Mc connell pp_ch15

© 2010 Jones and Bartlett Publishers, LLC

Umiker's Management Skills for the New Health

Care Supervisor, Fifth Edition

Charles McConnell


Chapter 15

Motivation, Reward, and Motivation, Reward, and

RecognitionRecognition


Morale

Morale is a state of mind based

largely on the perceptions of

workers toward their work, their

employer, their colleagues, and

their supervisors.


Motivation

Motivation is a cognitive drive that

occurs when an individual seeks

satisfaction of higher-order needs

(psychological needs, and the need

for self-actualization).


Major Factors Affecting Morale

Employee Factors: personality; family situations; adjustment ability; ease of meeting daily requirements; suitability for the job.

Nature of the Job: fulfilling or unrewarding; prestigious or not; growth opportunity; job security; organization’s financial status; job stress; communication quality.


Major Factors Affecting Morale

Attitude and Behavior of Employer and

Management: Apportionment of awards;

promotion frequency; organization’s

adjustment to crises;.

The Quality of Supervision: How well and

how effectively employees are led and how

fairly they are treated fairly and with

respect and consideration.


Signs of a Morale Problem

Diminishing productivity

Increased complaining

Increased resistance to change

Decreased willingness to help out

Increased absenteeism, tardiness

More grievances and complaints

Increased turnover


To Learn About Morale


Improve Employee Morale by:

• Ensuring timely and visible

reaction to employee attitude

surveys.

• Establishing and maintaining a

problem-solving culture

• Controlling rumors



Sharing financial information with

employees

Insisting on fair and equitable

treatment of all employees.

Vigorously controlling harassment

and discrimination.



Spending more time where the work

is taking place.

Ensuring that job candidates are

carefully screened.

Providing timely and thorough

supervisory training.


Compensation and Benefits Systems

Employers generally know what

salaries and benefits their

competitors offer, and they respond

appropriately by regularly reviewing

and adjusting their reward and

recognition systems


HOW SUPERVISORS CAN INFLUENCE MORALE

Always treating people as winners or

potential winners

Rewarding and recognizing appropriately

Ensuring social acceptance of all

employees

Instilling pride through improved

orientation of new employees



Making certain that their employees know

the why and how of their tasks

Maintaining a mindset of optimism and

success

Assigning discouraged workers to teams of

go-getters and upbeat individuals

Getting rid of troublemakers and morale

destroyers



Introducing more flexible work schedules Keeping all staff fully informed at all

times Becoming a change agent, proactive

rather than reactive Involving employees in decision making

and planning Helping employees obtain deserved pay

increases


Motivation: RAGWAR


Supervisor’s Motivational Strategies

Define expectations, set goals, delegate,

train, coach, counsel, and provide feedback.

Provide for the maintenance and growth of

professional skills

Relax tight supervisory controls,

demonstrate trust in employees, and

delegate decision-making authority.



Alter job titles and rewrite position

descriptions to make jobs more

important or to appear so.

Recruit and select motivated people,

or at least attempt to do so.

Improve the job itself to the

maximum possible extent.



Learn as much as you can about your

people and their different personalities.

Do not rely only on salary administration

for rewards and recognition.

Take your employees into your confidence,

seek their advice, and share information.



Provide support for your employees.

Be available to help when they need

help, but do not stand in their way.

Be a respected role model.

Increase opportunities for education

and training


A Supervisor’s Challenge

Motivating the steady but

unspectacular worker: even if this

person cannot be led to do more

and better, you should at least want

to see that the steady performance

is maintained.


Increasing the Motivational Value of the Work

Provide a diversity of experience by giving new assignments, cross-training, or rotating workstations.

Let people swap assignments. Assign monotonous tasks or those

requiring less expertise to less-qualified employees.

Allow a little time for practical research; special projects; etc.


Increasing the Motivational Value of the Work

Permit a few fun tasks.

Stimulate creativity by talking about

new services, products, equipment, or

procedures or other means.

Provide holistic tasks where employees

can see the results of their efforts.


Reward Teams as Well

It is essential that rewards also

be made available for team

performance as well for

individual performance.


Incentive strategy design requires:

(1) ascertaining the needs and

wants of customers,

(2) setting performance standards

or delineating expected results, and

(3) measuring performance against

these standards or results.


Reward-worthy behavior:

Such behavior is often

demonstrated by employees who

are regularly willing to go above

and beyond the call of duty by

exceeding the expectations placed

on them.


Rewards Bearing Price Tags

Wages and Salaries

Employee Benefits

Career ladder and parallel path

programs

Bonuses and special compensation

Educational reimbursement

Various other low-cost “perks”


Nonfinancial Rewards

Nonfinancial rewards can be any

recognition of performance or

achievement that conveys to the

individual and to others that this

person has performed beyond

normal expectations.


Recognition --

-- is our least expensive and most

powerful motivational tool. To be

effective, it must be earned,

specific, sincere, and offered as

soon as possible after what the

person did or said to earn it.


Effective Recognition Must Be:


To enhance the impact of praise:

Praise in public Address the person by name State how the action or statement benefited

you, the team, the department, or the organization.

Follow up with a memo. Submit the commendation to the institution’s

newsletter and to public relations.

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