HCS 325 Week 3 Effective Motivational Methods in Healthcare Management

You are currently viewing HCS 325 Week 3 Effective Motivational Methods in Healthcare Management

Motivational Methods

In the present medical care industry, change is unavoidable. With change comes a few levels of obstruction from staff and executives. It takes a lot of effort on the part of healthcare managers to get employees to accept and adapt to the organization’s new policies and procedures. The reasons someone acts and behaves in a certain way and/or the general desire or willingness of someone to do something are referred to as “motivation.” Inspiration has been taken a gander at in more ways than one, and understanding what spurs people can assist the director with conveying, supporting, and leading their group all the more effectively. To select the most effective methods of motivation, it is essential to get to know your employees and apply what you know about their motivational styles. This is essential because selecting the appropriate motivational strategy can boost employee output and job satisfaction. It is essential for you as a manager to determine which motivators work best for your employees in any given situation, such as cutting a department in size. I would employ Locke’s Goal Setting Theory, Herbert’s Two Factory Theory, and reinforcement as managers.

I would use Locke’s Goal-setting Theory to prepare my department for the upcoming reduction in staff. Managers also use goal-setting as a method of motivation. Setting goals gives employees and management something to work toward and something to measure. Managers and employees can set reasonable and attainable objectives and goals by working together. They can decide how these goals and objectives can be tracked and what incentives there are for achieving them. Frequently, achieving the goal itself serves as the primary motivation. According to Gomez-Miambres (2012), this gives the person a sense of pride in having achieved their objectives. People will generally be focused on objectives that challenge them but are reachable. They realize that management is collaborating with them to set and maintain goals and objectives, which gives them a sense of quality. This helps fabricate a group climate.

HCS 325 Week 3 Effective Motivational Methods in Healthcare Management

“Over 25 years, the goal-setting theory (Locke & Latham, 1990, 2002) was developed inductively within industrial/organizational (I/O) psychology based on approximately 400 studies conducted in the laboratory and the field. These studies demonstrated that in contrast to vague, abstract goals like “do one’s best” or easy goals, specific, high (hard) goals result in better task performance. Insofar as an individual is focused on the objective, has the imperative capacity to accomplish it, and doesn’t have clashing objectives, there is a positive, direct connection between objective trouble and errand execution.” I would inform my department to motivate them that only employees with the highest levels of performance would be recommended for employment. I would give them short-term objectives to work toward, which would reveal our best employees and those who would like to stay with the company. Locke, E., and Latham, G., 2006, p. 265)


As a chief in my business, I would pick support as a persuasive technique to assist with cutting back in my specialty. When you think of reinforcement, you probably picture reversing a person’s decision or punishing them for making the wrong choice. Reinforcement comes to mind more often than punishment when I think of the workplace. Positive reinforcement and avoidance learning that encourage desirable behaviors are featured in the reading. 

According to Büchbinder & Shanks (2012), p. 45, positive reinforcement is the act of rewarding positive behavior. Understanding what motivates people will help you boost morale within the organization as a manager of a downsized department. Extolling and making it extremely mindful that somebody is working effectively can be the most important phase in perceiving their inspiration. Recognition at weekly meetings, emails to employees, taking time out of the manager’s day to give an employee a pat on the back, or a financial reward for a job well done are all examples of positive reinforcement that could be used in this department. You can also try giving small awards to good job candidates, such as plaques, certificates, or even lunch at work. 

HCS 325 Week 3 Effective Motivational Methods in Healthcare Management

Telling somebody the place that they are presently in is doing great for the business since they are working hard is additionally encouraging feedback. Uplifting feedback works since it gives a feeling of significant worth empowers great execution, and further develops work resolve (Joseph, 2013). The selection of the work behaviors that will be rewarded is the first step in implementing positive reinforcement. The manager would then need to know precisely how they will reward performance and explain the procedures to employees. Last but not least, according to Lombardi & Schermerhorn (2007), the manager will need to follow through, acknowledge the individuals, and promptly distribute any necessary rewards.

Herbert’s Two-Factor Hypothesis

For our organization to be ready to go down, as such, become more modest, I will utilize Herzberg’s two-factor hypothesis. The two-factor hypothesis expresses that the worker finds fulfillment in specific elements in the work environment while a different arrangement of variables causes disappointment. A sense of accomplishment, recognition for one’s work, a sense of responsibility, opportunities for advancement, and a sense of personal development are all things that job satisfaction provides. 

The natural or cleanliness variables ought to likewise be tended to for complete representative fulfillment (Synopsis of Herzberg’s Inspiration and Cleanliness Elements. Dynamic, 2016). “Separate and distinct from those that lead to job dissatisfaction,” as Herzberg puts it, are the factors that contribute to job satisfaction. So, if you work on getting rid of things about your job that make you unhappy, you might find peace, but you won’t necessarily improve your performance. For this hypothesis to work, you need to foster a two-stage cycle to propel individuals. First, you want to wipe out the disappointment they’re encountering, and besides, you want to assist them with tracking down fulfillment. Providing opportunities for achievement, recognizing individuals’ contributions, and creating work that is rewarding and suited to individuals’ skills are all ways to foster job satisfaction. 

HCS 325 Week 3 Effective Motivational Methods in Healthcare Management

Likewise, offering preparation and improvement open doors so that individuals can seek after the positions they need inside the organization is an extraordinary method for rousing your workers. The topic of motivation was approached in a very broad way here. You will require “different strokes for different people.” To put it another way, different people will perceive various issues and be motivated by various things. Make it a habit to have one-on-one conversations with your employees regularly to learn about their priorities. As a means of increasing motivation and satisfaction, this theoretically gives individuals the responsibility of planning and controlling their work (MindTools, n.d.).


As previously mentioned, any business will encounter both resistance and motivation. How each organization will deal with these circumstances is different. It might be hard to keep an employee because it’s hard for us to be happy with what we’ve done as a group. We are constantly looking for ways to advance. Having the option to comprehend what happened what was the reason for the downturn. It expresses that change is a driver of hierarchical achievement. According to Gilley, Gilley, & McMillan (2009), the company needs to comprehend the types of change that will take place within the organization. To influence and persuade employees, this is where motivation comes into play. The theoretical underpinnings of three different motivational strategies are the subject of the subsequent paper.


Buchbinder, S. B., & Shanks, N. H. (2012). Introduction to health care management (2nd ed.). Retrieved from: The University of Phoenix eBook Collection database.

Gilley, A., Gilley, J. W., & McMillan, H. S. (2009). Organizational change: Motivation, Communication, and leadership effectiveness. Wiley Interscience, 21(4), 75-94. doi:


Gomez-Minambres, J. (2012, December). Motivation through goal setting. Journal of Economic Psychology, 33(6), 1223-1239.

Joseph, C. (2013). Why is Positive Reinforcement Important in the Workplace? Retrieved from


Locke, E., & Latham, G. (2006). New Directions in Goal-Setting Theory. Current Directions in Psychological Science,15(5), 265-268. Retrieved from 


Lombardi, D. M., & Schermerhorn, Jr, J. R. (2007). Health Care Management-Tools and Techniques for Managing in a Health Care Environment. Hoboken, NJ: John Wiley & Sons.

MindTools. (n.d). Herzberg’s Motivators and Hygiene Factors: Learn how to motivate your team. Retrieved from 


Values-Based Management. (n.d). Summary of Herzberg’s motivation and hygiene factors. Abstract. (2016). Retrieved from: