3 ), 338 – 355 W r i t i n g

3 ), 338 – 355 W r i t i n g

125 Words each with at least 1 reference

One:If I were tasked to implement a motivational program for a clinic the elements that I would include are reorganization, appreciation, and a token of favor. According to Joss, “The reason to create a motivational plan is for, “Developing your motivational skills can pay off for your career, your company’s goals, and your staffs’ success (2003).” There are a couple of different ways to measure the success of the program. However, I would base the success on participation. For example, an employee can be nominated after every set period of time from positive reviews that patients write about a staff member who helped them. Another way, is for employees to nominate someone on their team who they feel makes a positive impact on the clinic. The employee can be recognized from a posting in the office, newsletter, or company e-mail. According to Great Place to Work, “Recognition helps employees see that their company values them and their contributions to the success of their team and the company overall (n.d.).” An additional benefit would be to provide that employee a gift card and card to celebrate their contributions. Taking the time to acknowledge hard work helps employees to feel truly valued and appreciated. It is better to have employees who are invested in the job, rather than being there just for the paycheck. According to Souders, “When employees perceive psychological safety, they are less likely to be distracted by negative emotions such as fear, which stems from worrying about controlling perceptions of managers and colleagues (2020).”


Hastwell, C. (n.d.). Creating a Culture of Recognition. Retrieved from https://positivepsychology.com/improving-motivatio…

Two:Every individual has different motivating factors that influence behavior and performance. It’s important for organizations to attract employees that are aligned with the organizations morals and standards that would contribute to the success of the organization. Leaders in the organization, on all levels, must be able to recognize the strengths and weaknesses of the people they supervise in order to be able to successfully guide them to participate in objectives that not only provides job satisfaction to the employee but contributes to the success of the organization. Motivation in healthcare can be a challenge because there are many different roles and professionals that impact the organizations success. According to our text, there are two types of motivation, intrinsic and trait-based motivation. “Intrinsic motivation exists when we complete tasks because they are meaningful, interesting, and enjoy-able—as compared to situations in which motivation derives from extrinsic rewards such as money or status” (Kanfer, Frese, and Johnson, 2017).

If I were to implement a motivational program for a clinic the element that I would include are employee recognition, employee empowerment through positive leadership and open communication, and a comprehensive performance evaluation system. Prior to implementing a motivation program, it would be imperative to conduct a survey. In this survey I would ask employees to rate the clinics performance in each category on a 1-10 scale for specific questions and provide open ended questions for feedback and ideas for improvement. This survey would be given quarterly for the first year to track employee satisfaction and motivation. Utilizing the employee feedback to create the program will be beneficial to improving motivation because it allows the employees to be a part of the solution and contributes to employee empowerment.

Positive leadership is important in all organizations as it promotes a sense of belonging and contributes to the overall morale and success of the organization. Leadership calls for the use of the different theories of leadership to be applied and utilized to obtain success. An effective leader can utilize their strengths to lead individuals within an organization and manage resources to achieve success but at the same time work on their weaknesses to improve upon their leadership skills. Self-reflection as a leader is important, obtaining honest constructive criticism and utilizing that information will allow a leader to grow personally and professionally. Allowing employees to provide constructive criticism to include how the problem should be address will allow the organization to look at ways to provide additional training to their leaders. Surveying, interpreting the results and training leaders based on those results can help improve motivation in the workplace.

For the creation of employee recognition, the organization would be graded on how often and how many individual employees and departments within the clinic were recognized quarterly. Those numbers would be compared to survey results to determine effectiveness. Employee empowerment can be harnessed by giving the employee to control how they are utilized within the organization. For example, instead of requiring provider to see a specific amount of appointments each day, set a minimum and a maximum number that would create a good work-life balance for the providers and support staff but also ensuring a safe patient care environment by not overburdening providers with too many appointments. With this specific section, metrics to be measure would be the number of appointments a specific provider has completed compared to how they rate employee empowerment at the organization, work-life balance, and job satisfaction on a 1-10 scale.

For the comprehensive performance evaluation system, survey question would focus on rating the current system on fairness, supervisor input and employee input. There would be open-ended questions for feedback on improvement and questions that would require employees to rate their satisfaction with the current process and system. Many evaluation systems only allow for input from the supervisor maybe three times a year, opening, midterm and close out. Many evaluation systems fail to allow the employee to formally express how their performance has impacted the organization. Having a comprehensive evaluation system should include not only the supervisor’s input but the employee’s perspective on their own performance and how it contributed to their individual professional goals and the organization’s goals. With both evaluations, the supervisor would be able to better guide the individual on how his/her performance contributed to the goals of the organization , if their goals are aligned with the organization and what can be done to further his/her career within the organization or profession if they so desire. Metrics that would be measured are the comparison of employee satisfaction from the survey result pertaining to the old and new system and how the employee’s goals effected the organizations goals.


Burns, L. R., Bradley, E. H., & Weiner, B. J. (2018). Shortell and Kaluzny’s health care management: Organization design & behavior (7th ed.). Clifton Park, NY: Delmar Cengage Learning.

Gandolfi, F., Stone, S. (2018). Leadership, Leadership Styles and Servant Leadership. Journal of Management Research, 18(4), 261-269.

Kanfer, R., Frese, M., & Johnson, R. E. (2017). Motivation related to work: A century of progress. Journal of Applied Psychology, 102(3), 338–355.

Papathanasiou, I., Fradelos, E., Kleisiaris, C., Tsaras, K., Kalota, M., & Kourkouta, L. (2014). Motivation, leadership, empowerment and confidence: Their relation with nurses’ burnout. Materia Socio Medica, 26(6), 405. Retrieved from; https://doi.org/10.5455/msm.2014.26.405410

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