5.0 HRM - Motivation (1).pptx in nursing

motivation

1. Theories of Motivation & Human Resource Management Major General Salahuddin Qasim (Retired)

2. What motivates you? Mostly True Mostly False 1. I will be rewarded for this course 2. It is important for my career 3. It is very important for my capacity building 4. I have to do it for my promotion 5. I think this course is interesting 6. I enjoy attending MSN 7. Through this, I acquire new knowledge and skills 8. I am totally involved in it Why are you doing this MSN Degree? Choose one response for each question

3. Scoring and interpretation Give yourself one point each for ‘Mostly true” from Questions 1 to 4 and write your score Give yourself one point each for ‘Mostly true” from Questions 5 to 8 and write your score Questions 1 to 4 determine your ‘E’ score or Extrinsic Motivation score for this job while questions 5 to 8 determine your ‘I’ score of Intrinsic motivation for the job

4. Learning Objectives At the end of the lecture you will be able to: Comprehend various HRM theories : Content theories of motivation Maslow’s hierarchy of needs ERG Herzberg two factor theory McClelland needs theory Process theories of Motivation Skinners, Adam’s, Vroom’s & Lock & Latham's theories Cognitive evaluation theory

5. Challenges - Nursing Shortages Retention issues Low morale and motivation Inadequate training & job rotation Communication issues Conflicts Absenteeism Inadequate performance evaluation Poor service structure

6. Key concepts of The Classical Management Movement It was in response to the industrial revolution, promoting efficiency and increasing productivity Emphasis of this style of management was on : Hierarchy - clear structure for management, its functions and operations The division of labor that breaks tasks into smaller components which is efficient to accomplish, and which enhances productivity - specialization Clear definition of employee roles and tasks with little left to guesswork Wage incentives - The worker is motivated by financial reward Single leadership for optimized efficiency in the workplace.

7. Behavioural Management Though successful in getting increased productivity with greater efficiency, the classical management approach didn't cater for the human element of the whole system. Creativity and innovation was not considered In the early 1920’s, Elton Mayo, a professor at Harvard, observed the importance of human interaction and personal relationships in the work place Led by Mayo, experiments in working conditions and social factors were conducted at the Western Electric company at their Hawthorne plant He discovered that job satisfaction improved through employees participation in decision making These became known as the Hawthorne Studies

8. Human Relations Approach - HRM Birth of Human Resource Management The Hawthorne Studies proved that meeting social needs of workers could enhance the workplace and positively impact productivity Just as the Scientific Approach brought a new perspective to management, the Hawthorne Studies changed the role of management yet again The scientific movement focused on required tasks and viewed managers as taskmasters, while the Human Relations Approach also called behavioural Management, took into consideration the importance of workers needs, group dynamics, teamwork, and the positive impact of social interaction

9. Types of motivation Intrinsic motivation is an innate concept; a display of the positive attributes of humanity which include curiosity, vitality, and self-determination. Intrinsic motivation involves doing something because it's personally rewarding to you Reading a book because you enjoy the storytelling Exercising because you want to relieve stress Cooking lunch for your family because you enjoy helping your spouse Extrinsic motivation involves doing something because you want to earn a reward or avoid punishment Reading a book to prepare for a test Exercising to lose weight Cooking lunch for your in-laws who are visiting you

10. Motivation among HCWs Generally, a health worker will be motivated and express job satisfaction if they feel that they are effective at their jobs and performing well (intrinsic factors) Factors contributing to motivation and job satisfaction also include strong career development, an adequate compensation, and adequate working and living conditions (extrinsic factors) Motivation is influenced by a complex set of internal, social, professional and economic factors Managers must know that the right motivational factors are in place at adequate levels to keep health workers satisfied.

11. Motivational theories of workforce By 20th century, it became more and more apparent that one’s employment was not only for making money and being able to support a family  Behavior is motivated by internal and external human needs that are a catalyst or motivational force at the workplace The HR motivation is guided by the two important groups of theories: Content theories of motivation & Process theories of motivation Attempting to understand how an individual is motivated through these theories can provide insight into how an individual may be driven towards achieving their goals or the goals of an organization .

12. Content theories of motivation The content approach to motivational theories focuses on the assumption that individuals are motivated by their desire to satisfy an underlying need. In general, such theories regard motivation as the product of internal drives that compel an individual to act or move (hence, “motivate”) toward the satisfaction of individual needs Needs are deficiencies that energise or trigger behaviours to satisfy those needs Unfulfilled needs create a tension that makes you want to find ways to reduce or satisfy those needs The stronger your needs, the more motivated you are to satisfy them. Conversely, a satisfied need does not motivate.

13. Process Theories Instead of focusing on what people need, these models focus on the psychological and behavioral processes that humans follow By understanding these processes it’s possible to understand the actions, interactions and contexts that motivate individuals’ behaviors. It explains how workers select behavioural actions to meet their needs and determines their choices They are: Skinner’s reinforcement theory,  Adam’s equity theory, Vroom’s expectancy theory and Locke’s goal setting theory Cognitive Evaluation Theory (CET) is a mix of the two

14. Human needs & motivators The popular content theories describing the human needs for work motivation are: Abraham Maslow’s Hierarchy of Needs Theory Clayton Alderfer’s ERG theory Herzberg’s motivation-hygiene theory of job satisfaction McClelland's Theory of Acquired needs

15. Maslow’s hierarchy of Needs

16. Maslow’s hierarchy of Needs Maslow’s need theory has received wide recognition, it is intuitively logical and easy to understand The theory postulates that an individual will work to fulfill his basic needs, once that is fulfilled, it will not motivate him any further and he will look up to satisfy his needs He is motivated by the level he has not yet reached “Esteem needs” are both extrinsic(i.e. individuals will seek the approval of their peers and their supervisors) and intrinsic (i.e. individuals will seek to accomplish goals for their own selfesteem ) When applied to healthcare professionals, it can be construed that healthcare workers will be motivated to perform their job effectively and provide safe the best patient care, thus their esteem needs are satisfied when they are recognized for their patient care (extrinsic esteem need) which in turn provide them with self-respect and self-esteem (intrinsic esteem needs).

17. Maslow’s pinnacle Self actualization : Maslow gave an example of an artist who has never made a profit on his art, but he still paints because it is fulfilling and makes him happy. Working for something you had been passionate about Being True to Your Values. Achieving Inner Peace. Living a Fulfilling and Meaningful Life. Making a Positive Difference in the World. The theory doesn’t explain as to why many people at higher positions still crave for lower needs Money, Food, Sex etc

18. Maslow’s at work

19. Ammarah : we are subjugated by the nafs , we are sub-ordinate to it, we listen and follow all of its dictates and commands – which are bad Lawwamah : the self-critical soul, is a psychological state in which one criticizes oneself, or feels guilty, for his or her wrongs. Mutmainnah : the one who has reached a state of serenity The serene, contented, tranquility, at peace with himself through pleasing Allah

20. ERG Clayton Alderfer’s Hierarchy of motivational needs is a revised version of Maslow’s hierarchy of needs Basing on Maslow’s theory, Alderfer came up with the ERG theory (Existence, Relatedness and Growth) Existence is in line with Maslow’s physiological and safety needs where an individual’s existence is concerned with the existence of basic materials Relatedness is compared to Maslow’s social/love needs the external element of the esteem need. Relatedness is an individual’s desire to relate well with other people Growth is synonymous with Maslow’s intrinsic component of the esteem need, as well as self- actualization 

21. ERG & Maslow Alderfer’s theory state that individuals can be motivated by multiple levels of need at the same time, and that the level which is most important to them can change over time. An individual’s priorities and motivations may be fluid and can move between the existence, relatedness and growth levels of need over time They can move upwards, and they can move downwards. In Maslow’s Hierarchy of Needs, individuals need to have satisfied one level of needs before moving on to the next one Once a need level has been achieved, it no longer motivates an individual

22. Two factor theory of motivation It states that there are certain factors in the workplace that cause job satisfaction, while a separate set of factors cause dissatisfaction It was developed by psychologist Frederick Herzberg Motivators : Challenging work, recognition for one's achievement, responsibility, opportunity to do something meaningful, involvement in decision making, sense of importance to an organization lead to positive satisfaction Hygiene factors: Status, job security, salary, fringe benefits, work conditions, good pay, paid insurance, vacations etc. They are for maintenance only and they do not give positive motivation

23. Motivators & Maintenance The first set of factors ; “ motivational ” factors or satisfiers, are intrinsic and relate to the content of the work itself These motivate individuals to work harder and perform towards higher standards to the job Their existence is meaningful and needed to motivate employees into higher performance.  The second set of factors which Herzberg referred to as “ hygiene ” factors or dissatisfiers , is concerned with the job environment These factors are extrinsic and include company policies and practices These hygiene factors correspond to the first three levels of Maslow’s hierarchy of needs, namely normal needs, security needs, and social needs. They serve as a starting point for motivation. Inadequate hygiene factors may lead to dissatisfaction, but at the same time adequate hygiene factors do not necessarily lead to job satisfaction.

24. Acquired Needs Theory David McClelland identified three motivators that he believed we all have: Need for Achievement Need for Affiliation Need for Power The theory gives you a way of identifying people's motivating drivers. This can then help you to give praise and feedback effectively, assign them suitable tasks, and keep them motivated Need for achievement : Has a strong need to set and accomplish challenging but not impossible goals. They take calculated risks to accomplish their goals. Often likes to work alone

25. McClelland's Human Motivation Theory … Achievement : Likes to receive regular positive feedback on his/her progress and achievements. Most healthcare professionals are motivated by it. They will often cite intrinsic motivators, such as a “strong sense of calling” and “doing their best”, for their clinical commitment and patient care An organization that would improve their care of patients would motivate health professional’s achievement goals. Need for affiliation : Desires for friendly and close interpersonal relationships. Wants to be liked, and will often go along with whatever the rest of the group wants to do. Favors collaboration over competition. Doesn't like high risk or uncertainty.

26. ….McClelland’s Need for power : Those with a high need for power work best when they're in charge Because they enjoy competition, they do well with goal-oriented projects or tasks Wants to control others & influence others and be in charge Likes to win arguments. Enjoys status and recognition. These motivators are not inherent; we develop them through our culture and life experiences You can use this information to lead, praise, and motivate your team more effectively, and to better structure your team's roles

27. Process theories of motivation Skinner’s Reinforcement theory is a conditioning theory His work is built on the assumption that behaviour is influenced by its consequences. Reinforcement theory says that the outcomes we experience as a result of our actions and behaviors affect how we behave in the future Positive reinforcement: when actions result in positive outcomes, we do more of them Negative reinforcement: when the actions result in negative outcomes, we do less of them. Negative reinforcement is able to have positive effects on the behavior of others

28. Negative reinforcement or punishment? With negative reinforcement, you are increasing a behavior, whereas with punishment, you are decreasing a behavior. Negative reinforcement involves the removal of a negative condition to strengthen a behavior Loud, irritating noise stopped when a person put on his seatbelt in a car. Punishment refers to the application of a consequence in response to a behavior, with the goal of reducing the likelihood of that behavior occurring in the future. Punishment involves either presenting or taking away a stimulus to weaken a behavior Hafsa’s favourite toy is taken from her for her undesirable behaviour Crossing red traffic light is served with a fine as a consequence for the behavior of crossing a red light, and its purpose is to discourage individuals from repeating the behavior in the future.

29. Expectancy theory Vroom’s Expectancy theory of motivation Individuals are motivated to do something by three things . They are motivated when they: value the reward associated with an action trust that they’ll receive the reward if they do a good job believe that they have the ability to achieve their objectives by working hard. Managers may find this theory useful in understanding how individuals are motivated to perform The assumption is that the costs and benefits of the task and outcomes will be weighed by the individual Likewise, indifference towards an outcome will also result an individual’s lack of motivation.

30. Adam’s Equity theory Equity theory assumes that an individual will be motivated to perform, based on their perception of their inputs (i.e. their contributions) and the outputs (i.e. recognition of their contributions) One would assume that an individual would be motivated to train for and perform a task, if he felt that the outcomes (recognition of their efforts, improved self-esteem, improved patient care) were equivalent to their efforts Likewise, it would be important that individuals would perceive that their efforts/inputs were not coerced. Another aspect: To be motivated, individuals need to perceive that the rewards they receive for their contributions are fair, and these rewards are similar to those received by their peers If individuals perceive that their rewards are not fair, they will feel distressed and try to change things to create a sense of fairness.

31. ..process theories Locke and Latham’s (psychologists) proposed Goal setting theory It emphasizes the importance of setting specific and challenging goals to enhance performance. It focuses on the psychological processes involved in goal setting, such as commitment, task persistence, and task performance. It details five key principles that support the creation of effective and motivating goals: Clarity, Challenge, Acceptance, Feedback and Complexity .

32. Cognitive Evaluation Theory Proposed by Deci & Ryan in 1980; Cognitive Evaluation Theory focuses on the impact of external factors on intrinsic motivation.   Intrinsic motivators : Achievement, responsibility, and competence, motivators that come from the actual performance of the task or job — the intrinsic interest of the work. Extrinsic factors or influences : pay, promotion, feedback, working conditions — things that come from a person’s environment, controlled by others CET explores the impact of external factors on intrinsic motivation and the satisfaction of basic psychological needs. External events or factors enhance intrinsic motivation if they are perceived as supportive of autonomy and competence .

33. Role of motivational theories in management Motivation theories can help management determine the best way to achieve the organizational goals or work toward a desired outcome Successfully applying motivation theories also can help managers support their employees more efficiently.  The theories revolve around needs of the employees which motivate them to achieve them at the workplace Unlike classical management which focuses on organization, production and tasks, the motivational theories are centered on humans, their needs and behaviour, it provides an insight to the managers how to best use it to achieve organizational goals

34. The bottom line The employees can be motivated through various actions and decisions: Comfortable work place Social interaction Communication among managers & staff Transparency and fairness Understanding the needs of the staff Making them feel that their ideas are valued- to be part of decision making process Open communication channels Positive feedback

35. Thank You Q & A Comments Which motivational theory will be best suited for the nursing staff? What steps will you take to motivate your satff ?

36. References How Has Remote Work Impacted HR? Whitney Beasley / May 17, 2023 Human Resource Theories, An Introduction to organizational communication, The Evolution of Human Resource Management in Managerial Thinking, Abdullah Yilmaz , e-ISSN: 2757 - 5489 https://au.indeed.com/career-advice/career-development/management-theories Leadership and Management in Healthcare system. Transylvanian Review of Administrative Sciences, 27E/2009 pp. 89-104 Careers in Healthcare Management: How to Find Your Path and Follow It by Cynthia Carter Haddock, Ph.D.; Robert A. McLean, Ph.D.; and Robert C. Chapman, FACHE (Chicago: Health Administration Press, 2002)

37. Refrences https://www.investopedia.com/terms/m/management-by-objectives.asp British Library/Robert Owen “ The Economist Guide to Management Ideas and Gurus”, by Tim Hindle   https://www.mindtools.com/pages/article/human-motivation-theory.htm 7 Emerging Trends in Human Resource Management (HRM) 13 March 2023, Zimyo https://www.bl.uk/people/peter-drucker Investopedia ChatGPT Google for images