Essay on seaside convalescent care center

Western Health System noticed that many of its local clinic managers were leaving to join the competition. Their human resources director, Stephanie Anderson realized that they were losing a lot of talented people who had become demotivated, and she worked on developing a program to increase their motivation in hope that they would remain committed to Western Health System. Her program, Exploration, had many great features, but to truly asses the program one first has to understand motivation, motivational theories, and the current issues at hand.

Motivation is a main point in which I am interested and in order to understand more about the topic I have based my review in 2 different sources: Forbes article “Motivation Mystery: How to Keep Employees Productive” and Daniel Pink Ted Talk “The Puzzle of Motivation”.

Motivation in the workplace is very crucial for businesses and people. For most healthcare managers they have a lot of stress on them daily. As manager they provide leadership, guidance, and skills to their employees. Making sure the workplace operates correctly not only for the success as a team but also for the public. There are different ways motivations can affect us in a behavior standpoint. Quoted “Based on psychological and neurobiological theories of core affective experience, we identify a set of direct and indirect paths through which affective

The concept generates images of large healthcare entities managing the administrative protocols of prior authorization or denials to the actual delivery of care through a facility or network of healthcare providers. Hacker and Marmor (1999) described several meanings of the term managed care with the most applicable to the menagerie of forms managed care can take being a combination of the financing and delivery of healthcare services. While this particular study is dated, the authors contend any managed care structure features administrative oversight, patient steerage to a particular provider entity or network and the amount of risk-sharing whether at an individual or group level. These features continue to be true today as organizations explore the benefits offered to employees through managed care structures such as preferred provider organizations, clinically integrated networks, and accountable care organizations. As a healthcare provider, the goal is to provide access to healthcare which is affordable, offers access to providers of choice and engages with providers who provide the highest quality

The biggest problem to a manager is managing employees. This is because employers often do not know how to handle their employees. An effective manager knows that motivation is a difficult skill to acquire. So over the years, many theorist have studied motivation in order to

Mindy Alternot is an administrator at Seaside Convalescent Care Center (SCCC). She has begun to have major issues at this facility and the longevity of this company is at a crossroad. Mindy was hopping that she could turn this facility around; however, it proved to be much more difficult than she thought. SCCC has a fine of $3000 a day for noncompliance because they were dined payment for a new admission. Mindy has begun to blame her nurse’s aides (NAs), because they account for more than 90% of the hands-on patient care. Mindy cannot find good NAs and is having well over a 100% a year turnover rate. She tried to motivate and improve training her NAs so that they would find new meaning and purpose for their jobs. Her intensions was

Managed care is often seen primarily as a cost cutting initiative that is concerned with managing cost and cost only in the healthcare field. For this and a few more reasons managed care organizations face severe judging on the quality of care that they provide. When analyzed correctly, trends prove that managed care has in fact been very significant in determining and improving the quality of care. In this paper, elements such as the state and federal oversights over MCOs, voluntary accreditations, standardized performance indicators and examples of successful quality programs developed by MCOs will be used to prove this statement. Though in the eyes of many managed care and quality do not go together, the research information provided in

Motivation most certainly plays a huge role in the workplace, therefore, it is imperative to understand fully the basic theories and methods, and of course how to apply these theories and methods to everyday workplace scenarios. These motivational skills and techniques will definitely play a key role for leaders and or managers, knowing how to motivate people in today’s workforce will provide job growth.

The managed health care system is a complex process that must align financial incentives and goals. Therefore, managed care is thought of as a complex puzzle that once one piece is moved it will affect the outcomes of the rest of the system (Boyd & Finamn, 2010). As a result, it is essential that the managed care organization have the ability to align its financial incentives with the goals of all parties involved, such as the providers who deliver healthcare services and the health insurance plan with its benefits. The purpose of this paper is to assess the history of managed care.

Seaside Convalescent Care Center (SCCC) has many issues that need to be addressed in order to be compliant with state and avoid fines. Due to SCCC high turnover rate tenured staff is not always readily available to train and mentor new staff. For months management tried offering incentives to make staff, particularly the nursing assistance feel like a valued member of the team. Nothing management did seem to stop the high turnover rate and motivate the staff not to be untrustworthy, undependable, and condescending (to residents). Management gave all responsibilities to the Director of Nursing(DON) in hopes that her tenure and experience would turn SCCC around. The DON used a coercive leadership style because she did not value her nursing assistance and assumed they would eventually quit anyway. The coercive leadership style should only be used when for very problematic subordinates

The national nursing shortage is predicted to continue to rise to levels that have not been seen since the 1960’s (Fasoli, 2010). Managers must create an environment that is conducive to employees. The leader needs to promote organizational commitment and retain employees by promoting a positive culture on the unit. Nurses want an environment where they can provide high-quality care to patients and leaders must help facilitate and maintain this environment. Employees also want to feel like their opinions matter to the manager, and they have a say in the future of the unit. Employees do not want to feel like they are not important, or their voices are not being heard.

As nurse manager Barbara is responsible for managing the staff, scheduling and budgeting for the unit. Her staff includes twenty-five registered nurses and eight patient care assistants (PCA’s). The unit is known for its culture of confrontation, blaming, and favoritism. The staff is dissatisfied, unmotivated, and not functioning as a team to deliver quality patient care. In Barbara’s first month she has lost two RN’s and due to a hiring freeze at EMU Barbara was not able to replace the positions. The unit is short staffed, stress levels are high and employee morale is low. Barbara meets individually with twenty or so staff members and comes to the conclusion that no one is happy and she has a lot of work to do. There are multiple groups that Barbara has identified issues with and she must come up with an action plan to manage the discrepancies. She has found issues in downward management which involves senior nurses, newer nurses, and patient care assistants, and in upward management including administrators and physicians,

‘Motivation’ is derived from the Latin term ‘movere’ that means ‘to move’. Thus, motivation is a process that starts with a physiological or psychological deficiency or need that activates a behaviour or a drive that is aimed at a goal or incentive (Luthans). Broadly speaking, motivation is willingness to exert high levels of efforts towards organizational goals, conditioned by the efforts’ ability to satisfy some individual needs (Robbins). Need means some internal state that make certain outcomes appear attractive. An unsatisfied need creates tension that stimulates drives within the individual. These drives generate a search behaviour to find particular goals, that if attained,

Industrial/Organizational (I/O) Psychology is devoted to the study of employee behavior in the workplace and understanding the issues facing organizations and employees in today’s complex and ever changing environment. Motivation refers to the set of forces that influence people to choose various behaviors among several alternatives available to them. An organization depends on the ability of management to provide a positive, fostering and motivating environment for its employees in order to increase profits, productivity and lower turnover rates of its employees. The purpose of this paper is to discuss and compare six academic journal articles and explore the behavior, job, and need based theories of motivation that can aid management in motivating and understanding their employees. Finding that delicate balance to can sometimes be elusive so effectively learning how to motivate by understanding, controlling and influencing factors to manipulate behavior and choices that are available to employees can produce the desired outcome.

Motivation is one of the most discussed topics in the present era’s organisations, especially since renowned psychologists like Maslow and Herzberg are dedicating their efforts to understanding it. Companies are investing a significant amount of resources in improving productivity in order to maximise profits. One of these important resources is of human nature. In order to get the very best out of employees, some motivational approaches need to be used. But what is motivation and how do I successfully motivate? I will try to relate one of my personal experiences with a friend to some of the most influential motivational theories. After introducing my story and making a definition of motivation I will address the ideas of Taylor,