McClellandpeople are motivated by three basic needs: achievement, affiliation, and powerachievementoriented people focus on improving what is; transforming ideas into actions, and taking risksaffiliationoriented people focus their energies on family and friends, productivity is lesspoweroriented people are motivated by the power gained from an actionGellermanStretching and Participatingstretchingassigning tasks that are more difficult than the person is used to doingparticipationactively drawing employees into decisions affecting their workMotivationthe internal process that initiates, guides, and maintains goal-oriented behaviors; motivation can be impacted by both internal and external driversCultureThe shared behavioral norms and mental models about how an organization and its constituents should and do behaveClimateThe collective, affective reaction to an organization's culture and environmentThree Basic Needs for Motivation1)Perception of autonomy
1)The need to feel competent
1)The need for relatedness, the feeling of belongingWorker EngagementAn employee's emotional commitment to an organization and its goalsWorker Empowermentgiving employees the power to make decisions and encouraging them to challenge the status quoPositive Reinforcementvalidates workers effortthe Ikea effectJust like positive reinforcement, giving people credit where credit is due encourages them, motivation will increase for this reasonIndoctrinationA management process that refers to the planned, guided adjustment of an employee to the organization and the work environment.
3 phases: induction, orientation, & socializationphase one: induction-Takes place after the employee has been selected but before performing the job role
-Includes education about.......
B.Personnel policies and procedureswhat is the most important part of induction?to provide employees with adequate informationemployee handbooksan important part of induction contains a form that must be signed, usually created by the personnel department, important for managers to know the informationPhase 2: Orientationfocuses on activities that are specific to the positionSocializationrefers to a learning of behaviors that accompany each role by instruction, observation, and trial and errorReality Shocknurse administrators and nursing facility may hold different values as well as priorities in terms of what skills and knowledge new graduates need to know to be successful in their new roleAnticipatory Socializationcarried out in educational settings, can help prepare new nurses for their professional role
examples: internships, externships (helps overcome reality shock)Resocializationoccurs when experienced individuals are forced to learn new values, skills, attitudes, and social rules as a result of changes in the type of work they do, the scope of responsibility they hold, or in the work setting itself.a mentormentors cannot be assigned, but the organization can encourage experienced managers to seek out individuals to mentor.role modelsSomeone who is unusually effective or inspiring in some social role, job, etc. and thus serves as a model for others.preceptorsAn experienced nurse who provides knowledge and emotional support, as well as a clarification of role expectations, on a one-to-one basis.mentorsan intense reciprocal development relationship traditionally fostered between a senior, more experienced individual and a junior, less experienced individualPositive sanctionscan be used as an interactional or educational process of socialization.negative sanctionsprovide cues that enable people to evaluate their performance consciously and to modify behavior when needed.coachingis one person helping the other to reach an optimum level of performance.