mc connell pp_ch15
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© 2010 Jones and Bartlett Publishers, LLC
Umiker's Management Skills for the New Health
Care Supervisor, Fifth Edition
Charles McConnell
© 2010 Jones and Bartlett Publishers, LLC
Chapter 15
Motivation, Reward, and Motivation, Reward, and
RecognitionRecognition
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Morale
Morale is a state of mind based
largely on the perceptions of
workers toward their work, their
employer, their colleagues, and
their supervisors.
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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).
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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.
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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.
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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
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To Learn About Morale
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Improve Employee Morale by:
• Ensuring timely and visible
reaction to employee attitude
surveys.
• Establishing and maintaining a
problem-solving culture
• Controlling rumors
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Improve Employee Morale by:
Sharing financial information with
employees
Insisting on fair and equitable
treatment of all employees.
Vigorously controlling harassment
and discrimination.
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Improve Employee Morale by:
Spending more time where the work
is taking place.
Ensuring that job candidates are
carefully screened.
Providing timely and thorough
supervisory training.
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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
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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
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HOW SUPERVISORS CAN INFLUENCE MORALE
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
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HOW SUPERVISORS CAN INFLUENCE MORALE
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
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Motivation: RAGWAR
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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.
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Supervisor’s Motivational Strategies
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.
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Supervisor’s Motivational Strategies
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.
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Supervisor’s Motivational Strategies
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
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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.
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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.
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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.
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Reward Teams as Well
It is essential that rewards also
be made available for team
performance as well for
individual performance.
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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.
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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.
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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”
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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.
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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.
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Effective Recognition Must Be:
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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.