McClelland and vroom-This theory is simple and it says people are motivated depending on the outcome. This means if an employee doesn’t like the outcome the task is going to produce, then he or she won’t want to complete the task at hand. This theory says to relate rewards to the performance and it is something that the employee would want. This theory says that if an employee is kept happy then the employee will be motivated to work harder. Tesco would not use this method but parts of it such as get Tesco employee rewards that relate to them and their performance Maslow-This theory says that people’s needs have to be met first before an employer can get the best out of their employees.
Reward power is power used to give employees things they want or take away things they do not want such as giving a raise or promotion. This type of power is effective, but can lose its effectiveness as time goes by. After a while the reward may not carry the same weight anymore. Legitimate power is power used when the collective group believes the person in charge has the right to give the orders. Legitimate power is effective because employees will generally take orders from the management without question.
The informal leader wants to be proactive and proficient and she can do so by engaging and data gathering with all involved team members on how problems can be solved. I recently started a job as one of seven Complex Case Manager, (CCM) for an Accountable Care Organization, (ACO) a new venture for a limited amount of distinct hospital systems across the country chosen to participate in a pilot program for Medicare to decrease hospital usage. A part of the startup process is that we visit providers connected with the hospital; doctors, Case Managers within the hospitals, Nurse Practitioners at Prompt Care clinics, and Specialty Clinics and tell them our role and how we can collaborate care for these select high dollar patients and keep them from going to the Emergency Department, (ED) for ailments that can be handled outpatient. With all of this communication with these providers there is a bit of push back as if we are invading their space, or telling them how to care for their patients. Being a CCM we have to be that informal leader to be ready to problem solve and communicate the finding effectively to the parties involved and remain positive because a lot of “big Whigs” are looking at our interaction with the providers and patients for us to make a difference in the lives of the patients and save the hospital money.
Furthermore, this student will present recommendations to address the problems that exist on the case of Interwest Healthcare Corp as well as provide a commentary regarding how personal views on the problem could drive the proposed suggestions regarding the case of Interwest Healthcare Corp. Interwest Healthcare Corp. is a nonprofit organization in the healthcare sector that operates 10 hospitals in three different states (Brickley, Smith, & Zimmerman, 2009). The case study explains how the CEO and CFO of the organizations are concerned about quality of the data that is being input into their system, which is used to control the organization. The data input includes patient information, management reports, cost of treatments, financial planning, as well as reports that are use to guarantee and audit funding of grants from the federal government (Brickley, Smith, & Zimmerman, 2009). After a hostile teambuilding retreat that was use to explain the importance of accurate data entry into the organization’s system, management and staff are pointing fingers regarding the issues that is affecting the organization. On one hand, the organization staff is blaming management of not paying attention to patient services, and on the other hand, management is accusing the staff of not exercising accuracy in their data input and not understanding the implications of these mistakes for the entire
Clinical Development Day at Emergency Room As part of the N4123 clinical experience, I was in ER on 25th September 2013. The purpose of this paper is to increased my understanding of all health care services provided to clients and families, explore the roles of health care team in ER and to explore changes in health care practice in ER setting. I arrived at the unit on time at 7:30 am. I was assigned with one of the nurse working in ER. I came to know how the system works while people are seeking health care services from ER.
This model supports “reflection on action”, allowing me to think retrospectively and systematically analyse each phase of the experience. The last phase then allows me to plan a course of action if I were to ever come across a similar situation. I was on my first placement on a stroke rehabilitation unit at a hospital in the Northwest of England. My clinical educator (C.E.) was teaching me about common secondary complications patients suffer from after a stroke that results in severe weakness on one side.
Mary Elliot has recently joined HIT last month after the retirement of former CEO, Jack Sherman, who retired in December 2011 due to his health issues. After joining HIT, Mary started interviewing the key members of the leadership staff to understand their points of view on the company culture. Then she held two focused groups with fifteen members each. The group members were selected across the organization to get a better understanding from all types of employees. The purpose of this case study is to analyze the feedback Mary received from the key members and the focus groups to understand the current organizational culture by understanding the following items: 1.
Some forms of positive reinforcements in the workplace are: • Contests- to recognize and reward top performance • Promoting fun and values • Rewards which should be symbolic, tangible, and anchor positive behaviors With the right reinforcement, everyone’s performance can improve. Applying that knowledge will bring about the behavioral changes you want from your employees. And that’s the best way to meet your company’s goals (Love, 2005). Being a manager, taking into consideration of positive reinforcements would only make what he/she has at hand better. Ways to let your employees know that they are valued and spur them on to success are to accentuate the positive by informing of the wrong but going easy on how it is said and what is said; open the lines of communication by encouraging group discussions where employees are able to just open up and get everything off their minds and as a manager, being there as a mediator.
This way, you will get out of being stuck in a rut. Additionally, you will easily boost your “team spirit” in team work endeavors and your determination to struggle to excel will later be paid off. Such a positive momentum will bounce you forward and your positive influence on other colleagues will also not go
It is my hope to one day become a part of the team at St. Jude or a similar type of organization. This assignment also allowed me to gain a better understanding of the hospital administrator’s salary range as well as the expected growth in this area of expertise. Descriptive Career Paper 3 A degree in Healthcare Administration provides a multitude of career paths one can take. While on my quest to finding the job that would be the best fit for me, I researched a variety of different professions of which I found to be interesting. Even though I was particularly drawn to pharmaceutical sales, there were some drawbacks that led me to rethink this career choice.