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Leadership in Nursing

Leadership in Nursing

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Motivation has been described by researchers as the willingness to apply and maintain an effort towards attaining the set business objectives. This could be through: (i) unique individual aspects that promote employee rewards and business objectives and (ii) the ecological aspects that shape the worker’s individual objectives so they are in line with business goals (Cameron, 2006). Dan Pink in his video, argues that rewarding people does the opposite by blocking creativity, contrary to what employers intended it to be. He terms it as a contrast between what is done in business and what is known in science on the rewarding-punishing approach. He argues that rewards by their very nature narrows the employees’ focus. There is thus need to incorporate intrinsic rewards in the healthcare industry. From his speech, intrinsic motivations are those that bring about personal satisfaction (Pink, 2014).

They are those that employees enjoy doing and find pleasure in doing because they matter and interesting. One way of incorporating intrinsic motivation in the healthcare is by creating autonomy in the workforce, by setting aside sometime when the medical staff is allowed to find and do what they love. They can be allowed to work on flexible hours as long as they meet all the set objectives without following a particular strict time table that limits creativity at the work place. Providing training opportunities for employees to further advance their knowledge and skill is also essential as a method of intrinsic motivation (Cameron, 2006). This is because people are encouraged to be the very best they can in the process of achieving their dreams while helping the organization to achieve its mission.


References

Cameron, J. (2006). Rewards and intrinsic motivation: Resolving the controversy. S.l.: Information Age Pub Inc. Pink, D. (2014).

The Puzzle of Motivation. TED Talk. Retrieved from: http://www.ted.com/talks/dan_pink_on_motivation


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