As the manager of the urgent care clinic, part of my role is to ensure that I guide employees towards performing activities that will guarantee them progress and away from those that can potentially derail the organization. From the case study, it is apparent that the administrative staff members lack motivation, understanding, and most fundamentally, teamwork. It is, therefore, my role as the manager to ensure that this problem is solved by formulating three strategies that will ensure that the goals of the organizations are achieved. First, in a bid to prevent the prospect of complaining about their tasks, my duty will focus on prioritizing intrinsic rewards. Through this, employees will have an internal source of motivation that will steer them towards quality performance (Buchbinder, & Shanks, 2011). In doing so, I will ensure that I build healthy relationships among the administrative staff. Secondly, I will ensure that all the workers understand that they are an essential entity of the organization without which we cannot meet the goals. The use of intrinsic rewards will be vital because it represents the workers' perceptions and increases their level of autonomy.
The second strategy that I would employ is positive reinforcement. In this regard, I will introduce a reward system for the employees working in the administrative unit. The importance of creating a reward system is that other than motivation, it improves behavior and adds to the workers’ level of efficiency (Buchbinder, & Shanks, 2011). Therefore, I will ensure that all workers who show positive outcomes in teamwork and attendance will receive pay bonuses and shopping vouchers among other incentives. The third strategy that I would prefer using would be punishment as a tool for management. Buchbinder and Shanks (2011) noted that punishment uses negative consequences as a way of minimizing or stopping an individual’s undesirable behavior. The aim of using punishment, in this case, would be to enhance proper behavior as defined by the organization. Whereas it might not be wrong to refuse to engage in teamwork, failing to arrive on time is anarchy that must be met with punitive action. Therefore, all workers who did not arrive on time more than twice a week will face suspension with immediate effect.
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Measuring Effectiveness
Before measuring the effectiveness of the strategies, it is crucial for me to outline my goals clearly. The desired outcomes include improved motivation on the administrative staffs, proper organizational behavior, and teamwork. One of the ways I will use to determine the effectiveness of my strategies is through the use of measurable approaches. One of the areas in which the workers showed poor performance was on their arrival time. By taking a weekly data on the times of arrival and measuring it vis-à-vis the agreed time, it would be a good step in assessing whether the prospect of punishment as a management tool yields any substantial result. The use of appraisal is another way that I will use in determining the usefulness of the methods used to bring organizational change. Pinder (2014) asserted that the effectiveness of the reward system would only become apparent during an evaluation process where the employees also provide their perspectives.
The other method that I will need to check is the analysis of the key indicators of performance or productivity. Critical to note is that change is undertaken in an organization to ultimately achieve improved performance and outcomes (Pinder, 2014). Some of the indicators that will determine if the administrative staffs are properly responding to the outlined strategies include the feedback of the clients, efficiency in service delivery, coordination, and cooperation among staffs from different departments. If the performance remains the same, then there is a likelihood that the strategies employed were either not good enough or insignificant.
References
Buchbinder, S., & Shanks, N. (Eds.). (2011). An Overview of Health Care Management. Jones & Bartlett Publishers.
Pinder, C. C. (2014). Work motivation in organizational behavior . Psychology Press.
