Employee Motivation: Factors, Impact, Negative Outcomes, Herzberg's Theory, and Recommendations

Running head: EMPLOYEE MOTIVATION
EMPLOYEE MOTIVATION
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Author Note:

1EMPLOYEE MOTIVATION
Major factors causing de-motivation:
The provided case-study based on the ongoing administrative scenario prevalent in
the Kaluyu Memorial hospital yields the following important aspects which can be mentioned
as under:
 Unhealthy working environment
 Prevalence of a rift between the physicians and nursing professionals
 Poor organizational culture
 Work-conflicts
 Non-participation of the employees in any interactive session
 Unavailability of any facility to ensure privacy of women who have recently
experienced motherhood.
Impact on the organization:
The success rate of a healthcare organization is largely dependent on the existing work
culture and the structure of the organization. The annual financial report of the healthcare
organization reveals the fact that due to the high hospital expenses, the organization
encounters heavy financial losses year after year. Hence, it can be said that in light of the
existing scenario the hospital is in a dilapidated state and if the administration does not
take steps to address the ongoing issues then the organization would not be able to
prosper following the current market trends. In order to devise interventions on the
systematic function of the hospital, it is important to note that the employees speak the
best for an organization and the fact that employees are the most valuable asset for an
organization (Chen et al.,2015). The aversion in the attitude of employees towards their
work and the hostile work atmosphere would eventually contribute exponentially in the
turnover rate of the employees and as a result the organization would soon encounter an
acute shortage of working force. In addition to this, high rate of employee turnover would
elicit a negative impression about the organization and would further lead to the

2EMPLOYEE MOTIVATION
deterioration of the service quality (Mosadeghrad,2014).. This would serve as a severe
blow to the business of the healthcare organization and the already poor financial profit
ratio would speak for the financial crash of the organization.
Negative Outcomes:
The above mentioned de-motivating factors would lead to a disastrous outcome if not
addressed immediately by the administrative department. The issues that have been
highlighted in the previous section are the basic facilities that are required for the smooth
functioning of all the healthcare organizations. Proper infrastructure of the hospital is
mandatory to ensure the convenience of the employees as well as ensure providence of
quality care to the patients. It is critical to note here that if the policies are not reframed
and amended so as to be employee-friendly in nature, then the organization would witness
a high rate of employee turnover and at the same time would also be regarded poor in
terms of dispensing quality care (Sharma & Dhar,2016). The reputation of the hospital
would suffer a severe blow and as a result the patients would stop visiting the hospital
being influenced by the negative impression of the hospital.
Application of Herzberg’s Theory:
With respect to the existing administrative crisis, to recommend effective measures, in
order to ensure that the working force is highly motivated it is important that the case is
analysed with the specification of the Herzberg’s two factor theory of motivation
(Ozguner & Ozguner,2013). According to Herzberg employee motivation is largely
dependent on two important aspects that have been categorised under, hygiene factors and
motivation factors both of which are integral factors in terms of employee-motivation
(Yusoff et al.,2013). In this case, improving hygiene factors would include the
amendment of all the existing human resource policies pertaining to the amendment of
salary structure of the employees, stringent shift schedules, better leave policies,
maintenance of privacy ensuring restrooms for lactating employees and maintenance of