Use Herzberg’s two factor theory to explicate Debbie’s degree of motive. Harmonizing to Herzberg two factor theory there are “two issues that play an of import function in the workplace experience: hygiene factors and motivational factors” ( Fischer and Baack. 2013 ) . Hygiene factors contains rewards. hours. working conditions and relationships with supervisors. Motivational factors consist of accomplishments. acknowledgment. existent work or occupation. duty. and the opportunity for promotion or growing. and relationships with equals. Herzberg states that a individual is either satisfied and goaded or unrealized and unmotivated. Unfortunately for Debbie her current degree of motive is low. This is because when Debbie was originally hired she was told to presume a supervisory function over the other two nurses. Debbie was given higher rank because of the grade she held. and because of this the two nurses have ever treated her as a equal or subsidiary.
To exceed it off she subsequently learned that she was merely doing three dollars more than the two LPN’s. every bit good as holding to finish twice the sum of work. Debbie so returns to school and obtains her master’s grade to which the three doctors that hired her stated they would give her a new rubric. and raise for her to take on even more duties. Merely to happen out the LPN’s had confronted the physician’s and were besides given a rise because they sensed a major confrontation could originate. Sing these factors I would state that Debbie’s hygiene factors and motivational factors are both down.
Use Adams’ equity theory to explicate Debbie’s determination to look for work elsewhere. Adam’s equity theory explains how employees might respond to perceptual experiences of both equity and inequality ( Fischer and Baack. 2013 ) . Debbie’s determination to look for work elsewhere is due to the fact that her instruction degree is much higher than that of her colleagues. She feels as though her difficult work agencies nil when the doctors decide to give the accredited practical nurses raises every bit good. It is because of this she feels as though she is being treated below the belt and unevenly and has decided to look for work elsewhere. Use Vroom’s anticipation theory to explicate this state of affairs.
Vroom’s anticipation theory explains that an individual’s belief that a given degree of attempt will ensue in successful public presentation at undertaking ( Fischer and Baack. 2013 ) . This theory includes three primary elements: anticipation. instrumentality. and valency. Effort leads to public presentation which leads to honor. In Debbie’s instance her anticipation and instrumentality is low because she feels no affair how difficult she tries she will ne’er acquire the acknowledgment she feels she deserves with this company. Debbie’s cornice was high when she received congratulations and acknowledgment for obtaining her Master’s grade. but once more went low when she learn of the two LPN’s having wage additions non for fostering their instruction or taking on more duties but for kicking. If you were reding the three doctors in the organisation. what would you state them they should hold done when confronted by the two LPNs?
Defend your advice. I would do it clear to the doctors that the ground Debbie received a wage addition is due to her chase of higher instruction. Simply giving out rises because they were approached is non acceptable. and would non be tolerated once more. I would hold advised that they once more speak to the nurses and offer to pay for half of their tuition and book costs if. they obtain their RN licences. Once they received their RN licence so they would have their wage rise. Health Care is non the lone occupation type these state of affairss arise in. At some point each individual feels as though they are being treated below the belt or unevenly. It is of import to retrieve in these state of affairs to talk with the manager/ supervisor. allow them cognize how you feel and see if there is a manner to decide the state of affairs. While some occupations may prefer those with instruction over occupation experience this is non ever the instance. therefore it is best to sit and talk with your supervisors when you are experiencing this manner.
Fagerstrom. L. ( 2009 ) . Evidence-based human resource direction: A survey of nurse leaders’ resource allotment. Journal of Nursing Management. 17 ( 4 ) . 415-425. Retrieved from EBSCOhost Fischer. A. . & A ; Baack. D. ( 2013 ) The
necessities of pull offing in the health care industry. Bridegepoint Ed. . Inc.