MOTIVATION AND MORALE

THEORIES OF MOTIVATION
 Taylor’s monistic theory
- Money the primary motivator
 Maslow’s hierarchy of needs
- Five basic needs: physiological, safety/security, social/belonging, esteem, and self-
actualization.
- Cognitive need for academic persons; aesthetic beauty for emotional needs of artists; and
transcendence—the ability to help others achieve their potential
 Alderfer’s modified need hierarchy
- Modified Maslow’s theory into three levels: existence, relatedness, and growth (ERG)
 McClelland’s basic needs theory
- Need for achievement, power, and affiliation
 Herzberg’s motivation-hygiene (two-factor) theory
- Need for achievement, growth, responsibility, advancement, recognition, and job itself
 Argyris’s psychological energy theory
- People exert more energy to meet their own needs than those of the organization.
 Vroom’s expectancy theory
- Motivation depends on how much people want something and their estimate of the
probability of getting it.
 Skinner’s positive reinforcement theory
- Behavior may be strengthened or weakened depending on what follows it.
 Equity theory
- Perceived equity of the reward system is important.
 Intrinsic motivation
- Motivation is stimulated by people’s needs for feeling competent and self-determining.
 McGregor’s theory X
- People want direction, have little ambition, and avoid responsibility but want security.
 McGregor’s theory Y
- People like and enjoy work.
- People are self-directed.
- People seek responsibility.
 Likert’s participative management theory
- Employee-centered supervision is more productive than job-centered supervision; more
supervision leads to less productivity.
 Theory Z
- Japanese form of participative management that focuses on the four soft S’s of
management: staff, skills, style, and superordinate goals.
- Less attention is given to the hard S’s: system, structure, and strategy.

EMOTIONAL INTELLIGENCE
 Competencies of emotional intelligence
- Self-awareness
- Self-regulation
- Motivation
- Empathy
- Social skills

PROMOTING EMOTIONAL INTELLIGENCE

 Model programs for promoting emotional intelligence
- Training for conflict management
- Self-management
- Stress management
- Emotional competence
- Empathy
- Human relations
- Achievement motivation
- Supervisory training
- Caregiver support
- Executive coaching
 - Leadership laboratory

MORALE
 Morale is a state of mind related to cheerfulness, confidence, and discipline.
 Morale is related to productivity, quality, job satisfaction, and motivation.
 Morale is related to leadership style and the interpersonal and communication skills of
the leader.
 Organizational morale is the attitude of workers toward the quality of their work lives.
 Managers can observe, listen, and ask related questions to assess morale.
 Age-related differences related to morale are seen.
 Manager morale is important.

WORKPLACE INCIVILITY AND HORIZONTAL VIOLENCE

 Horizontal violence includes:
- Antagonism
- Bullying
- Criticism
- Gossiping
- Innuendo
- Insubordination
- Intimidation
- Passive-aggressive actions
 Horizontal violence includes (cont.):
- Physical aggression
- Scapegoating
- Undermining
- Withholding of information
 Horizontal violence is linked to:
- Decreased job performance
- Decreased morale
- Decreased satisfaction
- Feelings of discontent, inadequacy, insecurity, and personal envy when there is abuse of
power
 Horizontal violence can be reduced by:
- Socializing new staff members
- Role modeling professional behaviors
- Validating assumptions and perceptions before drawing conclusions
- Using open communication
- Engaging in conflict resolution
- Rewarding nurses for supporting each other
- Fostering a culture of recognition

BURNOUT
 State of emotional exhaustion caused by stress
 Characteristics of burnout
- Depletion of energies
- Disillusionment
- Doubts
- Depersonalization
- Frustration
- Loss of purpose, ideas, and energy

 Factors contributing to burnout

- Long hours
- Dissatisfaction with quality of work
- Lots of paperwork
- Lack of appreciation
- Lack of support
- Low pay
 - Sense of powerlessness
- Few advancement opportunities

 Ways to prevent burnout

- Improvement of job design
- Appropriate personnel policies
- Good staff relationships
- Use of stress management techniques
- Management creation of a pleasant work environment
- Personal hardiness through commitment, control, and challenge

JOB SATISFACTION
 Job dissatisfaction leads to:
- Higher turnover rates
- Decreased productivity
- Increased absenteeism
 Women’s attitudes toward job satisfaction are influenced by:
- Working conditions
- Hours and ease of work
- Supervision
- Social aspects of the job
 Men’s attitudes toward job satisfaction are influenced by:
- Wages
- Opportunity for advancement
- Company management and policies
- Task interest
 Nurses’ attitudes toward job satisfaction are influenced by:
- Sense of achievement
- Recognition
- Work challenge
- Responsibility
- Advancement potential
- Autonomy
- Authority
- Work environment
- Working hours
- Staffing adequacy
 Nurses stress the importance of:
- Respected hospital administrators
- Supportive nursing administrators
- Trustworthy managers
- Fair evaluations
- Adequate feedback
 Sources of job dissatisfaction for nurses include:
- Poor planning
- Poor communication
- Inadequate explanations of decisions affecting jobs
- Unclear rules and regulations
- Unreasonable pressure
- Excessive work
- Workload that negatively affects work quality
- Understaffing
- Uncooperative physicians
- Need to perform nonnursing duties
- Unqualified managers