Florida International University Motivation Is a Driving Force Discussion

#1 Yulier Rodriguez Medina

Motivation

Motivation is the driving force which help causes us to achieve goals. Motivation is said to be intrinsic or extrinsic. (Front. Psychol., 07 September 2018 )

The earliest studies of motivation involved an examination of individual needs. Specifically, early researchers thought that employees try hard and demonstrate goal-driven behavior in order to satisfy needs. Abraham Maslow is among the most prominent psychologists of the twentieth century. His hierarchy of needs is an image familiar to most nursing students and managers.

Among the need-based approaches to motivation,(Acquired-needs Theory) David McClelland’s acquired-needs theory is the one that has received the greatest amount of support. According to this theory, individuals acquire three types of needs as a result of their life experiences. These needs are the need for achievement, the need for affiliation, and the need for power. Alderfer, C. P. (1969)Info;473/*69(Consulted 2017). All individuals possess a combination of these needs, and the dominant needs are thought to drive employee behavior.

Are individuals who are high in need for achievement effective managers? Because of their success in lower level jobs where their individual contributions matter the most, those with high need for achievement are often promoted to higher level positions. However, a high need for achievement has significant disadvantages in management positions. Management involves getting work done by motivating others.

Managers need to understand the dominant needs of their employees to be able to motivate them. While people who have a high need for achievement may respond to goals, those with a high need for power may attempt to gain influence over those they work with, and individuals high in their need for affiliation may be motivated to gain the approval of their peers and supervisors. Finally, those who have a high drive for success may experience difficulties in managerial positions, and making them aware of common pitfalls may increase their effectiveness.

References

Alderfer, C. P. (1969)Info;473/*69(Consulted 2017). An empirical test of a new theory of human needs. Organizational Behavior and Human Performance, 4, 142–175.

Front. Psychol., 07 September 2018

https://courses.lumenlearning.com/suny-orgbehavior/chapter/5

#2 Yulier Rodriguez Medina

1.- In a field such as nursing, tensions can arise and the job can become hectic due to patient or administrative issues. Individuals who are true leaders are an integral part of the job, because not only can effective leadership boost morale, it can promote increased and efficient productivity. (Yemy Faletty; Feb, 2018; )There are several traits and principles of successful nursing leadership. As a nurse who aspires to become a leader, one must be in control of their responsibilities and possess the ability to comfort and empathize, inspire, and create future leaders.

Each day on the job may not particularly be eventful, but an effective leader creates an environment where everybody can draw inspiration from within themselves when things may be moving slowly. Nurses are no stranger to “Nurse Fatigue,” which may make it hard to be inspired or excited about the job. With good leadership, nurses are able to see beyond certain difficulties and push forward to complete their tasks. (Kuhn, Thomas S. 2016. )Before a leader can hope to change the workplace though, they must first be inspired and passionate themselves. Maintaining personal inspiration, wherever that may come from, serves as an example to fellow nurses that it is indeed possible to push through challenges and get work done.

2.- Transformational leadership is a leadership style in which leaders encourage, inspire and motivate employees to innovate and create change that will help grow and shape the future success of the company. While volumes of information exist on the impact stress has on leadership decision-making under emergency response, conflict, war and natural disasters, much less data is available from the minds of the executives that are protecting corporate brands, standing in the marketplace and ability to serve customers. (Devin Sirmenis, Witt O’ Brien’s;2019)

I would use this style; as it is one of the most critical for the crisis leader to possess. While the crisis expands, as a team leader I would rely on my team to help define the current situation, unpack details of the crisis and portray the impacts it could have across our health institution, it’s up to them to define ‘what success looks like’ for the corporation at the end of a crisis. This aspirational vision then will help define strategies, build work streams and organize actions.

References

Kuhn, Thomas S. 2016. The Structure of Scientific Revolutions. 3rd ed. Chicago: The University of Chicago Press.

Devin Sirmenis, Witt O’ Brien’s; Editorial Staff-June 06/2019; https://continuityinsights.com/

Yemy Faletty; Feb, 2018; https://www.stevenson.edu/online/about-us/news/nurse-leadership