Motivating Employees



Organizationalbehavior is the study of the effect of persons, groups as well asstructures of human conduct in an organization. It involves severalfields such as psychology, management, communication, economics,anthropology and sociology. It is mainly considered as an interfacebetween an organization and human deeds. It can be subdivided intothree features, i.e.,

  • Workgroups or mesolevel

  • Individuals within the organization or micro-level

  • Behavior of organizations or macro-level

Organizationalbehavior is dependent on the motivation of employees. Job motivationcan be described as the willingness to exert and sustain efforttowards the institutional goals. Therefore, a motivated healthworkforce applies their skills and expertise to the actual deliveryof health care. A worker should be highly motivated to undertakehis/her duties diligently. However, it is not the case in manyinstitutions. In situations where workers are not treated favorably,the quality of service is bound to suffer. Some of the aspects thatcontribute to poor services include improper communication, lack ofincentives, poor infrastructure, inadequate staffing, and a hostileworking environment [ CITATION Hos14 l 1033 ].

Thehealthcare system is one of the most important aspects to thehumankind. For that reason, the quality of medical care should be atthe required standard. Though adequate delivery of care is valued,achieving the same is quite complex. This is because improvingperformance in the sector entails multiple interventions that must besequenced and coordinated to fit the particular context. Afterevaluating the Kaluyu Memorial Hospital, it is evident that thefacility suffers from a demoralized workforce. The communicationchannels are distorted and the employees lack proper incentives toboost their morale. As such, this paper will strive to illustrate themajor de-motivational factors and its impacts on the facility. Apartfrom that, the paper will utilize the Maslow’s hierarchy of needsto demonstrate how the elements are evidenced in the facility as wellas mitigation measures that can be instigated [ CITATION Hos14 l 1033 ].

TheMajor Demotivational Factors

Oneof the core detrimental impacts on employee motivation is the senseof feeling undervalued. When a worker feels that their efforts arenot being appreciated or recognized, they lack the commitment andenergy in their roles. Evidently, the nurses at Kaluyu feelundervalued. Even if they put an effort in their works, the doctorsseem to get all the credit. Such aspects bring about conflicts muchto the disadvantage of patients. Healthy debates are normallywelcomed in any institution. However, it is important to monitorworkplace bullying or intimidation. All these aspects emanate fromundervaluation of employees. For instance, if a doctor does notappreciate the nurses’ input, it causes conflicts between the twobodies. Additionally, if the nurses disregard the input of othersubordinate staff, the facility suffers from a lack of coordination.The lack of incentives also exemplifies undervaluation. Workers aremotivated whenever they are recognized. Recognition may comeregarding incentives to appreciate their input. At Kaluyu facility,this may not be the case. It is probably the reason doctors seem toundervalue the nurses [ CITATION Car143 l 1033 ].

Poormanagement and communication are other demoralizing aspects in theworkplace. In the absence of proper communication, employees dependon rumors that are often misleading. In Kaluyu, even when meetingsare held, some members do not participate, yet they may be havingimportant information for the rest of the group. Proper management isalso vital in ensuring coordination of duties. However, the facilitysuffers from poor management that is evidenced by the expenses usedto manage the facility. If strong leadership is missing or isnegatively affecting the attitude of the workforce, workers feeldemoralized. In that regard, leaders ought to be flexible, inclusivestyle of management to communicate effectively and instill focus andconfidence in the team. Kaluyu memorial hospital suffers from poormanagement as exemplified by the weak communication between theworkers and their supervisors [ CITATION Abb14 l 1033 ].

Motivationis also affected by the deficiency in infrastructure. When workerslack the essential elements to conduct their duties, they tend to besluggish and psychologically demoralized. The kaluyu workers seekjobs that are personally satisfying and inspiring. However, at theworkplace, they lack proper amenities to conduct their dutiesproperly. Such aspects do not encourage them to come to work. Perhapsit is the reason why most of them call in sick frequently. The faultyrefrigerators also evidence the lack of equipment. Furthermore, newmothers are forced to use the bathrooms to pump breast milk for theirinfants. As such, limited facilities demoralizes the workers hencetheir limited output [ CITATION Abb14 l 1033 ].

NegativeImpacts of the Demotivation Factors

Theabove factors can lead to the general failure of the facility toprovide adequate quality care. Improper communication will force theworkers to rely on rumors and keep grudges. For instance, the nursesbelieve the doctors do not appreciate their input. As such, they keepgrudges and reduce their efforts on care. If the management does notaddress this issue, it can escalate and lead to a go-slow within thefacility. Evidently, the health center requires coordination betweenall the involved parties. As such, the top management must improvecommunication or face further detrimental impacts.

Withoutproper infrastructure, the patients may not be served according tothe anticipated standards. As one of the biggest healthcare facilityin the region, Kaluyu attends to various kinds of patients.Therefore, they require the current technologies to attend to thevarious patient needs. The quality of care suffers and patients maydie or suffer severely due to lack of equipment. The staff also needsto be catered. When they lack appropriate equipment and look forother means of accessing the tools, they are demoralized affectingthe overall efficiency of the facility. For instance, new mothers wholack facilities to breastfeed their infants within the center may optto call in sick. When members call in sick with fake reasonsregularly, they leave the facility understaffed. As a result,patients are not accorded the appropriate standards of care.

Maslow’sHierarchy of Needs

Accordingto Abraham Maslow, people are driven to attain certain needs, wheresome needs are prioritized over others. The hierarchical system hasfour key elements i.e. psychological, safety, belongingness andloved, esteem, and self-actualization needs. These essentials arecategorized as either physiological, self-fulfillment, or basicneeds. As such, one must satisfy the lower-level needs before meetingthe higher-level ones. This system is quite applicable at KaluyuMemorial Hospital. For instance, lack of rest and adequate healthamenities at the workplace demoralizes the employees from attendingwork. When they call in sick, fellow workers are left to overworkcontributing to their limited spirits. The facility does not offerproper physiological needs, hence, the reason most of them come withunwashed clothes. Tidiness is a vital aspect in the healthcarefraternity. The fact that practitioners who are supposed to championtidiness can wear unwashed clothes demonstrates demoralization [ CITATION Chi12 l 1033 ].

Accordingto Maslow’s technique, psychological needs are also essentialmotivational channels. The workers want to feel accomplished andvalued in the workplace. Any behavior that seems to contravene thisaspect contributes to their demoralization. As such, the behavior ofdoctors towards nurses i.e. undervaluing affects the esteem needs ofthe employees. Kaluyu Hospital does not have a sense of oneness. Inother words, the top management and workers do not have effectivecommunication channels to word harmoniously. The facility should belike a second family to the workers. They should enjoy coming towork, interacting with their supervisors, and feel loved. Withoutthis sense, the workers lack proper motivation to come to work on adaily basis [ CITATION Kar12 l 1033 ].

Self-actualizationis another important feature that motivates workers. The healthpractitioners study hard to serve people diligently. However, whenthe facility seems to be stagnating regarding developments, they feeldemotivated to continue in this field. Apart from developments, mostof them take this profession with the hope of gaining financially andfeeling valued. However, without proper incentives to support theirtireless efforts, the workforce is not self-actualized to performtheir duties. Kaluyu Hospital does not have the appropriate equipmentto serve the diverse patients. As medical practitioners, some aredriven by research to discover vaccines and drugs among other issuesaffecting the general population. As such, if they do not getadequate facilities to conduct the research, they become demotivatedto continue in this field. As such, Maslow’s Hierarchy of needs isapplicable in this hospital [ CITATION Kar12 l 1033 ].

TheCommunication System

Aneffective communication system can alleviate all the issues affectingthe facility. Enhancing communication will include all the aspectsthat contribute to the same. In other words, it entails both verbaland non-verbal communication techniques. Both vertical and horizontalcommunication must be improved to achieve the anticipated targets.The main aim of this system is to increase motivation among theemployees through improvement of infrastructure, enhancing relations,and profits. Heightening all these levels will lead to the generalimprovement of the quality of care. As such, the patients will preferthe hospital thereby increasing the profits [ CITATION Bui11 l 1033 ].

Communicationis an evolutionary practice that is dependent on the culturalbackground surrounding the organization. As such, the health carefacilities criteria and norms vary from one place to another.Nevertheless, any corporation ought to realize that effectivecommunication is mandatory because it allows top management tocommunicate with workers and patients. Communication is indispensablein safeguarding a noble management-employee relation, by relaying theaims of the company. Efficient communication assists in buildingvibrant anticipations for the workers and enhances optimism andproductivity that are key elements of success. It aids inconstructing healthy work relationships, teamwork, and trust thatimproves effectiveness.

Effectiveadministrative communication offers the workers knowledge, structureas well as positive working environment. Organizational success isalso dependent on free and open communication involving topmanagement and the employees. As such, the communication tool mustensure the supervisors and workers interrelate with ease. This can beachieved through decentralization of powers. The nurses, doctors, andsubordinate staff will choose their representatives. They willconduct separate meetings to outline their issues. After that, aseparate meeting entailing the top management and the representativeswill be performed [ CITATION Bui11 l 1033 ].

Themeetings are meant to outline the organizational goals andobjectives. The top management must then outline what is required ofthe employees. The communication plan will seek to enhanceinterpersonal communication i.e. co-workers, management, andpatients. Apart from that, appropriate channels for employees to airtheir views will be provided. As such, the plan will be guided by the6C’s of overcoming barriers to effective communication [ CITATION Int12 l 1033 ].






6C’s of Communication


Suggestionbox for both employees and patients will be availed for them toprovide their views. Therefore, the communication tool will have thefollowing key elements to improve the facility.

  • Decentralized leadership

  • Suggestion boxes

  • 6W’s of overcoming barriers

Useof a Professional Tone is a fundamental aspect of effectivecommunication. When communicating in written or verbal form, thestyle, content, attitude, and tone us be developed professionally, insimple and positive tones. When addressing the workers, topmanagement will be mandated to use this mechanism to ensure respectis maintained. With effective implementation of the elements above,communication in Kaluyu will be effective. Workers will treat oneanother respectfully. The employees will also be given a channel tocommunicate their concerns and hold the management responsible ifthey do not adhere [ CITATION Car143 l 1033 ].

Theplan will also be inclusive of incentives to reward the bestemployees. Apart from that, audits will regularly be conducted toensure the money allocated to different projects is utilizedappropriately. Any misappropriation of funds will be reported throughthe secret boxes for investigations. As such, the infrastructure willbe improved according to the employees’ wish.


Motivatingthe Kuluyu Memorial Hospital employees will be key to achievinghigh-quality care. As illustrated, the employees are demotivated tocarry their duties efficiently with factors such as undervaluing,poor infrastructure, improper communication channels, and ineffectivemanagement all contributing to the demotivation of the employees. Allthese aspects are rightly presented in the Maslow’s hierarchy ofneeds. They contribute to the effectiveness of a person in theworkplace. As such, the communication plan that will seek to enhanceboth horizontal and vertical communication would alleviate theseissues if implemented appropriately.


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