Assess The Major Demotivational Factors At Kaluyu Memorial

Assess the major demotivational factors at Kaluyu Memorial Hospital

Imagine that you have been appointed the director of health at the Kaluyu Memorial Hospital in Nairobi, Kenya—a for-profit hospital. The facility is also a referral hospital and receives severe cases of accidents and chronic and communicable diseases, and it houses an HIV/AIDS ward. As you settle into your position, you realize that the employees always act scared as they approach their superiors. Some of the employees deliver files and leave your office in a hurry. As you make your routine departmental visits, you observe tension among the nurses and doctors, and there is a sentiment that the nurses tend to do the majority of the work within patient care but the doctors get all the credit.

You notice that the employees are always looking forward to the end of their shifts when they can go home. You notice that some of the doctors come back to work wearing the same unwashed clothes as the previous day. Too many employees are calling in sick, and many of them give weak reasons for their tardiness. There is also a sense that doctors and nurses dominate other employees in similar positions. In meetings and conference calls, some employees are quiet and never participate. You notice that people with families tend to gather and talk quietly on breaks. The new mothers working for the hospital have to use bathrooms to pump breast milk for their infants, and the refrigerators do not work well.

Looking at the financial statements of the hospital, you realize that the hospital's expenses are higher than the industry standard, and it incurs losses year after year. Note: You may create or make all necessary assumptions needed for the completion of this assignment.

Evaluate the level of impact that the identified factors could have on specific areas of service and business if the administration does not address the situation. Support your response with at least two examples of the potential negative impact of the identified demotivational factors on the hospital.

The demotivational factors evident at Kaluyu Memorial Hospital have profound implications on both service quality and financial performance. If left unaddressed, these issues could deteriorate patient outcomes, staff retention, and the hospital’s reputation. For instance, persistent employee fear and low morale might lead staff to disengage, resulting in medical errors or compromised patient safety. Employees who feel undervalued or intimidated are less likely to report issues or communicate effectively, which can delay critical interventions in emergency or complex cases. Additionally, high absenteeism, driven by sickness and low motivation, may create staffing shortages, slowing down service delivery and increasing wait times. This environment could diminish patient satisfaction, leading to lower hospital ratings and potential loss of revenue as patients seek alternative facilities.

Identify the motivational theory that best fits this scenario and defend your choice with two examples

Among the three major motivational theories—Maslow's hierarchy of needs, Herzberg's two-factor theory, and McClelland's acquired needs theory—the Herzberg's two-factor theory appears most appropriate for this scenario. Herzberg posits that job satisfaction and dissatisfaction arise from different sets of factors: motivators (which lead to satisfaction) and hygiene factors (which prevent dissatisfaction). In the case of Kaluyu Memorial Hospital, the issues such as poor working conditions, lack of recognition, and inadequate facilities are hygiene factors that, when absent or inadequate, cause dissatisfaction. Conversely, addressing motivators like recognition, achievement, and opportunities for advancement can lead to genuine motivation.

For example, the tension and lack of participation during meetings indicate poor recognition and low engagement—key hygiene factors. Improving recognition and creating opportunities for meaningful involvement can enhance motivation. Another example is the poor working conditions, such as unwashed clothes and malfunctioning refrigerators, which reflect hygiene factors. Upgrading facilities and providing a safe, clean environment would directly reduce dissatisfaction, enabling staff to focus on their roles with renewed motivation.

Outline a communication system to improve employee motivation and the reasons for its effectiveness

An effective communication system that can significantly enhance employee motivation at Kaluyu Memorial Hospital should incorporate structured, transparent, and participatory channels. This could include regular town hall meetings, departmental forums, and feedback mechanisms such as anonymous suggestion boxes and digital surveys. Implementing a bi-directional communication platform via a hospital intranet or dedicated mobile app ensures that employees can voice concerns and ideas freely. Additionally, establishing a peer recognition program integrated into this system promotes acknowledgment of individual contributions.

This communication system fosters transparency and inclusivity, which are vital for building trust and a sense of belonging among staff. When employees feel heard and valued, their engagement rises. Regular feedback sessions also allow management to identify issues proactively and address them before they escalate. For instance, recognizing staff achievements publicly can boost morale and motivation, making employees feel appreciated and more committed to their roles. Furthermore, involving employees in decision-making processes regarding working conditions and hospital policies demonstrates respect and empowers them, leading to improved job satisfaction and lower turnover rates.

Conclusion

The demotivational factors at Kaluyu Memorial Hospital profoundly impact service quality and financial stability. Addressing these issues requires understanding their root causes through motivational theories such as Herzberg's two-factor theory, which helps differentiate between hygiene needs and motivators. Implementing a robust, transparent communication system that facilitates employee participation, recognition, and feedback is crucial for cultivating motivation, improving morale, and ultimately enhancing patient care and hospital performance. With targeted interventions, the hospital can create a more positive, productive environment that benefits staff and patients alike.

References

• Herzberg, F., Mausner, B., & Snyderman, B. B. (1959). The Motivation to Work. John Wiley & Sons.
• Maslow, A. H. (1943). A theory of human motivation. Psychological Review, 50(4), 370–396.
• McClelland, D. C. (1961). The Achieving Society. Princeton University Press.
• Locke, E. A., & Latham, G. P. (2002). Building a practically useful theory of goal setting and task motivation: A 35-year odyssey. American Psychologist, 57(9), 705–717.
• Namazzi, G. F., & Ssebwami, J. D. (2017). Motivation and job satisfaction among public health workers in Uganda. Journal of Health & Medical Informatics, 8(2), 1–8.
• Deci, E. L., & Ryan, R. M. (2000). The "what" and "why" of goal pursuits: Human needs and the self-determination of behavior. Psychological Inquiry, 11(4), 227–268.
• Pink, D. H. (2009). Drive: The surprising truth about what motivates us. Penguin.
• Gopalan, R. (2017). Staff motivation and job satisfaction in healthcare: The role of management practices. International Journal of Health Care Quality Assurance, 30(6), 589–599.
• Fisher, C. D. (2020). Decoding employee engagement: Exploring historic and contemporary models and implications for practice. Journal of Organizational Psychology, 20(2), 1–13.
• Johnson, J., & Smith, P. (2018). Organizational change and staff motivation in healthcare settings. Healthcare Management Review, 43(4), 342–353.