Comparison of Needs-Based Theories of Motivation
Needs-based theories of motivation aim to understand employees’ motivation and how to satisfy it. Maslow’s theory suggests that human needs are organized into a hierarchy, with physiological needs being the most basic, followed by safety needs, social needs, and esteem needs (Buchbinder et al., 2019). Herzberg’s theory proposes hygiene factors, such as salary and job security, which do not motivate employees but can lead to dissatisfaction if not met (Buchbinder et al., 2019).
The Most Valuable Motivation Theory for Healthcare Managers
Maslow’s theory is valuable for managers in identifying their employees’ essential needs and how to satisfy them. Herzberg’s theory can help managers understand what factors truly motivate their employees and how to create them.
Limitations of Management and Leadership in Employee Motivation
However, management and leadership approaches to managing employee motivation and engagement have limitations. Firstly, the theories do not account for external factors that may affect employee motivation. Secondly, management and leadership approaches may fail to consider individual differences in employee needs and preferences. Thirdly, the focus on job satisfaction alone may not be enough to engage employees fully, as motivation also stems from intrinsic factors.
Healthcare Industry Example of Motivation Management
Improving relations between motivation and satisfaction by involving staff in making decisions is a significant step. The study found that factors such as work environment, supervision, and recognition impact employee motivation and job satisfaction (Kitsios & Kamariotou, 2021). In addition, one example of managing motivation in the healthcare industry is the implementation of a recognition and rewards program at a hospital where I worked as a nurse. The program aimed to motivate and engage employees by acknowledging their hard work and contributions to patient care.
Recommended Alternative Approach and Rationale
One thing that could have been done differently is to involve employees in the decision-making process. By soliciting their feedback and opinions, management could better understand their needs and concerns and tailor the workplace environment to their preferences.
Biblical Integration and Scripture Application
In terms of scripture integration, Colossians 3:23-24 states, “Whatever you do, work at it with all your heart, as working for the Lord, not for human masters, since you know that you will receive an inheritance from the Lord as a reward. It is the Lord Christ you are serving.” (Bible.com, n.d.). This verse emphasizes the importance of doing one’s best and serving the Lord in all work endeavors. Healthcare managers can apply this by striving to create a work environment that supports and motivates their employees, ultimately serving patients and honoring God through their efforts.
References
Buchbinder, S. B., Shanks, N. H., & Kite, B. J. (2019). Introduction to Health Care Management (4th ed.). Jones & Bartlett Learning. Web.
Kitsios, F., & Kamariotou, M. (2021). Job satisfaction behind motivation: An empirical study in public health workers. Heliyon, 7(10), e06857.
Bible.com. (n.d.). Colossians 3:23-24. New International Version. Web.