The business-related healthcare issue is the motivation of healthcare professional as employees both in private and public healthcare institutions. People are motivated differently and what motivates one individual might not be the same as what motivates another. Motivation is an issue that needs to be addressed because employees that are not motivated are not productive. For example in healthcare, employees that are not motivated do not satisfy patients. Employees who possess high motivation levels reduce labor costs for employers. This is a benefit as it can even allow an organization to operate with a limited number of managers, reducing the costs of labor and keeping a business lean.
The question is “What are the factors that affect the motivation of healthcare professionals and how does motivation affect their productivity?”
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The article “Effects of cutbacks on motivating factors among nurses in primary health care” by Halldorsdottir, Einarsdottir, and Edvardsson.
The journal that published this article is the Scandinavian journal of caring sciences. This is a reputable journal and therefore it is one reason why this source can be considered valid and credible. The journal was published 2018which makes the source valid and credible since it is recent. The information in the source is also arranged and presented appropriately stating with the abstract.
When financial cuts happen, reorganization and staff redundancies follow. It is not clear what the impacts the cutbacks may have on nurses’ motivation are. Therefore the objective of this research was to examine the impact of cutbacks on the motivation of nurses in health care.
There are two individuals that did the research. The first one is Sigridur Halldorsdottir who is a professor and faculty head of Graduate Studies in the University of Akureyri, the school of health science, Iceland. The second individual is Emilia Einarsdottir, a nurse researcher at the school of business, University of Iceland. They are all credible since they have conducted several types of research in the field.
The sample size used included ten nurses in healthcare with an average age of 44. The respondents volunteered to participate in the research. The study was conducted for a period of six months. A qualitative method of research was used for this research. Data was collected through active listening and dialogue with the participants ( Halldorsdottir et al., 2018) . There were also interviews that were done in a place that could ensure the privacy of the participants.
The collected information can be used to do further research because the process of research of the Vancouver School used in this research has got strategies which are made to increase the reliability and validity of the study. This includes steps of checking the participants and researcher triangulation.
Results were interpreted through the construction of tables to record the information collected from the participants. The researchers developed the data on their own and analyzed it using basic statistics software like SPSS. The interpretation of the data was also conducted by the researchers.
The outcome of the research included a number of internal motivation factors given by the participants and such as flexibility and freedom and the effect that downsizing has on their motivation. Some of the effects of downsizing are increased stress because of understaffing and uncertainty. The factors increasing motivation can be adjusted in healthcare settings to increase their morale and hence be more productive.
The article “Healthcare staff wellbeing, burnout, and patient safety: a systematic review” by Hall, Johnson, Watt, Tsipa, and O'Connor.
This article was published by PloS one Journal in the year 2016. This is a well-known and reputable journal which produces journals that are used as sources by scholars. The article is also recent and therefore contains information that is up-to-date.
The objective of the study was to determine if there is a relationship between the wellbeing of healthcare professions and burnout and the safety of the patients. In other words, the study was investigating how the motivation of healthcare staff affects the satisfaction of patients. The research was conducted by a Louise Hall of Leeds University, Judith Johnson of Bradford Health Research Institute, Ian Watt of York University and Daryl O’Connor of Leeds city council. This is a group that is known to conduct thorough research and can be relied on.
This is a systematic review of other studies and was done using 46 studies. The systematic review happened for a period of two months. The systematic review protocol was in advance registered on Prospero whereby the analysis method and inclusion criteria were specified (Hall et al., 2016). A search strategy for the studies was used whereby keywords were used to search articles. The authors of the articles that could not be accessed were contacted in order to get the full texts.
All the articles obtained were assessed by a tool of quality assessment. The articles were then summarized to provide information that could be used to answer the research question. Interpretation of the data was conducted by the researchers who simply went through the other studies to record their results. For instance out of the 27 studies that measured the staff wellbeing. 16 found a relationship between poor staff wellbeing and poor safety of the patients. These results can be used to improve the wellbeing of professionals for those organizations that want to increase the safety of the patients.
The article “Employee reactions to the use of management control systems in hospitals: Motivation vs. threat” by Lopez-Valeiras, Gomez-Conde, and Lunkes.
This study was conducted by Ernesto Lopez-Valeiras of Vigo University, Jacobo Gomez-Conde, and J Rogerio Lunkes. |All are from the accounting departments of their respective institutions. Since the study was investigating control systems of management, it can be considered a credible source because those who conducted it are from the same field.
The number of participants who took part in the study was 100 healthcare professionals from both private and public hospitals. The study was part of a big project and was done in sixty-nine days. The research was conducted by involving surveys which were distributed to employees in three of the biggest hospitals in Santa Catarina State (Lopez-Valeiras et al., 2018). Questionnaires were used to collect data and a pre-test was done before the administration of the questionnaires. The questionnaires were distributed to the nurses, physicians, pharmacists and administrative employees of the three hospitals and collected after two months.
One hundred valid responses were obtained and analyzed. Data was analyzed using ANOVA variance analysis and chi-square. After the analysis, information was presented in tables and graphs for easy interpretation. The interpretation was done by the researchers based on the research question.
The outcome of the study was that the impact that management systems of control possess on an employee differs as per the type of contract, professional group, and hospital ownership. However, the management systems such balance scorecards in most cases enhance employee motivation. Therefore, the results of this study can be used to know which group gets motivated by control systems and which one does not so as hospitals can know when and where to use management control systems.
Useful Insights
Some people respond to intrinsic motivation better. This means that motivation originates from within them and can accomplish something provided they have passion on the same. On the other hand, there are other people that respond to extrinsic motivation better. These people believe that even the hardest tasks can be accomplished provided they are promised to be rewarded after the tasks are completed. It therefore is significant that one knows the motivation type that works best for those that they are working with. People that are motivated have high chances of solving issues on their own instead of needing managers to assist in any problems that arise. Some of the factors which affect motivation include recognition, empowerment, salary and benefits and others and if they are used appropriately in healthcare organization they can lead to increased productivity.
References
Hall, L. H., Johnson, J., Watt, I., Tsipa, A., & O’Connor, D. B. (2016). Healthcare staff wellbeing, burnout, and patient safety: a systematic review. PloS one , 11 (7), e0159015.
Halldorsdottir, S., Einarsdottir, E. J., & Edvardsson, I. R. (2018). Effects of cutbacks on motivating factors among nurses in primary health care. Scandinavian journal of caring sciences , 32 (1), 397-406.
Lopez-Valeiras, E., Gomez-Conde, J., & Lunkes, R. J. (2018). Employee reactions to the use of management control systems in hospitals: Motivation vs. threat. Gaceta sanitaria , 32 (2), 129-134.
