Impact of motivation on projects execution
A person feels motivated when the effect of their actions is consistent with their goals and the goals of the organizations they serve. Consistency underlines both the intrinsic and extrinsic values characterizing the motivation. For instance, health workers commit to the outline of the ideal in the Hippocratic oath. The need to save lives and improve patients’ experience embodies the healthcare idea. Likewise, a healthcare body may set its goals to improve the health of the population it serves, reduce the per capita cost of healthcare, and improve patient experience (CDC). Therefore, the goal of body healthcare institutions and their personnel majors is to address the healthcare needs of patients in the most effective manner.
In the provision of better healthcare facilities, a technological advancement to aid healthcare workers in better diagnosing and treating patients can be useful for addressing a rising medical problem. A primary healthcare provider serving two states plans to install a diagnostic system in five hospitals and a mobile diagnostic machine that serves outpatient care centers. High cases of misdiagnosis and a large number of patients visiting the five hospitals have led to the development of this initiative. Both the hospital administrators and the healthcare workers believe the project will improve service delivery once fully adopted. However, its adoption is both capital and labor-intensive, where such an undertaking will affect the organization’s resource allocation. The human resource department will have to postpone performance appraisal for three categories of healthcare workers to allow the organization to enroll in this technology. In the idea development phase, create a task group has to collect views from every department on the general expectation of the new system. The hospital administration is calling upon workers to share their opinion on the original proposal.
In the same period, the supply of personal protective equipment gone low, posing a challenge to the execution of the hospitals’ clinical services. The health care provider plans to engage a manufacturer within the state to undertake large-scale production of the protective equipment. The hospitals will dedicate their research and development departments to develop ideas on cost-effective protective equipment that meet the needs of the various departments within the hospitals. Participation in the development process limited to a few members. Among key issues raised is the need to reward the healthcare workers who will participate in this development, and the selection of the workers to participate. The availability of personal protective equipment for the safety of health workers contributes to the general pleasant working environment. Departmental supervisors make a careful selection of workers to participate, and similarly, adopt a cyclical participatory model in the initiative that allows everyone to exercise their skills.
Participation in the development of the protective equipment presents to the healthcare workers an opportunity for innovation. Their effort in the events may likely attract financial rewards. The hospital administration and the manufacturer plan to collaborate to make a series of products aimed at improving the hospitals’ capacity to meet the healthcare needs of a growing population. The financial package attached to the project aims at boosting the morale of the research and development. For their commitment to the design of the equipment. Manufacture of Personal protective equipment will be a rigorous program but workers
To promote safe deliveries, a subsidized maternity service can be by the five hospitals across the two states. The goal of the initiative is to ensure mothers access quality maternity services at a subsidized cost. The hospital management can assign a few health personnel to oversee the project. Still, the preliminary report shows that the work may overwhelm staff since many expectant mothers may opt for the services given the reduced service fees. This project aims at improving safe deliveries at an affordable charge since a study spearheaded by the same hospitals discovered the rising cases of children born with complications arising from the failure of some healthcare facilities to provide specialized care when needed. Consequently, the hospital administrators project that the initiative will reduce the infant mortality rate. The healthcare provider intends to run this project as a corporate social responsibility project.
A task group to oversee the implementation of the diagnostic service should be formed, drawing members from each department. The task group can be responsible for designing a training program for the various departments to utilize the system. Among key issues that the task group would address include the expected outcome of the order on the quality of healthcare service provided, the manpower required to operate the system. The task group will then hand their observation to the functional group to enrol the project. The diagnostic system operates on an infrastructure that the hospital administration has already put in place. Several benefits are associated with this technology because it the first diagnostic improvement implemented in the two states. The system’s infrastructure is fully equipped to handle all the diagnostic requirements, with an additional training package that comes with a refresher course that healthcare workers may find beneficial in their service delivery. On the contrary, there is uncertainty among workers whose roles may be overtaken by the new system.
Overcoming the fears of workers whose roles may be digitized is crucial for the adoption of the new technology. Failure to quell their anxiety may lead to sabotage of the system. Departmental supervisors should make an assurance that every healthcare worker whose roles are digitized remains part of the new systems since systems cannot operate without a human workforce. Encouraging proper communication allows workers to express their concerns. Participation of the workers in the projects in the projects reinforces the expectancy theory. That is putting some effort into the new development leads to some a specific outcome.
Resource needs could hamstring implementation of the subsidized maternity services. The payments may not offset the large financial allocation needed for such a program to run. Healthcare workers may only receive recognition for their effort. Similar projects done in the past attracted many healthcare workers, both junior and senior who offered voluntary services. This trend has always shown junior workers’ goal to learn new skills while the top workers participate just for self-actualization. Efforts to have such efforts run on voluntary term indicate that healthcare works are not only motivated by the extrinsic factors by also intrinsic factors such as enjoyment. For employers who are faced with diversity at the workplace, the use of any theory of motivation should despite the outcome, appeal to the nature of the work in an organization. Healthcare workers set goals which they would want to achieve, the goals allow the workers to deliver quality performance that meets both individual and corporate targets.
Execution of these tasks by healthcare works revolves around expectancy theory which hinges on the idea that people engage in activities in which they preempt better outcomes. How the result plays out gives the doer more zeal and force to keep working. The three relationships which support the theory include the effort performance relationship for which employees put in more strength in their activity motivated by the outcome that their effort will yield. In the case where we are healthcare workers have to work in an environment where there are few personal protective equipment, healthcare workers’ aim at treating and taking good care of patients until they recover of their sicknesses. Another relationship that stands out in this context is a performance-reward relationship where the healthcare workers are exerting more effort to realize a change in the health of the patience. For instance, doctors may increase the frequency of hospital rounds so that they can avail their services without any delay so that patient may have a quick recovery period, and they can also address emergencies when they occur. This relationship extends to a third relationship posited by the theory that, workers will display best of their effort targeting rewards within the organization. A hospital policy may attach rewards based on the cases handled beyond individual allocation, and healthcare workers motivated by rewards for their extra effort will always want to retain their job.
References
Cornwell, J., Franks, B., & Higgins, E. (2017). The Proper Mix: Balancing Motivational Orientations in Goal Pursuit. Retrieved 1 June 2020, from https://www.google.com
Olekalns, M., & Smith, P. (2018). A Satisfied Mind: Motivational Orientation, Feedback and the Subjective Value of Negotiation Outcomes. Group Decision And Negotiation, 27(2), 179-196. https://doi.org/10.1007/s10726-018-9558-x
Lloyd, R., & Mertens, D. (2018). The Public Service Mutual: Theories of Motivational Advantage. International Management Review, 14(1). Retrieved 1 June 2020, from.