Analysis of Motivation Theories and NHS Deficit

This assignment provides an in-depth analysis of motivation theories, specifically Alderfer's ERG theory, and their relevance to the National Health Service (NHS). The document also explores the factors contributing to NHS deficits, such as workplace features that negatively impact health. Additionally, it discusses the importance of staff well-being and the need for targeted approaches to prevent ill-health. A trend analysis of stock market data is provided, highlighting the significance of understanding investor reactions in financial decision-making. Overall, this assignment offers a comprehensive examination of motivation theories and their application to the NHS, providing valuable insights for students and professionals alike.

Decision making and
problem solving

Table of Contents
INTRODUCTION...........................................................................................................................1
Purpose of report..............................................................................................................................1
Company Overview...........................................................................................................1
Description of Problem......................................................................................................1
Description of approach used by NHS to solve problem..................................................3
2. Critical analysis of approach taken by NHS.......................................................................4
Crisis type...............................................................................................................................4
Situational crisis communication theory...........................................................................8
Best strategy.......................................................................................................................8
Trend analysis in Stock market........................................................................................15
Investors Reaction...........................................................................................................18
RECOMMENDATIONS...............................................................................................................19
CONCLUSION..............................................................................................................................20
REFERENCES..............................................................................................................................22
Online...................................................................................................................................24
APPENDIX....................................................................................................................................25

INTRODUCTION
Purpose of report
It is health services that is facing acute shortage of staffs (England, 2014). Thus, in this
report, various measures analysed. Further, this report also discusses about stock analysis of
NHS. In addition to this, this assignment also highlights on approaches taken by NHS. The main
purpose of report is to analyse and evaluate problem faced by NHS. They have used many
techniques related to decision making and problem solving to overcome such issue (Erskine and
et.al., 2018). These techniques helped NHS to evaluate on problems and find accurate solutions
in order to overcome staff related issues.
Company Overview
NHS which is also known as National Health Service is used for health services of public
(Taylor, Paton and Kapur, 2015). It was discovered in 1948 as one of the highest social reforms.
They faced staffing related issue. It is the UKs the largest independent provider of services and
has more than 70 different healthcare centres throughout UK. It provides majority of healthcare
in England that includes primary care, in patient care, long term healthcare, ophthalmology and
dentistry. It is funded largely from general taxation having contributed by small amount by
National insurance payment.
Description of Problem
NHS were facing severe problem related to staff (Confederation England and Care Quality
Commission, 2014). There were shortage of nurses and paramedics. Staffs were quitting their job
from NHS as they were facing pressure and poor pay. It has been analysed that health service
force which is 1.4 billion has to be increased by 190,000 by 2027. NHS has been suffering with
acute staff shortage issues as are-
 There is shortage of 42,000 nurses, physiotherapists and occupational therapists.
 GP numbers has been fallen by 1% over last 5 years.
 Almost one in three jobs are vacant.
 Number of nurses leaving rose from 7.1% to 8.7% in 2012.
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There are various causes that makes staffs leave job which are as follows-
 Social environment is determinant that mainly causes disappointment towards job and it
influences workplace stress (Abuse and Administration, 2016).
 Burnout also causes job dissatisfaction. There were 43% nurses faced strong levels of
burnout and disappointment and were intended in order to quit their job.
 Autonomy is also the factor that decreased emotional exhaustion of nurses in hospitals.
 Overload has also affected nurses and that leads to dissatisfaction towards job in NHS.
 Thus, it can be solved by adopting following approaches. Problem solving and decision
making are together. One cannot solve problem without making adequate decision.
Timeline of the problem
(2013) February
12th of February 6976 people hung up after waiting for more
than 30 seconds. The average call time was
14.19 minutes
May (2013)
10 th of May Dr Clare Gerada, chairman of the Royal
College of General Practitioners, warns the 111
service is “seriously flawed” in some parts of
the country.
14th of may Seven of the regional bodies were still not
ready to start giving advice to patients.
July (2013)
28th july Managers of the non-emergency phone line
said it is unsafe for patients at the weekend due
to a lack of staff.
A poll found 85 per cent of practice managers -
those in charge of the running of surgeries -
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were so fearful about the safety of 111 that
they believed the phone lines should be closed,
and previous out-of-hours helplines re-instated.
29th July NHS announces it plans to pull out of its 111
contract due to severe problems. NHS Direct
initially won 11 of the 46 regional contracts,
covering 34 per cent of the population.
It has already pulled out of two, but now said
the remaining nine are “financially
unsustainable.”
Description of approach used by NHS to solve problem
Theory of problem solving
Thus, NHS followed Zinger model to problems relating to staff issues (Quinn, 2016).
That includes the following,
Zinger model- Retention of employees is an art and science of engaging people in connections
that are authentic and recognised to strategy, roles, performance, organisation, community, etc
(Sornette, 2017). Thus, according to this model, the retention of employee is directed towards
achieving the results of NHS regarding achieving appropriate solution towards staffing crisis
(Teixeira-Coelho and et.al., 2017). Hence, to achieve this results, NHS need to craft strategy in
order to overcome such issue (Miao, Wang and Xu, 2016). Therefore, a central and important
key in retention of employees is the connection that means engagement of staffs towards the
cited health care service (Ertas, 2014).
Thus, role is set of behaviours, right at companies must guard against too many roles and
also being into roles that contributes results to NHS (Nuttin, 2014). Zinger model mainly
emphasis that retention of employees can contributes in high management of performance where
later this performance demonstrates engagement and helps in achieving top success in resolving
staff relating issues (Perkins and et.al., 2017). This model also comments that employees or
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staffs that are involved in NHS must have to experience both types of development that includes
personal and professional through various courses in order to develop their own strengths and
engagement (Phillips, Parker and Rushmer, 2017).
2. Critical analysis of approach taken by NHS.
Crisis type
Crisis types, by level of responsibility
Victim Cluster
Staff related issue
Finance related issue
Doctors related issue
Academic clusters
HONOS MHCT Tool
Preventable clusters
Care Cluster Allocation Tool
NHS is suffering with staffing and financial related issue. These issues were worse than ever
been before in NHS. They were short of 41, 722 nurses that means 11.8% of the entire workforce
of nursing. They were also facing crisis of doctors too were there were 11,576 vacancies in terms
for doctors.
Evaluate approaches used by NHS
Problem Method used by NHS Method must have used
Lack of motivation NHS used Zinger model in
order to overcome the issue
related to staffing crisis. This
model is effective as it helps
in improving relationship
between staffs and heads that
leads in achieving results
The focus model that have been
used by NHS simply means that
they engage in business
practices that raises the good
working relationships and
productive, satisfied workforce.
They can also maintain stable
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(Claxton, Lomas and Martin,
2018). It has been assessed
that approaches used by NHS.
Thus, NHS is facing
recruitment crisis with an
estimated shortage of at-least
50,000 doctors and nurses. It
is stated by NHS that they
don't have enough staff in
hospital. It has been estimated
that number of staffs needed
and number of recruitment is
unsustainable. Operations and
appointments has been
cancelled due to shortage of
staffs. About 33,000 nurses
leaves NHS each year.
relationship of employment
rather than specific programs of
retention. This includes
bonuses, incentives and
strategic plans that helps in
convincing employees to stay in
NHS.
Employee engagement The approaches that have
been used by NHS simply
means that they engage in
business practices that raises
the good working
relationships and productive,
satisfied workforce. They can
also maintain stable
relationship of employment
rather than specific programs
of retention. This includes
bonuses, incentives and
strategic plans that helps in
convincing employees to stay
NHS must have used ERC's
Retention model that
concentrates on applied
organisational experience that
indicates three primary drivers f
employee retention. This also
helps in retaining employees
therefore leaders that are
involved should campaign the
change and must share
innovative ideas relating to the
issues.
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in NHS.
Evaluate statements provided by NHS during crisis
They provided statements to patients that includes that demand of staffs rising has been
putted every department of NHS in pressure. The focus of this crisis has reported to situation of
hospitals and there are many wider issues of NHS that is to be blamed.
Response time Statements
16th of January 2017 taken some immediate steps in relation to that
issue, but we are also looking to ensure the best
practice in the NHS and looking at a long-term
solution to what has been a problem that’s been
ducked by government over the years
16th of January 2017 As lack of beds and inadequate social care
funding has prompted the Red Cross to declare
a humanitarian crisis in our hospitals, Theresa
May cannot continue to bury her head in the
sand as the situation in our NHS and social
care sector deteriorates
Other approaches NHS could have used, 2 models, for both model describe as below:
Method 1
Strengths Both the model as ERC's retention and
approaches helps in overcoming issues relating
to g crises. The main strength is that this helps
in maintaining relationship between all the
employees or staffs of NHS.
Methods and tools The methods that were used in order to plan
this were training and development programs
that helps in building knowledge and skills in
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staffs and positive relationship between
members of NHS. Thus, this leads in
minimising the crisis and issues faced by NHS.
Practised by These are practised by administration of NHS
and also includes heads and various other top
managers of NHS.
Weakness The major weakness is that it takes
maximum time in order to input such
approaches and plans. Thus, NHS is also
facing financial crisis, to plan these approaches
it is difficult for NHS.
Expected outcome This models help in resolving staffing related
issues and it will increase employee
satisfaction by resolving their issues that is
related to benefits and dissatisfaction in
number of ways.
Method 2
Strengths The main strengths of this is that It helps in
identify problems and try to understand
problems of staffs that are involved and apply
possible solutions.
Methods and tools Training and development sessions and also
counselling session.
Practised by This must be practised by leaders of NHS and
also the head of organisation.
Weakness Due to financial and staff issues this becomes
difficult to use or plan these methods.
Expected outcome This will help in achieving loyal customer and
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employee base and huge success.
Table of Authors supported this model
David zinger
November 1,
2011
5 Compelling Invitations to Achieve Employee Engagement in Environment,
Health, Safety and Sustainability
Situational crisis communication theory
This is the theory in field of crisis communication that suggests in matching responses of
crisis manager and strategic crisis to level of crisis responsibility and reputational threat that is
posed by crisis (Teixeira-Coelho and et.al., 2017). NHS used situational crisis communication
theory in order to handle staffing related issue. There are various guidelines and solutions in this
in order to handle the situation faced by NHS. They must have utilized strategies in a way in
which it is acceptable.
Illustration 1: NHS crisis
(Source: Why NHS is in deficit, 2005)
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Best strategy
Further, to overcome staffing issue once and for all they have to follow some strategies
that will help in hiring talented staffs on behalf of past staffs (Carter and et.al., 2015). Following
are some strategies-
Develop a long term strategy- In order to fill vacant position, they require long term recruiting
strategy in NHS. The administration must focus on institutions while developing such strategy.
They must become creative in order to become recognizable by recruiters. Another key element
is that NHS has to define its health care service by being careful about uniqueness from
competitors.
Determining needs- thus, to develop long term recruiting strategy, NHS has to determine the
needs before posting position for recruitment (England, 2018). They must provide information
about immediate requirement in hospital. This will help in having clear understanding of the
duties of position and skills and experience required for that particular position.
Offering incentives to employees- NHS must consider offering or provide maximum incentives
or rewards so that they provide referral for open position. This offering will motivate employees
in order to recruit new candidates or nurses towards health care service.
Thinking through interview process- NHS should think through process from start to end.
They must plan before starting the process about the questions asked or requirements needed as
per the position (Christiansen and et.al., 2016).
Make employees feel valued- It is very much critical to make employees feel valued. NHS has
to make their transition a successful one by making staff comfortable with culture of the
company and making friendly environment. The administration of NHS must be quick and
immediate in rewarding towards achievements along with addressing things that are not working
in NHS.
Offering competitive compensation package- the tax professionals must assist in determining
about norms of industries in regard to salaries and benefits along with developing incentives to
entire quality workers (Chatwin and Ackers, 2016). They must also verify the compliance with
labour and tax laws of employment and help them in taking advantage of any tax credits that are
available.
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In addition to this, to resolve the problem of staffing issue they will have to motivate the
staffs that will help them in putting efforts and make NHS to reach the boost. This is explained
with help of following theory as are-
MOTIVATION THEORY
1. Content theories- this theory focuses on what has to be motivated and it is one of the earliest
theory of motivation (Ertas, 2014). They are also known as need theories. In this, NHS has to
find the actual requirements of staff and relate motivation in order to fulfil these needs.
1. Maslow's hierarchy of needs- this is shown in shape of pyramid where basic needs are
placed at bottom and most complex needs of staff at top of the pyramid. This needs have
been described as following-
Illustration 2: Maslow' hierarchy needs
(Source: Motivation theories, 2014)
Physiological needs- this includes basic needs of staffs of NHS. It has been emphasized that if
there is lack of these requirements than body or mind cannot function well (Marks, 2017). Once
physiological needs are met then NHS no longer motivate the staffs.
Safety needs- after the satisfaction of physiological needs, the other arises which is known as
security needs. In order to meet these needs, they require more money so the staffs are promted
to work more. Basically, everything looks less important than having safety and security.
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Belongings and love- if both the above needs are fulfilled, these requirements' comes into
existence. Staffs are needed to be loved. Thus, depending upon power and pressure of the group,
this needs may overbear physiological and security needs. These requirements mainly involve
give and take relationships. If NHS administration will give love and respect to the staff, they
will get same from them. This will help in maintaining good relationship between superiors and
subordinates.
Esteem- most people long for stable and high valuation of themselves, for esteem and for self
respect (Christiansen and et.al., 2016). This actually means to be valued by NHS, that their staff
are useful and necessary. It is based mainly on respect from others.
Self actualisation- this reflects on desire of individual in order to develop their fullest potential
towards work. People like the opportunities, position having challenges and tasks that are
creative. This level presents' culmination of all the lower, intermediate and higher needs of the
staffs. This is the final step under the pyramid.
2. Alderfer- ERG theory- this has been distinguished into three classes of needs that is
existence, relatedness and growth (Nuttin, 2014). These becomes more or less important in term
of staffs of NHS.
Illustration 3: Alderfer's ERG theory
(Source: Alderfer's ERG Theory, 2014)
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Existence needs- the requirements of basic material amenities are included in this that means
physiological and physical needs of individual are involved in this.
Relatedness- there is a need of significant relationships to the individuals imnvolved in NHS. It
contains social needs and external components of esteem (Aladul, Fitzpatrick and Chapman,
2017).
Growth- there is a need for self development, personal growth and advancement form together
this class of requirement. This contains the maslows self actualisation and some componenet of
esteem needs.
2. Process theories-
It is a system of ideas that explains the changes and developments of entity (Quinn,
2016). This helps in motivating person in order to act in a particular or certain way.
1. Vrooms expectancy theory- it integrates need, equity and reinforcement theories. This
aims in explaining about the choice of people from available actions. The motivation in
order to engage in an activity is further determined by appraising three factors that
includes-
Expectancy- the belief of a person that the amount of success received depends on amount of
efforts given to that particular work by staff of NHS.
Instrumentality- it involves belief of a person about having connection between activity and goal.
If the work is performed well by employee of NHS, they will get high rewards.
Valence- it is the degree to which rewards are valued by the person and results of success
(Zagrodney and et.al., 2017). Thus, if person don't see any connection between effort and
performance, they will have zero expectancy.
2. Adams equity theory- this theory mainly states that if people in NHS are treated equally
than they will be motivated to put their maximum efforts (Richardson, Karabenick and
Watt, 2014). Thus, they will also be motivated if they get fair rewards for the efforts and
costs. Thus, it becomes important for NHS group to behave equally with all staffs of the
hospital so that they put their maximum efforts in order to achieve success and minimise
labour turnover.
Thus, the sad fact is that guidelines of monitor fails to take into account the external factors that
has impact on NHS staffing crisis (Giuntella, Nicodemo and Vargas-Silva, 2018). MSI group
indicates that there has been repeatedly having fall back of trust on clause that allows them in
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order of breaching the guidelines when the safety of patient will be compromised and there will
be no alternative. Further, in few months there were around 70,000 shifts that were filled under
this clause.
Hence, there is a clear correlation between the continuous rise nursing staff use that is temporary
and training place leads to decrease. The recent decision towards students bursaries for nurses
will impact further the talent pipeline into profession. The pay review of NHS argued that supply
and quality of people both are applying in order to train as nurses may affect as there will be the
replacement of bursary system by student loans.
1. Overview of selected best approach
After evaluating the approaches that are available for problem solving and decision
making, it has been evaluated that this issue is not only at forefront of sector but its wider public
consciousness (Bubeck and et.al., 2018). The latest news stated that NHS has given green light
for nurses to be trained in order to fill in for doctors and this is latest in long line of stories that
illustrates deep and complex issues surrounding staffing with NHS. It has been analysed that
they have been suffered from acute shortage of skills.
Thus, to solve employee turnover, NHS has to follow various tips to keep staffs
motivated and happy with the environment. NHS must manage the work load so that it wont
affect the mental situation of staff (Ham, 2018). They must provide them with extra incentives
for loads. Internal communication is also major reasons for staff turnover. Relationship between
all the members or colleagues in organisation has to be maintained in order to increase
motivation level of nurses and doctors that leads in helping them to work with enthusiasm and
try to cure patient with friendly nature. This will make work environment positive that aids to
lack of turnover rates in NHS (Chatwin and Ackers, 2016).
2. Implementation of selected best approach
The best approach that must have selected by NHS in order to manage the employee
turnover is that they can plan training session in terms of personality development. This may
help in motivating staffs that are involved in NHS to work with interest by putting their complete
effort. They can also offer bonuses and incentives that would have lead to increase in satisfaction
of employees and revenue generation for NHS. It is a simple and approach and will not affect
NHS as it is already facing financial crisis.
a. Finding problem
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Method or tool Application
Training and counselling used to find a
problem related to crisis
NHS used this process in the organisation that
lead in retaining employees and also doctors.
This solution also helped in overcoming
financial crisis that has occurred in NHS.
b. Organise team
Method or tool Application
They gathered perceptions from other members
that are involved in NHS and further decide.
NHS formed team that consist of high skilled
and talented members in order to identify and
also in addressing issues or weakness related to
crisis. This helped in analysing crisis in various
ways by shareholders' perception, media and
also by company itself.
c. Clarify problem
Method or tool Application
NHS have to clarify the problem by
determining the crisis and implement solutions
accordingly. They also has to analyse the
reason why this crisis took place and what was
its starting point. Later its wider impact is also
determined
Team members look after the point thaty
caused such crisis in NHS and made it down.
later they must try to resolve it and ensure that
it may not affect again due to any kind of
reason.
d. Understand problem
The organisation have to understand the problem and take step for further improvements.
Thus, to visualise each and every step which ahs been lead them to problem, various approaches
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has been used. Later team that has been organised may adopt various solutions that may help
them in order to solve crisis.
e. Selecting solution and giving conclusion
This is the last and important stage where they have to referred to various analysis and
best solution is further selected.
3. Stock market analysis.
Stock market is termed as buyers and sellers aggregation towards network of economic
transactions (Perkins. and et.al., 2017.
Thus, data from UK's National Health Service help pharma companies in order to help
them to develop new drugs and is getting ready to sell their shares in London. They has applied
for listing on London stock exchanges AIM market for smaller companies. The budget of NHS
on labour has grown from 40 billion Euros to 121 billion Euros in 1997. The annual budget of
government is running at 156 billion Euros a year or at 23% of total budget. The stock market
company also offers NHS provider groups a way that helps them in tapping into system that
encompasses 50 million patients in order to improve their care and create revenue, as NHS
struggles with debt and funding. The model of their business is to analyse data that helps them in
making new discoveries for development of medicines and many other products in exchange of
fees and royalties. Recent NHS reforms have overhauled system with aim of enabling it in order
to overcome this issues. The feeling anyone has at workplace affects the quality of patient care
and also financial performance of organisation (Rajagopalan and et.al., 2015).
There is not a single lever that can help in pulling the staff to get engaged in work at
NHS. But board members and managers can take an action in order to increase staff and engage
them in NHS. The action included by them are as follows-
 They must articulate values in plain English and show them their translation into
behaviours (Ertas, 2014).
 Giving responsibility of solving the problem of crisis must be given to front-line staff
responsibility and authority.
 They must create time and space for the staff in order to reflect on emotional challenges
in the work with the patients. They must also train line managers in people management
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skills which includes the clinicians in large numbers that leads and supervise the staffs of
NHS but don't feel as managers (Arthur, 2018).
These are important steps but are not the substitute for taking truly strategic approach to staff
engagement.
Trend analysis in Stock market
Share market trend analysis helps in predicting trends in the market. If trend that is
predicted is bull market run, then NHS can ride that until there is reversal in trend (Sornette,
2017). So if NHS is an investor, then they can earn profit by moving with the trend, nit against
the trend.
Thus, this analysis becomes important for NHS because it contains lots of data. So they
have to pick the area or sector in order to analyse such trend. They must either focus on type or
sector to make investments. This analysis includes many external as well as internal factors that
can affect them. Following are % rules that has to be noted or take into consideration in order to
use most accurate stock market analysis.
1. Three data points needed- trend is considered valid if NHS has three or more points of
contact.
2. Direction- trend mainly moves into three directions up, down, and sideways. If NHS
study prices over a long time period, then they can see all three types of trends on same
chart.
3. Watch the slope- the slope or trend indicates about the price that should be moved each
day (Almenberg and Dreber, 2015). Steep lines that moves upward or downward, it
indicates about certain trend. Thus, if line occurring is too flat, then question occurs about
validity of trend and its predictive power.
4. Time the trend- the validity of trend is determined as per the amount of time. Generally,
monthly time series carry great importance than prices that are weekly, that supersede
prices that changes daily.
5. Long lasting- the weight carried by trend depends on the long lasting time of a trend
remaining in force.
Thus, stock market analysis or equity is powerful technical tool which helps in getting positive
results of analysis of NHS if applications of them are learned thoroughly or clearly.
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Illustration 4: Trend analysis of stock market
(Source: QI Macros Control Charts Turn Unstable Points/ Conditions Red, 2018)
Implementation of motivation theory
Motivation means engaging employees at workplace (Whitehead and Myers, 2016). If
managers of NHS feels there is decline in members achievement than they must take steps in
order to implement the strategy to increase employee morale. Thus, implementation is done as
per the following-
Recognizing employees- NHS must recognise the employees that goes a long way towards
increasing and maintaining development (Miao, Wang and Xu, 2016). They don't have to
purchase any gift for them, but a simple thank you be enough for the motivation. They feel
valuable part that will lead in remain engaged towards the job.
Quality of life- employees those emphasises quality of life will motivate them in achieving high
level success (Andrei and Hasler, 2014). Many employees in NHS are worried about their work
duties and personal life that leads in negative affect towards employee morale. So managers
should help them by implementing flexible schedules for workers as they can give them ability
to work in time when they are suitable.
Provide personalised coaching-employees lack the motivation level when they are not
performing in well mannered. This affects them more when they are unsure about wrong things
done by them. So by providing personalised coaching they will get motivated to work and cure
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patients easily. The primary way is to offer feedback to employees about their weakness so that it
will help them in improving their performance at workplace.
Monetary incentives- money plays significant roles in order to motivate them in working at
NHS. Incentives, such as profit sharing and performance bonuses will motivate staffs of NHS to
perform well and with great effort (Thaler and Ganser, 2015). These incentives also directly
benefits NHS because highly skilled staffs positively impact on NHS bottom lines. Thus, NHS
must provide them with sufficient bonuses based on their performance.
Investors Reaction
As there is an involvement of investors in NHS. The crisis of staffs mainly affects them
to great extent.
Illustration 5: Generic Mix
(Source: 24 Months Rolling Generic Mix, 2013)
The above data demonstrates that overtime product proposition were dispensed by pharmacy
contractors that are generic and continuous to change. Thus, this has lead towards trend
downward in average prices.
The royal college of physicians joined British medical association and other medical authorities
in order to demand urgent boost to health as well as social care funding.
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RECOMMENDATIONS
Illustration 6: Damaging effect
(Source: Workplace features that have a negative impact on health, 2018)
Work overload- this is the major cause that affects the well being of healthcare workers. Thus,
workers or staffs of NHS has been affected by workload which leads them in leaving the jobs at
NHS. There was perception among some workers that workload increases in line with financial
cuts. The additional problem which was common was that because of duplication of work. This
means doing work twice in two different ways. Following recommendations are
 they must understand team loads and strengths and effective management of work taska
and team.
 NHS must support staffs in terms of prioritising risks.
 They must develop work culture so attractive that it feels fresh and energetic for the staffs
working there.
 They must encourage the work of the team and also their skills.
Poor equipment and resources- this is also one of the major cause that affects the staffs and make
them leave job they are working for. Thus, NHS must take this negativity into consideration and
make changes accordingly.
 NHS must improve access to resources and standardise it.
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 They must also raise awareness for impact of equipments that are faulty.
 They must also adopt more strategic approach in order to manage the asset of National
Health Service.
 They must also ensure about knowledge and learning that has to be managed in NHS.
Further recommendations that includes are as follows-
 They must develop supportive culture in order to limit the impact of exposure and
violence.
 They should ensure about training provided to staff is evaluated for its validity, impact
and effectiveness.
 Improve awareness of response of NHS in order to tackle situation of violence of work
related.
 They must consider added value of working in flexible.
 NHS must also reduce unnecessary work in order to maintain energy of staff to work
more.
 NHS should also monitor about the working areas of staff.
 They must listen to their problems and find solutions accordingly.
 They muut listen to their problems by communicating with the in friendly manner.
CONCLUSION
In above report it has been concluded that NHS is suffering from major staff crisis. Thus,
to overcome this they are adopting various measures that helps in motivating staffs and
recruitment of new staffs also becomes easy for them.
Thus, it has also been analysed with help of motivation theory that it helped staff that
rewarding with incentives and many other creative facilities makes them give their sufficient
effort to the national health service. It is also important to have a friendly work environment that
leads in motivating staff to work with enthusiasm and increase reputation of NHS. Thus, few
other approaches and issues regarding the problem were also analysed by them. The NHS with
real issue that is staff related were adopted in order to conduct thorough study ng decision
making and problem solving model.
Furthermore, knowledge and decision-making techniques in analysing the issue of NHS
has been learned and acquired through study of NHS crisis.
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APPENDIX
1. Situational crisis communication theory
2. Motivation theories
3. Alderfer ERG theory
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4. Investors reaction
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27