The Teaching Hospital

Lim, Patricia Ramos, Mica Ting, Kate

Communication Barriers
Personal Barriers
communication interferences arise from human emotions, values and poor listening habits Dr. Uric promoted a good relationship with the workers, Dr. Conrad did not believe in such system Led to the loss of 90 workers Salary distribution and when money redirects in the institution

Semantic Barriers
disorganized administrative control between the teaching hospital and medical school there is no specified action or control

Theory X and Theory Y

Dr. Uric = Theory Y
Humanistic and supportive Provide good working conditions Personal relationship with workers and patients

Dr. Conrad = Theory X

firm hand Fostering impossible working conditions

Motivational Theories
McClellands Drives
Achievement motivation - Dr. Urics Research Affiliation motivation - Dr. Urics leadership Power Motivation - Dr. Conrads drive to personal power

Motivational Theories
Herzbergs Two-Factor Theory Dr. Uric workers were happy because he fostered a positive, encouraging, and friendly atmosphere Dr. Conrad Firm leadership, oppressing working condition, leading to resignation of 90 employees

Motivational Theories
Expectancy Model
Vrooms Expectancy Theory
Valence Dr. Uric (high), research in kidney transplantation and chronic kidney failure Expectancy (high), gained confidence in recent successes Instrumentality (low) due to being replaced and transferred, research no longer pushed through

Action Plan
Effective two-way communication between
department heads and employees

Proper treatment of workers and good

working conditions

Proper organizational structure to avoid

financial mismanagement