I need someone ele's thoughts on this scenario Questions 1and2 at the end.
No Extra Effort
You are the supervisor of nurses in the pediatrics section
of a 700-bed hospital in a metropolitan area. You
have been in your job for six months, having moved
from a similar position in a much smaller rural hospital.
You: I just can’t seem to get my people to
perform. They’re all extremely competent,
but they don’t seem to be willing to put
forth any extra effort. Take last Saturday
evening. I thought Sue was going to have a
fit when I asked her to help tidy up the
nurses’ station. She was quick to explain
that that was the janitor’s job.
Friend: Exactly what are the duties and
responsibilities of your nurses?
You: They don’t really have much responsibility.
That always seems to fall on me. Their
duties don’t vary much from those of the
average nurse—make sure medicines are
taken on schedule, perform periodic checks
on patients, and provide general assistance
to doctors and patients. Of course, pediatrics
does require a certain disposition to deal
with children.
Friend: How do you evaluate their performance?
You: Mainly based on complaints and my general
feeling about how they are doing. It’s hard to
evaluate the quality of their work since most
of it is fairly routine. However, if I receive
several complaints on a nurse, I can be pretty
sure that the nurse is not doing the job.
Friend: Do you receive complaints very often?
You: That’s just the problem. Recently, complaints
have risen noticeably. The number of
complaints is much higher here than at my
former hospital. The worst part is that the
nurses don’t seem too concerned about it.
Friend: What financial rewards does the hospital
offer?
You: They’re all well paid—when I think that I
started 30 years ago at $25 per week! Base
pay is determined mainly on the basis of
longevity. They also get paid vacations,
never specifically said so, Archie feels that he is as high
as he’ll ever go in the company. This doesn’t seem to
bother him since he likes his present job and feels comfortable
in it.
Questions
1. What would you do to motivate Archie if you
were Tom Williams?
2. Suppose Archie liked his job so much that he
didn’t want to be promoted even if offered a
higher job. What would you do to motivate Archie
in this situation?
Who is Tom Williams? Is he the nursing supervisor?
Why would you motivate Archie to be promoted if he's happy where he is? Check this site to find what often happens when a person is happy in his job and then is promoted.
http://www.bartleby.com/61/4/P0220400.html
To answer Questions 1 and 2 on how to motivate Archie in different situations, we need to understand the context and the specific challenges faced by Archie in his current job. Let's go through the scenario and analyze it step by step:
1. What would you do to motivate Archie if you were Tom Williams?
If I were Tom Williams, Archie's supervisor, and I wanted to motivate him, I would consider the following steps:
a. Understand Archie's motivations: It's important to have a conversation with Archie to understand his goals, interests, and what drives him in his work. This will help in identifying specific areas where he might need motivation or support.
b. Provide meaningful feedback: Regularly provide feedback to Archie on his performance, highlighting his strengths and areas for improvement. Constructive feedback can help him understand his impact and encourage him to perform better.
c. Set clear goals and expectations: Define specific and achievable goals for Archie, aligning them with the hospital's objectives. Clarity in expectations helps employees focus and understand how their efforts contribute to the overall success of the organization.
d. Offer professional development opportunities: Identify areas where Archie can enhance his skills or knowledge through training programs, workshops, or certifications. This can provide a sense of personal growth and development, which can be motivating.
e. Recognize and reward accomplishments: Implement a recognition program to acknowledge Archie's achievements and efforts. This can be in the form of public recognition, bonuses, or other incentives that are meaningful to him.
f. Foster a supportive work environment: Create a positive and supportive work culture where Archie feels valued and appreciated. Encourage open communication, teamwork, and collaboration. Providing opportunities for Archie to collaborate with others and contribute towards decision-making can enhance his sense of ownership and motivation.
2. Suppose Archie liked his job so much that he didn't want to be promoted even if offered a higher job. What would you do to motivate Archie in this situation?
In this situation, it's important to respect Archie's preference and focus on other aspects of motivation:
a. Provide growth opportunities within the current role: Identify opportunities for Archie to take on additional responsibilities or projects that allow him to further develop his skills and expertise. This can provide a sense of growth and challenge, even without a formal promotion.
b. Recognize and appreciate his expertise: Highlight Archie's knowledge and expertise in his current role, recognizing him as an expert in his field. This can boost his confidence and motivation.
c. Offer lateral moves or job rotations: Explore the possibility of allowing Archie to take on different assignments or responsibilities within the same role or department. This can provide variety and new challenges, keeping him engaged and motivated.
d. Regularly check-in and communicate: Maintain an open and regular line of communication with Archie to understand his needs, concerns, and any changes in his career aspirations. This will ensure that his motivation remains a priority and that adjustments can be made accordingly.
e. Tailor rewards and recognition: Customize rewards, recognition, and incentives based on Archie's preferences and interests. This could include things like additional time off, flexible working arrangements, or opportunities to attend conferences or industry events.
Remember, effective motivation strategies are not one-size-fits-all. It is important to have ongoing conversations with Archie to understand his individual needs and adapt motivational approaches accordingly.