Employee motivation is one of the key factors contributing to effective work. To achieve the greatest motivation of their employees, personnel management departments implement various measures. This allows not only to achieve impressive results but also to reach high levels of employee satisfaction (“5 motivation theories,” 2021). However, not all theories can be applied in all contexts due to their peculiarities. This essay aims to analyze motivational management theories to select those that are more appropriate in the healthcare context.
The simplest and most common in practice is the incentive theory. The basis of such an approach is the use of some influence: monetary in the form of bonus payments, and moral in the form of praise (“5 motivation theories,” 2021). The positive side of this method is its simplicity and many opportunities for implementation. McClelland’s theory is based on three necessities that workers can have. Each person has either a need for achievement, power, or affiliation (“5 motivation theories,” 2021).
Following this theory, it is necessary to research the characteristics of employees, which somewhat complicates the implementation of this method. On the other hand, after conducting such an investigation, the measures applied can be more targeted. Finally, another approach is the theory of competence, according to which there is a need for people to express themselves in front of colleagues (“5 motivation theories,” 2021). If a person succeeds in demonstrating their skills, they gain the opportunity to feel competent, which allows them to act more confidently.
While these theories are general and should apply to various organizations, the healthcare context imposes specific conditions. First of all, it is associated with hard work, so human resources are used extremely intensively (Afolabi et al., 2018). In this context, of all the considered methods, the theory of competence is the least suitable. Specialists in this area are more focused not on showing skills in front of colleagues but on performing a responsible task under challenging conditions.
Consequently, the theory of incentives in this context is most suitable since it allows improving the life of workers. Research has shown that higher wages can be the most influential external incentives, while social recognition and better working conditions can be internal (Afolabi et al., 2018). In addition, these factors affect all healthcare providers, regardless of country. Thus, the use of specific motivational incentives, both monetary and non-monetary, can best improve labor motivation in the healthcare sector.
References
5 motivation theories for management teams (with tips). (2021). Indeed. Web.
Afolabi, A., Fernando, S., & Bottiglieri, T. (2018). The effect of organisational factors in motivating healthcare employees: a systematic review. British Journal of Healthcare Management, 24(12), 603-610. Web.