Promoting Employee Motivation and Job Satisfaction within the Health Care Organization - Assignment Example

The paper "Promoting Employee Motivation and Job Satisfaction within the Health Care Organization" is a wonderful example of an assignment on human resources.

Dear Sir/Madam:

Good morning everyone. As a nursing staff who works at several Jones Pediatric/Adolescent Practice locations for years, I would like to share with you several practices that could effectively promote employee motivation and job satisfaction within the health care organization.

The application of both the intrinsic and extrinsic forms of rewards could create a significant impact on employees’ motivation and job satisfaction.  The most effective employee motivation is the simple thank-you notes and patient pictures that have been posted on the entire wall of most offices.  This board serves as an effective intrinsic motivation (Graham & Unruh, 1990) on the employees since it is a form of a sincere acknowledgment for their caring efforts to the patients as part of their professional duty.  Not only does it brings back good thoughts about their relationship with the patients but it also gives them a sense of importance to the health care organization.

Another effective way of increasing employee motivation and job satisfaction is the fact that Jones Pediatric / Adolescent Service initiates more than one special occasion wherein the nursing staff and the doctors are all dressed up in themed costumes.  This could be a day of celebrating the importance of each employee to the success of the organization.  Considering that the doctors and nurses are out of their uniforms, this event could narrow down any possible gap that is present with regards to the working relationship of nurses and doctors.  In general, intrinsic rewards such as congratulating the employees for a job well done either verbally, written on a personal note, through public recognition, or even the celebration for the success of each employee in terms of their work performances is more effective in motivating employees to increase their work performance. (Graham & Unruh, 1990)

The health care professionals have something to look forward to each day because of the daily schedule wherein a nurse and a doctor will be randomly selected for on-call service.  This type of organizational practice could increase employee motivation and job satisfaction since each of the doctors and nurses will have the chance to experience rendering their professional services outside the hospital.  

Several studies show that material rewards such as cash incentives could demotivate the employees because ‘pay-for-performance’ adopts the monetary exchange which could negatively affect employees’ pride and job satisfaction. (Anthony, Dearden, & Bedford, 1989; Cecil Hill, Spring 1989)  Although the traditional reward system such as pay compensation and promotions are slowly becoming ineffective in terms of motivating the generation X and Y employees (Craig, March-April 1989), this method could still be effective with some of the nurses who have a long list of debts to pay or a big family to support financially.  For this reason, this strategy should be optional.

Wishing you all the best.

Nursing Staff