SUBMITTED BY : D. DELIGHTSON RUFUS, MSC Nursing II nd yr.

MOTIVATIONCHRI

• Motivation is an action that stimulates an individual to take a course of action, which will result in an attainment of goals, or satisfaction of certain material or psychological needs of the individual. Motivation is a powerful tool in the hands of leaders. It can persuade convince and propel people to act.

INTRODUCTION

• Motivation is defined as… an inner impulse or an internal force that initiates and directs the individual to act in a certain manner to satisfy a need.

• Motivating force is a need that comes from within an individual, e.g. to make a living, gain status and respect or to remove a source of frustration (Review of Maslow‘s Hierarchy of Needs).

DEFINITION

• JOB PERFORMANCE = ABILITY + MOTIVATION

NEED FOR MOTIVATION

• Job dissatisfaction contributes to higher turnover rates and decreased productivity and considerable time and money are required to recruit and select a replacement for someone who leaves the organization, it also takes time to socialize new employee to the organizational culture, which is expensive time, beside that, other employees will need to carry more load to cover the needs, and at last the kind of interruptions that results from the loss of this employee.

Job dissatisfaction:

TYPES OF MOTIVATION

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INTRINSIC MOTIVATION

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EXTRINSIC MOTIVATION✓

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• ACHIEVEMENT MOTIVATIONIt is the drive to pause and attain goals• AFFIRMATION MOTIVATIONIt is a drive to relate people on a social basis.• COMPETENCE MOTIVATIONIt is the drive to be good at something.• POWER MOTIVATIONIt is the drive to influence people and change situation.

TYPES OF MOTIVATION

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• ATTITUDE MOTIVATIONAttitude motivation is how people think and feel.• INCENTIVE MOTIVATIONIt is where the people are motivated through external rewards.

TYPES OF MOTIVATION

• Unending process : human wants keep changing and increasing

• A psychological concept deals with the human mind

• Whole individual is motivated as it is based on psychology of the individual.

NATURE OF MOTIVATION:

• NEEDS :• For security• For self esteem• For achievement• For power.

SOURCES OF MOTIVATIONINTERNAL PUSH FORCES

About self

About job

About supervisor

About organisation

ATTITUDES

• Task completion• Performance level• Career advancement

GOALS

• A) characteristcs of the job• Feed back

– Amount – Timing

Workload:

Tasks

variety

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B) Characteristics of the job situation.

2. External pull forces:

• SUPERVISORS• WORK GROUP MEMBERS• SUBORDINATES

• Rewards and compensations• Availability of training• Pressure for high levels of output.

IMMEDITE SOCIAL ENVIRONMENT

ORGANISATIONAL ACTIONS:

• We have to be motivated to motivate.• Motivation requires a goal.

REQUISITES TO MOTIVATION

• It is important to examine organization climates or attitudes that influence work morale and motivation.

CREATING A MOTIVATING CLIMATE

1. Have a clear expectation for workers and communicate effectively.

2. Be fair and consistent when dealing with all employees.

3. Be a firm decision maker.

4. Develop a team work/team spirit.

5. Integrate the staffs needs and wants with the organization‘s interest and purpose.

6. Know the uniqueness of each employee.

7. Remove traditional blocks between the employee and the work to be done.

8. Provide opportunities for growth.

STRATERGIES TO CREATING A MOTIVATIONAL CLIMATE

• 9. Encourage participation in decision-making. • 10. Give recognition and credit. • 11. Be certain that employees understand the reason behind

decisions and actions. • 12. Reward desirable behaviour. • 13. Allow employees exercise individual judgement as much as

possible. • 14. Create a trustful and helping relation with employees. • 15. Let employees exercise as much control as possible over their

work environment.

STRATERGIES TO CREATING A MOTIVATIONAL CLIMATE

1. Recognize each worker as unique individual who is motivated by different things.

2. Identifies the individuals and collective value system of the unit and implements a reward system that is consistent with those values.

3. Listen attentively to individual and collective work values and attitudes to identify unmet collective needs that can cause dissatisfaction

4. Encourage workers to ―stretch‖ themselves in an effort to promote self growth and self actualization.

5. Maintains a positive and enthusiastic image as a role model to subordinates in the clinical setting

LEADERSHIP ROLE:

a) Set high standards in the units.

b) Maintain a positive attitude towards the work and staff.

c) Be optimistic; in other words, be aware of how difficult the job is and how it can be done.

d) Ask for help when in need.

e) Admit mistakes.

1) Act as a Role model (Set a good example):-

a) Use two-way communication.

b) Be friendly, not to criticize staff in front of others and be fair.

c) Keep a sense of humor and avoid getting angry.

d) Try to understand nurses‘ attitudes, likes, dislike their experience, previous training, problems in their work and needs.

These measures will help in understanding nurses‘ behavior. Understanding is the first step toward motivating nurses. Trust comes with understanding and it develops slowly based on the respect and acceptance of the manager. Motivation is based on understanding and trust.

2) Develop and maintain Good Personal Relations:-

a) Apply rules equally and consistently.

b) Avoid favoring some nurses over others, be fair.

c) Share information – show respect for ideas and opinions and confidentiality.

d) Be supportive at all times.

Some guidelines for developing trust:-

• The nurse is more likely to succeed and be motivated if her/his interests and skills are considered in the assignment. Success is the best motivator.

3) Post Each Nurse where she can work best:-

• Participation and sharing information will motivate nurses since they feel they are taking part in decisions. Motivation requires more than physical involvement in a job. It also demands mental and emotional involvement.

4) Use a participative style:-

Guidance means helping nurses in planning, evaluating their work and in solving work and personal problems..

Encouragement means helping and reassuring nurses regardless of the type of problems.

Develop a supportive environment by reducing physical stresses associated with the job. Support means removing obstructions and providing nurses with satisfying work environment which include personnel and facilities and suitable learning materials needed to do their job.

5) Guide, encourage and support continuously:-

a) Give recognition for successful achievement of the job. Praise frequently and informally. It can be in front of other staff.

b) Reward includes: Pay increase, promotion, training for advancement to a higher level within a job.

c) Thank you is a type of reward that helps to increase self-confidence.

Reward Good work:-

a) Schedule regular meetings.

b) Make nurses feel that their job is important to the success of the team.

c) Integrate the needs and wants of the staff nurses with those of the nursing unit.

d) Think of nurses in the unit as a group and do what is best for them.

6) Build team work (Team spirit)

Nurses enjoy learning new knowledge and skills or updating the existing knowledge and skills or taking new responsibilities through continuing education.

7) Provide continuing education:-

1. Show interest, enthusiasm and have a positive attitude.

2. Believe their work is important and work hard.

3. Work well with their supervisors and others.

4. Take part willingly in planning, implementing and evaluating their work.

5. Show responsible behavior.

Strive to find the best way to produce optimal job performance.

SYMPTOMS OF MOTIVATED NURSES:-

• CONTENT THEORIES• PROCESS THEORIES• MOTIVATIONAL THEORIES FOR

BETTER NURSING MANAGEMENT

THEORIES OF MOTIVATION

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• Need for power• Need for achievement• Need for affiliation• Improving physcial working condition• Increasing the level of training• Job design• Work environment• Positivereinforcement• Avoidance learning• Punishment• Be sure to tell a person he is doing wrong.

MOTIVATIONAL THEORIES FOR BETTER NURSING MANAGEMENT

• REWARD VS PUNISHMENT• PERSONAL SATISFACTION VS

FINANCIAL SATISFACTION• PERSUATION VS COERSION• KNOWING YOUR WORKERS• INVOLVEMENT

PROBLEMS IN APPLYING MOTIVATION THEORIES

Job rotation

Job enlargement

Job enrichment

Flexible time

Job sharing

Employee involvement

Variable pay program

METHODS FOR MOTIVATING EMPLOYERS

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BIBLIOGAPHY

• Bessie(2006) leadership, motivation and motivating climate in nursing, 3rd edition, Lippincott.

• JOURNALS:• James, fofler, journal of practice, protocol

adoption for any event, vol (2005)• website.:• www.pubmed.com• www.vocu.com

THANK YOU!

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