the way to reach the overall goal. It also gives the client support, autonomy, and a sense of efficacy on reaching their goal.
Motivation is an important concept which is critical for understanding of and improvement in organizational behaviour and performance. It is therefore important for the managers to understand motivation. It is an important tool which they can use to get more out of their employees and increase organizational performance. Motivation can be defined as the factors, both internal as well as external which arouse in individuals the desire and commitment for a job (Mele, 2005, p. 15). Organizational performance on the other hand refers to the degree to which the organizational objectives have been achieved.
Motivation is the reason or purpose behind action, or what causes one to act in a particular manner. Motivation can either be intrinsic or extrinsic in nature, yet it rests solely within the power of the individual actor to be motivated (or not) by intrinsic and extrinsic motivators. Motivation is an extremely important topic of discussion in the larger discourse on leadership. It is important because it provides the basis for human action, or inaction. Leaders must be able to understand what motivates their followers in a hope to use that knowledge to guide them to behave in a certain way that is beneficial for the organization. To do so, it behooves leaders to understand the basic concepts and theories of motivation that abound.
Motivation is key in the workplace. It is developed from the collaboration of both conscious and unconscious principles such as the strength of desire or need, motivating force or reward estimation of the objective, and desires of the person and of his or her peers/co-workers. These elements are the reasons one has for carrying on a specific way. An illustration is an understudy that invests additional energy contemplating for a test since he or she needs a superior review in the class. The Inside and outside principles that animate want and vitality in individuals to be constantly intrigued and centered around their work, part or subject, or to try to achieve an objective.
In daily life, we need motivation to improve our performance in our job or in studies. Motivation is an internal force, dependent on the needs that drive a person to achieve. In the other words, motivation is a consequence of expectations of the future while satisfaction is a consequence of past events (Carr, 2005). We need to give reward to our self when we did correctly or we has achieve our target. Reward is something that we are given because we have behaved well, worked hard, or provided a service to the community. Theories of motivation can be used to explain the behavior and attitude of employees (Rowley, 1996; Weaver, 1998). The theories include content theories, based on assumptions that people have individual needs, which motivate their action. Meanwhile according to Robbins (2001), motivation is a needs-satisfying process, which means that when a person's needs are satisfied by certain factors, the person will exert superior effort toward attaining organizational goals. Schulze and Steyn (2003) affirmed that in order to understand people’s behavior at work, managers or supervisors must be aware of the concept of needs or motives which will help “move” their employees to act.Theories such as Maslow (1954), McClelland (1961), Herzberg (1966) and Alderfer (1969) are renowned for their works in this field. The intrinsic reward or also be known as motivators factors is the part of Herzberg motivation theory. Motivators are involve factors built into the job or the studies itself such as achievement, recognition, responsibility and advancement. Hygiene factors are extrinsic to the job such as interpersonal relationship, salary, supervision and company policy (Herzberg, 1966. There have two factors that are called hygiene fac...
Motivation is therefore the force that transforms and uplifts people to be productive and perform in their jobs. Maximising an employee's motivation is necessary and vital to successfully accomplish the organisation's objectives and targets. However this is a considerable challenge to any organisation's managers, due to the complexity of motivation and the fact that there is no ready made solution or an answer to what motivates people to work well (Mullins, 2002).
One of the most important theories of HRM (Human Resource Management is that of ‘Motivation’. The purpose of this theory is to explain the role of an organisation in order to encourage its people to put in the best of their efforts and abilities in a way that will help further in achieving better outcomes for the business and organisation’s goals(Armstrong, 2001). There are various techniques that can be adopted to motivate people for instance, rewards, punishments, actions to satisfy needs, psychological processes etc. This world is developing at a rapid pace and due to this development and quick changes; new ways of working and managing organisations have emerged. These
Motivation is the force that transforms and uplifts people to be productive and perform in their jobs. Maximizing employee’s motivation is a necessary and vital to successfully accomplish the organization’s targets and objectives. However, this is a considerable challenge to any organizations managers, due to the complexity of motivation and the fact that, there is no ready made solution or an answer to what motivates people to work well (Mullins,2002).
Motivation is the concept of stimulating or arousing a person to achieve a goal. Motivation has much to do with desire and ambition, and if they are absent, motivation is absent too (What is Motivation and How to Strengthen It, para. 1). Motivation theories are unique to each organization. Some organizations have come up with motivation theories such as setting work goals, job performance evaluations, and fair treatment policies within the work environment to keep employees motivated. The impact that individuals, groups and structures have on behavior within organizations is Organizational Behavior. Motivation is affected by organizational behaviors, which is why different organizations apply motivation theories to motivate employees.
Motivation, as defined in class, is the energy and commitment a person is prepared to dedicate to a task. In most of organisations, motivation is one of the most troublesome problems. Motivation is about the intensity, direction and persistence of reaching a goal. During the class, we have learned a substantial theories of motivation and many theories of motivations are used in real business. Each theory seems to have different basic values. But, they all have been analysed for one reason, recognising what motivates and increases the performance of employees. Ident...
People’s behaviour is determined by what motivates them. The aim of this essay is to discuss the essence of the motivation and psychological strengths, its evolution, a brief overview of the key theories of the employees’ motivation and behaviour analysis. The main task is to understand how motivation affects employee behaviour and to clarify the importance of motivation. In this essay I will discuss and produce definitions and examples to answer the main question of what is the driving force and how do people’s needs influence performance at work?