Report on Management in Healthcare: Motivation and Job Satisfaction

This report examines employee motivation within the healthcare setting, focusing on the challenges faced by Kaluyu Memorial Hospital. It identifies key de-motivating factors, such as lack of appreciation, communication gaps, and inadequate infrastructure, which negatively impact employee satisfaction and care quality. The report explores various motivational theories, including Maslow's needs theory, McClelland's acquired needs theory, and Herzberg's two-factor theory, with a recommendation to implement the latter. Herzberg's theory is proposed as a practical framework for addressing hygiene factors (company policies, work conditions, remuneration) and motivators (achievement, recognition, responsibility) to enhance employee engagement and job satisfaction. The report emphasizes the importance of improved communication, recognition of employee efforts, and financial stability for fostering a positive work environment and ultimately improving patient care and organizational success. It concludes that a focus on both workplace improvements and employee recognition is crucial for sustainable motivation.

Running head: MANAGEMENT IN HEALTHCARE
MANAGEMENT IN HEALTHCARE
Name of the Student
Name of the University
Author Note

1
MANAGEMENT IN HEALTHCARE
Introduction
Management in the health care setting is one of the factors that need to be apt for the
quality of care delivery. Moreover, the aspect of the employee motivation would be very much
important for providing quality and improved care delivery to the patients and obtaining
customer satisfaction as well. In this context, it has been found that the need for the employee
motivation development is very much difficult as there are different negative factors present
which affect the mental and physical outcome of the employees. The de-motivational factors can
be affecting the health care quality and results in a negative concern development for the health
care organisation. Thus, the required motivation theory should be identified and implemented for
the improvement of the situation. In the following section the Kaluyu Memorial Hospital
employee de-motivational factors would be assessed and the proper motivational theory would
be implemented for the betterment of the situation.
Discussion
In Kaluyu Memorial Hospital care setting it has been seen that there are number factors
affecting the employee motivation and subsequently the care quality of the hospital also affected.
The factor of lack of appreciation for the nursing employees is one of the issues that affect the
motivational context. It has been seen that the nurses are the workers are responsible for the
majority of the care process of the patients with severe accidental cases or the HIV cases.
However, the employees are afraid to communicate with the supervisors as there is a
communication gap. Moreover, it has been seen that the employees are in tension as the
appreciation towards their work has not been considered and the doctors take the primary credits
for the care (Combs & Michael, 2018). Hence, there is a growing tension among the doctors and
nurses as the nurses are de-motivated as they could not avail rest or other privileges despite of

2
MANAGEMENT IN HEALTHCARE
being the most sincere workers. They have not been appreciated as well. Moreover, a number of
employees think there is a presence of domination by other employees of similar posts and thus
the participation in different events are seen to be lower. Thus, the lack of communication and
appreciation along with the negative stigma of the domination are the primary de-motivating
factors in the health care setting of the Kaluyu Memorial Hospital. Other than all these, it has
been seen that the employees who are mothers could not avail the opportunity of breast milk
pump and preserve the milk for their child as the refrigerator system is not properly functioning
in the hospital and the financial condition of the hospital is not in properly functioning. Based on
the factors, it can be found that the financial infrastructure of the organisation is not in the proper
track which also subsequently affects the appreciation of the employees and thus the de-
motivation takes place (Al-Hawary & Banat, 2017).
Based on this above scenario of the Kaluyu Memorial Hospital, the director of health of
the organisation should implement the motivational theories for the job satisfaction development
of employees of the organisation. It can be found that there are different motivational theories
present which can be implemented for this situation such as the Maslow’s needs theory,
Herzberg’s two factor theory and McClelland’s acquired needs theory. Maslow’s motivation
theory is based on the factors of the needs of the employees and subsequently development of
self esteem and self realisation (Velmurugan & Sankar, 2017); McClelland’s acquired needs
theory is based on the needs of the employees as well and he stated that the needs can be
acquired over time and experience of the employees. Based on McClelland, the needs can be
termed achievement, affiliation and power (Rybnicek, Bergner & Gutschelhofer, 2019). On the
contrary, Herzberg’s two factor theory focuses on the job satisfaction of the employees which
can be developed through motivation and there are factors present in the workplace that can

3
MANAGEMENT IN HEALTHCARE
develop dissatisfaction among the employees (Alshmemri, Shahwan-Akl & Maude, 2017). The
motivation-hygiene theory of Herzberg can be implemented in the situation of the Kaluyu
Memorial Hospital as the issues of the organisation regarding the employees found to be
affecting the job satisfaction of the employees of organisation.
Herzberg’s two factor theory is the theory based on the motivation and hygiene factors.
This theory depicts that the poor hygiene can reduce the job satisfaction and the motivation can
increase the job satisfaction. The hygiene factors in this theory are the company policies,
supervision, relationships, work condition, remuneration, salary and security. On the other hand
motivators are the achievement, recognition, the wok itself, responsibility, advancement and
growth. Thus, the director can implement the changes in the company policies, work condition
and remuneration along with the security of the employees. Moreover, recognition, work
processes and advancement in the care setting would be implemented for the satisfaction of the
employees regarding (Holmberg, Caro & Sobis, 2018). Based on these factors it can be stated
that the director can develop the motivation of the employees through the implementation of the
Herzberg’s two factor theory. This theory will help the director to understand the needs of the
employees and also effectively provide the acceptance of the supervisor and doctors towards the
nursing employees and vice versa to develop healthy work place condition. These factors can
decrease the negative impact of the psychological gaps between the nurses and other employees
so that the team work and the care quality can be improved. The motivation of the employees can
be developed with all the motivator factor development as per the Herzberg’s two factor theory
(Dobre, Davidescu & Issa Eid, 2017). Moreover, controlling and changing the situation
regarding the condition of the hygiene issues of the company can also be effective in the
motivation development of the employees and subsequently the improvement of the job

4
MANAGEMENT IN HEALTHCARE
satisfaction of the employees. Hence, it can be found that the motivation of the employees is
dependent on different aspects of the workplace. Thus, the change in the workplace facilities and
the acceptance of other employees can impact on the psychological factors of the employees.
Eventually these factors can develop the customer satisfaction in higher proportion which can
induce the financial income as well. Hence, the financial income can lead to the advancement
and also growth of the organisation which can motivate the employees in a positive manner
(Amiri et al., 2017). In this context, it can be found that the financial barrier is present in the
organisation and it can affect all the aspects of the motivation as the achievement, remuneration
and recognition are also dependent on the financial aspects. The advancement of the organisation
is solely dependent on the financial condition. However, the employee motivation in the Kaluyu
Memorial Hospital is mostly affected by the relationship of the employees and the lack of
recognition. Hence, the implementation of the better company policies and interpersonal
relationship betterment can be the most effective process of the employee motivation
development and subsequently the job satisfaction of the employees (Holmberg, 2019).
Conclusion
Based on the above discussion it can be concluded that the process of the motivation
development of the employees are dependent on better workplace providence and also
recognising the efforts of the employees. Hence, the Herzberg’s two factor theory can be
effective for the improvement of the job satisfaction of the employees. This theory can help the
director in developing better workforce and also providing safe workplace to the employees as
this can help in the development of the better relationship between the employees and also the
acceptance of the employees and supervisors effectively. Moreover, it can help in the controlling

5
MANAGEMENT IN HEALTHCARE
of the malpractices of the organisation as the negative factors can be effectively identified and
reduced.

6
MANAGEMENT IN HEALTHCARE
References
Al-Hawary, S. I., & Banat, N. A. (2017). Impact of motivation on job performance of nursing
staff in private hospitals in Jordan. International Journal of Academic Research in
Accounting, Finance and Management Sciences, 7(2), 54-63.
Alshmemri, M., Shahwan-Akl, L., & Maude, P. (2017). Herzberg’s two-factor theory. Life
Science Journal, 14(5), 12-16.
Amiri, E., Heidari, K., Khezri, A., Imani, A., & Faraji-Khiavi, F. (2017). A survey of job
satisfaction among staff of Jundishapur medical teaching hospitals in Ahvaz; based on
Herzberg's two-factor model. Depiction of Health, 8(1), 3-10.
Combs, I. I., & Michael, C. (2018). Healthy Work Environments: Improving Staff Satisfaction
and Employee Productivity in a Non-Traditional Nursing Work Environment Through
Employee Recognition.
Dobre, I., Davidescu, A. A., & Issa Eid, M. T. (2017). KEY FACTORS OF HEALTH
EMPLOYEE MOTIVATION IN JORDAN. EVIDENCE FROM DUAL-FACTOR
THEORY BASED ON STRUCTURAL EQUATION MODELS. Economic Computation
& Economic Cybernetics Studies & Research, 51(2).
Holmberg, C. (2019). Conducting Mixed-Methods Research in the Mental Health Care Setting:
A Study Exploring Job Satisfaction Among Nursing Personnel. SAGE Publications Ltd.
Holmberg, C., Caro, J., & Sobis, I. (2018). Job satisfaction among Swedish mental health
nursing personnel: Revisiting the two‐factor theory. International journal of mental
health nursing, 27(2), 581-592.

7
MANAGEMENT IN HEALTHCARE
Rybnicek, R., Bergner, S., & Gutschelhofer, A. (2019). How individual needs influence
motivation effects: a neuroscientific study on McClelland’s need theory. Review of
Managerial Science, 13(2), 443-482.
Velmurugan, T. A., & Sankar, J. G. (2017). A comparative study on motivation theory with
Maslow’s hierarchy theory and two factor theory in organization. Indo-Iranian Journal of
Scientific Research, 1(1), 204-208.