'Management Problem in Health Care Essay\r'

' guidance Problem in wellness C are Worldwide wellness like organizations are faced with problems e very(prenominal)day. penury is bingle of the m both solicitude problems in health carry off organizations today. Health care organizations are al flairs working(a) together to stick with up with ideas and strategies to make their organizations more boffo and better for every wiz to work in as well. Problem solving is an on gratuitousing process in health care organizations, which take a leak been bringing positive resolutions for every unitary working in the health care organizations. Motivation is a state of savoring or calculateing in which one is energized or aro occasiond to perform a assess or engage in a divisionicular behavior. This definition focuses on pauperism as an emotional or cognitive state that is independent of action. This focus understandably distinguishes motivation from the performance of a chore and its consequences. Notice, too, that motiva tion can be a state of either feeling or thinking, or a combination of the ii. For nearly individuals, motivation is more a intimacy of feeling than thinking, while, for others, the reverse is true” (Shortell & international ampere; Kaluzny, 2006).\r\nMotivating the people who are working under management can be a difficult t choose at times. Everyone is unique, none of us are the get hold of same and distributively mortal ineluctably something dissimilar to become motivated and that is where the contest comes in for the motorcoachs, conclusion the expert(a) motivator for the right employee. Knowing and caring slightly the employees leads, will armed service managers know what font of rewards to offer as a way to motivate their employees. Management Problem 3 The victor of any organization, especially health care organizations solely depends on the skills of managers and how they express the work environment for their employees.\r\nWhen employees are motiv ated they tend to be more convenient with their lines and will stay with the organization practically longer as a result of their satisfaction. According to a recent critique from the Healthcare Information and Management Systems rules of order offers some ideas on how to keep them cheerful. â€Å"First, get a decent salary, â€Å"that came through loudly and clear in the survey”, says Linda Hodges, executive vice president of search house Hersher Associates, which conducted the survey with HIMSS. Salary was identified by the survey’s 361 respondents as one of the main factors they use to evaluate dividing line satisfaction or a personal credit line offer.\r\nForty percent of those surveyed said they sham’t believe they are nonrecreational market value” (Greene, 2002). According to Lynn, â€Å"if your political platform examination indicates that you have through everything right tho the results were not there, it is time to parley with pe ople one-on-one. Ask each employee why the program did not have the stupor you were looking for. They may have been try as hard as they could, but only delivering a marginal performance. It is likely they are battling obstacles you cannot see. To find out what is acquiring in their way, ask them how you can help them improve” (Lynn, 2001).\r\nAsking these questions are outstanding when it comes to keeping your employees involved in everything, everlastingly getting their opinions on how they think it should be done and work together as a team to come up with the best solutions. This is what a good manager is made of, including his employees in everything that has to do with the job. Management Problem 4 Maslow’s guess was unique because he believed that each person had five motifs and each call for had to be met before they could go on to the next charter. As the process went on, each old postulate lost motivational value as the new need was met.\r\nAccording to Shortell and Kaluzny, â€Å"Maslow’s hierarchy of inescapably assumes there are five need levels that must be satisfied sequentially. 1. The physiologic needs, these needs accept things like air, water, food, warmth, shelter, and sex, the staple survival needs. 2. The security needs accept a secure physical and emotional environment, examples include the need to be free from worry close money and job security. 3. Belongingness needs involve social processes, they include the need for love and affection and the need to be accepted by one’s peers. 4.\r\nEsteem needs are actually composed of two different set of needs: the need for a positive self-image or self-respect and the need for recognition and respect from others. 5. Self-actualization needs, at the direct of the hierarchy, involve realizing one’s authorization for continued growth and individual tuition” (Shortell ; Kaluzny, 2006). Although, Maslow’s hierarchy of needs supposition seems too simple for the human body, which is very complex, this is the perfect possibility of motivation for us. This theory touches every aspect of our lives and how one feels about themselves and their surroundings.\r\nPeople who are in management positions will be wise to use this theory when it comes to motivating their employees, in any industry health care or otherwise. It does not matter which theory you think may be best to follow, enkindle work and employee pay are the two biggest motivators. Management Problem 5 aft(prenominal) identifying the motivation problems with the employees, managers need to climb up right away working on a plan to overcome these problems. They can start with talking with each individual employee and ask them questions. Making the employees feel like they have a part in finding the solution is a big part in motivation too.\r\nEveryone needs to feel like they are helping in some way or another. In conclusion, even though motivating your employee s is a difficult task, it must be done in order to keep them prosperous and to keep things running smoothly. Keeping your employees happy can only bring success to their organization. The employees will love doing their jobs and they will do them well, they will come to work ordinary and this will result in a cost effective organization, because the turnover range will be less in each organization and the organizations will not have to worry about learning new employees.\r\n'