How do you get things done in an organization? First, you must have managers who can delegate to employees. Effective managers have the ability to get things done through other people. This is accomplished by motivating employees to accomplish tasks. A manager must be able to delegate these tasks to employees. The technique a manager uses to motivate employees to work for him, will either motivate or dissatisfy employees. Motivated employees will work with the manager to achieve company goals. Those employees who are dissatisfied will work against company goals.
It wasn't that long ago that employees were considered "just another input into the production of goods and services."(Linder 1998) Elton Mayo had a big impact on the view of employers at the time. Beginning in 1924 and continuing through 1932, Elton Mayo conducted the Hawthorne studies Linden, 1998) He concluded that employees were not solely motivated by money. Elton Mayo Previously believed that outside stimulus like lighting and physical surroundings affected productivity. Yet, no matter how they changed the stimulus during their experiment production increased. "It turned out that the stimulus that affected production most was being observed: being the focus of attention motivated people to hard work." (Cohen 1998, 93) His discovery was later refereed to as the Hawthorne Effect. His discovery changed the way managers looked at employees and they encouraged them.
Encouragement is a technique managers use to motivate employees. “A supervisor’s willingness to give encouragement is not only an expectation of many employees but is beneficial in terms of job productivity”(Davidhizar 1997, 16). Employees feel better about themselves...
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Quint Studer’s, Hardwiring Excellence: Purpose, Worthwhile Work, and Making a Difference, is designed to motivate healthcare leaders to positively transform the culture of their organizations to move them from good to great. Studer notes that he aims for every healthcare leader to read this book and then ask all those who work with them to read it also. Hardwiring Excellence focuses on transforming culture by hardwiring positive attitudes in employees to create and sustain a great place for employees to work, for physicians to practice, and for patients to receive care. Studer emphasizes that transformation begins with core values of commitment to purpose, worthwhile work, and making a difference, which are cultivated by the ‘healthcare flywheel’ that creates the momentum necessary to drive change. Studer identifies nine principals that guide the flywheel to motivate transformation.
Paine and Henry beautifully helped the struggle of freedom in 1770’s and used speech to bring the slight simmer of uproar to bubbling boil. These two revolutionaries will be forever known in history as the spearhead of the America known today. These highly educated men noticed that the proof in front of their audiences was not penetrating to their minds and they required someone brave enough to say what was unraveling rather than have it on their shores and to walk past. Henry and Paine had a proclivity to move people with graphic and thought-provoking works bursting with rhetoric and figurative language that awakened the souls of their diverse audiences to ignite the war for freedom.
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...le for each side to have its own, entirely reasonable, priorities and logic for its stance on the issue. Another lesson Paine demonstrated through his work is the power of the written word. Paine’s ideas, brilliant or not, would not have been well received or even widely acknowledged without his elegant phrases and clear writing abilities. By using this skill, he showed millions his ideas, provoking them into greater action than he could ever have accomplished alone. Not only did his words inspire action, they inspired new thoughts. These thought beginnings are what Paine, and other writers and artists, gave to us. The darker thing that Paine showed the world was the malleability of the general populace. Paine, as an agitator, proved forcefully that, with the right words, a group of people can easily be pushed to rebellion or swayed from reasonable lines of thought.
Why now? Why are we focusing on transformational leadership? Healthcare costs are continuing to rise. Some of the critical problems and active debates prevalent in many hospital organizations include the rapidly intensifying healthcare costs, funding and reimbursement cutbacks, and concern regarding the overall quality and safety of health care. “Healthcare systems have come under pressure to improve performance and manage productivity” (Botting, 2011). To be successful in the 21st century, there is a demand on healthcare systems to have a vision and executive and clinical leadership to inspire the change process and make the difference between success and failure in change.
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Thomas Paine, born in 1737 in Thetford, England, came to America in 1774 after meeting Benjamin Franklin and receiving a letter of recommendation. Once he reached the colonies, he became the editor of the “Pennsylvania Magazine” as well as began his career as a political pamphleteer. Paine grew as a major political voice through his works, including, “The American Crisis” and “Common Sense”. Both of which addressed what the colonists were fighting for, a fresh start as a society, and political institution free from European corruption.
During my interview with Regina Martinez, BS RN and currently an Assistant Director of a home health agency, I discovered her leadership style matched the above quote. Martinez had extensive experience in management prior to joining the medical field. As a single working mother, she worked her way up from waitress to manger of a popular seafood restaurant. However, her dream had always been to become a nurse and she began her medical career as a certified nurse’s aide (CNA), while working through college. She graduated from nursing school with a Bachelor’s degree in Science and has been a Registered Nurse (RN) for more than two decades. She quickly earned the respect of doctors and fellow nurses, becoming a Charge Nurse on the floors she worked. She has worked as Medical Surgery nurse, emergency room, and as Director of Nursing for home health and long-term care facilities where she was responsible for over 150 employees.
ED volumes are not the prime element of overcrowding, ED overcrowding as a condition in which the identified need for emergency services exceeds available resources in the ED, and this situation happens in hospital EDs when there are more patients coming to the Ed than staffed, treatment beds and waiting times outstrip a reasonable period (Barish, Mcgauly & Arnold, 2012). Mobile health (mHealth) is described as the use of mobile and wireless technologies for many health purposes (Ventola, 2014). Researchers and representatives consider mHealth has the ability to enhance health care delivery and outcomes, offer a platform for customized medicine, and support patients in disease management (Ventola,
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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).