Managing individuals or groups is a complex process that undergoeschanges now and then. Manager’s jobs comprise of motivating,inspiring and influencing other employees within the workenvironment. It is, therefore, important for managers to understandthe theories related to motivation of individuals and groups as thishelps to improve the workplace, embrace the social, demographic andtechnological changes. Similarly, it will help an organization toimprove the company culture and enhance good decision making. Also,since every organization’s main aim is to improve their sales,understanding these theories will help organizations to realizeincreased sales, profitability and stock value per employee thanfirms that do not appreciate the importance of these theories.
In our organization that is within St Paul’s Hospital Division ofCardiology, we embrace diversity as a strategy for enhancing decisionmaking and creativity. This strategy aims at bringing togetherspecialists from the different sections within the division ofcardiology to share ideas in an attempt to improve efficiency andsolve challenges within the cardiology division.
This strategy ofdiversity is considered effective since it makes use of employeeknowledge, it increases understanding of the challenges they face, itenhances creativity by creating more varied perspectives of a problemand a variety of solutions for the problem. Also, this strategyimproves the quality of problem-solving techniques, which areenhanced by teams working close together and identifying thechallenges as collective.
Based on employee motivation, two important theories come up:Maslow’s needs’ hierarchy categorizes these human needs into fivegroups: psychological needs, safety needs, social needs, esteem needsand self-actualization needs. The four-drive theory classifies drivesinto four categories: drives to acquire, learn, bond and defend.
In comparison, both of these theories translate to self-fulfillmentat the end. Maslow’s theory begins from the strongest source whichironically is the lowest need at the time but gradually rises thehierarchy to translate to self-fulfillment. This is in comparison tothe four-drive theory which organizes the needs around the humanbehavior of self-fulfillment and emotions. However, in contrast tothe two theories, Maslow’s hierarchy of needs only maps the needsinto one upwards progressive hierarchy. It does not accommodate thethought of employees tending to regress down the hierarchy unlikewith the four-drive theory which accommodates this school of thought.Also, the four-drive theory tends to give a vivid explanation ofhuman motivation and needs better than Maslow’s theory.
Motivation is the key element required for improving the performanceof individuals or a group of people. Motivation primarily refers tothe factors that influence a person’s direction, persistence,behavior, and commitment. Therefore, to influence individual’s andgroup performances, managers can employ the use of methods such asbetter remunerations, promotions as recognition of good work done andpraise of the individual or the group in front of other employees orprivately.
Involving employees in the decision-making process is beneficial tothe employer in numerous ways. First, it helps in building trustbetween the employer and the employees trust is a key motivator togood work. If employees realize that their input is valued by theemployer, they will be satisfied with their efforts and will even putin more effort to ensure that they do not lose the trust bestowedupon them by their employer. Secondly, the involvement of employeesinfluences creativity and enhances problem-solving techniques in thecompany employees sometimes tend to have excellent ideas to betterthe work environment. Involving them will give them a chance toexpress this idea and in the long-run, it may better theorganization’s activities.
Creative employeesare committed exhibit a high sense of discipline. They are alsosociable and listen to other peoples’ views. A suitable workplaceenvironment that supports creativity seeks employee input, buildstrust between the management and the employees through consultations,removes barriers of association either between the employees andmanagement or between the employees themselves, provides training tostaff, rewards and appreciates good work by employees.
In conclusion, this strategy, therefore, encourages innovation andproduces high-quality decisions despite the complexity involved intheir profession. Similarly, the approach makes it easier for thedivision to address the challenges facing them taking intoconsideration the fact that this is a critical health sectorconcerned with human health. Besides, employee involvement indecision making helps to better the management approach in a companywhich is one of the key components of improving the quality cultureof a company.
McShane, S., & Von Glinow, M. (2016). Organizational Behavior(3rd ed.). New York: McGraw Hill Education.
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