Healthcare workers motivation performance relationship

Motivation is the real magic feeling for many of us, be more exaggerated when that related to others people health and getting benefits outcomes. Motivation carries direct impact toward our psychology, soul and even bodies regardless any considerations, how many times we did postpone our working assignments due to lack of motivation or have negative feelings may from unknown reasons. It might be simple at beginning when we talking about the impact of motivation in healthcare domain and how that hides huge associated negatives going to be discovered later but still the setbacks can’t disappear due to improper motivation feelings at time of tasks implementation. Human resources and the labor force should not be neglected from upholding institutions, with that simple way if you would like to build great effect organization, it means start with HR and if strong team existed. By with the organization has unstopped achievements. Many of the healthcare professionals and hospitals management scientist spend a lot of time looking for motivators actively support and provide involved HC employees with positive feeling in order to help them properly achieve the work tasks in awaited outcome.

Moreover the neglected motivation feelings of Healthcare workers can subsequently lead to national uncontrolled problem such poor management, lack of patients satisfactions, work errors, immigration particularly in rural areas due to lack of facilities and proper healthcare performance plus psychological associated problems as  result from uncontrolled health problems and loss of hope from the patient side. In the front, it is really crucial viewpoint to do melting all enclosed barriers properly. Through which, could be clearly possible to walk to the road of development among different HC operating unites.

Truly, the main image of HC workers needs better way of modification to overcome current humankind working behavior setbacks during working hours particularly which have touched more frontal gate of HC including the access point nurses, administration work offers who dealing more with public. Without any doubts; any human liable to do some mistakes numerously restricted to the working individuals directly and indirectly to aside circumstances but still the key point here how we should do minimizing the impact of these mistakes and got good level of awareness how far could that goes in HC provision process. Sadly that recently due to some institutes and organizations capitalistic roots; that has paved the process and business model become revenue interested model through, a lot of working pattern ethics have been vanished gradually.

The Healthcare workers performance has affected by many and multiple influences such as, organization culture, work commitments, employees job satisfaction and sort of business model. Also, the modest level  of management with lack of training are greatly have influenced. Eventually, a job empowerment authorities and challenge of technology exaggerate the negative working procedures but still there is important question what motivate HC workers?!!

There are two main categorized theories of HC employees motivation pattern; 1^st the process theory and 2^nd content theory. The process theory focuses on the real reasons and motivators that cause the excitation case of work therefore, leading to the demanded level of performance, in other way how the individual could be motivated during working time. While the content theory describe the followed steps going to be occurred as a response of motivation means working steps are going to occurred in the individual motivation time.

  

The below show the visual summary of HC empolyees motivation theories:

 

There is a study carried out with Healthcare worker in republic of Macedonia; 212 HC workers interviewed and the results provide us with numerous motivation factors that been determined with direct influences on performance:

Salary	NO                   85	%                 40.09
Sense of value	22	10.37
Job safety	31	14.62
Mutual respect	7	3.30
Job autonomy	14	6.60
Opportunity for development	12	5.66
Opportunity to be creative	9	4.24
Opportunity to learn and improve	10	4.71
Being praised for a job well done	7	3.30
Working in a growing profession	12	7.07

The real picture of employee motivation attributed to many purposed causes depending on even unlike circumstances and even psychology of the workers themselves but at least we do some effort to explain the differentiation figures among management paradigms with highlighting on positives and minimize the negatives as possible. From private opinion; the psychology of the workers the most important for any work tasks. Moreover the way of thinking during working hours and what degree of suitability with liability of produced decision. For instance; it could be hard if we choose moody individuals in heavy and creative required jobs, the same for simple and normal tasks and the proper worker should be chosen depending on many other factors rather than only certificates or/and experiences.