. How can understanding motivational content theories improve the actual services provided by healthcare organizations?

1. How can understanding motivational content theories improve the actual services
provided by healthcare organizations?
According to Borkowski (2009), “all employees are not driven by the same needs,
nor is any employee drive by the same need at the same time” (p. 108). Each person
is motivated by different things: monetary, non-monetary, job security, advancement
opportunities, etc. Content theories place emphasis on what motivates individuals in
terms of need satisfaction, seeking to identify and account for the specific influences that
motivate people.
Within an organization, employee motivation within organizations can affect
important business outputs like quality, efficiency, or customer demands being met.
There is a heavy reliance on the efficiency and competence of employees to ensure
that services provided meet customer demands and the required levels of quality. If
employees lack the motivation to meet customer demands problems will arise leading to
various degrees of consequences. Employees in an organization are its greatest asset and
no matter how effective the knowledge, technology and equipment may be, it is no match
for the effectiveness and efficiency of a well-motivated team of employees.

2. Is there a connection that exists between effective communication and employee
motivation?
Employee motivation is directly influenced by the effectiveness of
communication within the work place. Communication involves setting and
understanding organizational goals, personal goals, and what is expected from each
employee. The tone and effectiveness of communication can create and change the
attitudes of employees. If a manager does not communicate effectively with team
members or subordinates, tasks and goals may not be accomplished or met.
Miscommunication or lack of communication can be demotivate employees to perform to
the best of their abilities.

3. What is the difference between employee motivation and job satisfaction?
Borkowski (2009) defines motivation as a “the psychological process through
which unsatisfied needs or wants lead to drives that are aimed at goals or incentives” (p.
105). Job satisfaction is the extent of an employee’s content or enjoyment towards his or
her occupation. Generally, when employees are satisfied with their job and environment,
they perform at a higher level and will put more effort toward accomplishing daily
tasks. Motivation’s chief purpose is to activate, maintain, and direct behavior toward a
particular goal. By satisfying the basic needs and wants of employees it is more likely
that an organization will achieve certain goals. Motivation can drive individuals to
feel satisfied with their jobs; therefore, job satisfaction can be a determinant of work
behavior.

Reference:
Borkowski, N. (2009). Theory and Design in Health Care. Sudbury, MA: Jones &
Bartlett Learning

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