MOTIVATION

LEADERSHIP AND MANAGEMENT IN NURSING

NUR/NUP 421
MILDRED ODHIAMBO
 LEARNING OUTCOMES

• By the end of this lesson, students will be able

to:
• Discuss motivation origin and theories
• Discuss how motivation would be employed o
self as a leader
• Discuss how they can motivate the staff to
improve performance
 OUTLINE

• Introduction
• Components of motivation
• Theories of motivation
• Types of rewards
• Types of motivation
• How to motivate the nursing team
• Tips for nurse managers
 MOTIVATION-INTRODUCTION

• Health workers are are a vital resource in the

health system
• Retention of health workers reduces cost and
encourages continuity of care
• Motivated works force ensure quality care is
provided
• Motivation defined as an “individual's degree of
willingness to exert and maintain an effort
towards organizational goals
 COMPONENTS OF MOTIVATION

– Intensity – the amount of effort put forth to meet the goal

– Direction – efforts are channeled toward organizational
goals
– Persistence – how long the effort is maintained
 EARLY THEORIES OF MOTIVATION
1.Maslow’s Hierarchy of Needs Theory- the drive
to fulfil the needs motivates the individual (needs-
psychological, safety,love/belonging, Esteem and
self actualization
2. McGregor’s Theory X and Theory Y
• Theory x - employees inherently dislike work and
will attempt to avoid it
• Therefore they must be coerced, controlled or
threatened with punishment for them to
perform
 CONT. EARLY THEORIES OF MOTIVATION
• Theory Y- employeesView work as being as natural as
rest or play

• They exercise self-direction and self-control if

committed to objectives

3. Herzberg’s Two-Factor (Motivation-Hygiene) Theory

• Hygiene factors are related to the job- required to
maintain the job makes employee disatisfied if absent
but do not strongly motivate- include: quality of
supervision, pay, company policies, physical working
conditions & job security
 CONT. EARLY THEORIES OF MOTIVATION

• Motivational factors- have direct effect in

motivating employees
• include promotions, opportunity for personal
growth, recognition, responsibility and
achievement
 CONT. EARLY THEORIES OF MOTIVATION

4. McClellan’s Theory of Needs (Three Needs Theory)

• Need for Achievement (nAch)

The drive to excel - prefer high achievement jobs, not always good
managers
• Need for Power (nPow)
The need to make others behave in a way they would not have
behaved otherwise- good managers
• Need for Affiliation (nAff)
The desire for friendly and close interpersonal relationships - good
managers
 CONT. CONTEMPORARY /CURRENT
THEORIES OF MOTIVATION
• 1. Cognitive Evaluation Theory

• Proposes that the introduction of extrinsic

rewards for work (pay) that was previously
intrinsically rewarding tends to decrease
overall motivation

• Verbal rewards increase intrinsic motivation,

while tangible rewards undermine it
 CONT. ONTEMPORARY /CURRENT THEORIES OF
MOTIVATION
2. Goal-Setting Theory
• Goals increase performance when they are specific, difficult but
accepted by employees and accompanied by self generated feedback
• 3. Self-Efficacy Theory
• Individual’s belief that he or she is capable of performing a task
Self-efficacy increased by:
– Enactive mastery – gain experience
– Vicarious modeling – see someone else do the task
– Verbal persuasion – someone convinces you that you have the skills
– Arousal – get energized
 CONT. CONTEMPORARY /CURRENT
THEORIES OF MOTIVATION

4. Equity Theory
• Employees weigh what they put into a job
situation (input) against what they get from it
(outcome).
• Expect pay commensurate with work done
otherwise performance declines
CONT. CONTEMPORARY /CURRENT THEORIES
OF MOTIVATION
5. Expectancy Theory
Focuses on three key relationships:
1. Effort-Performance: perceived probability that exerting
effort leads to successful performance
2. Performance-Reward: the belief that successful
performance leads to desired outcome
3. Rewards-Personal Goals: the attractiveness of
organizational outcome (reward) to the individual
 FACTORS INFLUENCING
MOTIVATIONS
• Can be from within- intrinsic and extrinsic from
outside

• Intrinsic •Extrinsic
When rewards
When doing the such as pay and
job is inherently formal
recognition act as
motivating
motivators
 TYPES OF MOTIVATION
• 1. Achievement Motivation:
• The drive to pursue and attain goals.
• Individual wishes to achieve objectives and advance up on the
ladder of success.
• 2. Affiliation Motivation:
• A drive to relate to people on a social basis.
• Persons with affiliation motivation perform
work better when they are complimented for
their favorable attitudes and co-operation.
 CONT. TYPES OF MOTIVATION
• 3. Competence Motivation:
• The drive to be good at something
• Allowing the individual to perform high quality work.
• Competence motivated people seek job mastery
• Take pride in developing and using their problem-solving skills
• Strive to be creative when confronted with obstacles.
• 4. Power motivation
• The drive to influence people and change situations.
• They create an impact in the organization
• Are willing to take risk to do so
 CONT. TYPES OF MOTIVATION

• 5. Attitude Motivation:
• Attitude motivation is how people think and feel.
• It is their self- confidence, their belief in themselves, and their attitude to life.
• It is how they feel about the future and how they react to the past.
• 6. Incentive Motivation:
• It is where a person or a team reaps a reward from an
activity. It is “you do this and you get that”, attitude.
• It is the type of rewards and prizes that drive people to
work a little harder.
• Most of the unorganized job workers get motivated when
they are offered more money.
 CONT. TYPES OF MOTIVATION
• 7. Fear Motivation:
• Fear motivation coercions a person to act
against will.
• It is instantaneous and gets the job done
quickly.
• It is helpful in the short run.
• Managers following Theory x come into this
category.
• In Indian army, this kind of motivation is very
popular.
 HOW TO MOTIVATE YOUR NURSING TEAM

1. Set your staff up for success

• Most people want to succeed
• Motivate and empower them to succeed
2. Build empowering relationships
• This is the key to setting staff members up
for success
• Provide them with the experiences they
need to develop the skills required to
achieve goals.
CONT. HOW TO MOTIVATE YOUR NURSING
TEAM

3. Set achievable goals and results

• With knowledge of a person’s goals, values, and skill
level, work with them to develop a plan with achievable
goals
• Provide reinforcement and rewards in line with what
that person wants.
4. sharing successes
• Acknowledging each other’s achievements.
• Acknowledging the role of various team members when
the organization succeeds
 CONT. HOW TO MOTIVATE YOUR NURSING
TEAM
5. Provide appropriate support
• Assess what your staff members need to achieve the
goals and behaviors identified.
• Allow time and opportunities to help achieve their goals
6. Reinforce desired behaviors
• Use pictorial graphs with pertinent data to show staff
members their progress.
• Allow team members to share what they’re doing to
achieve results.
• Reinforce-emphasize , applaud good behaviour
 CONT. HOW TO MOTIVATE YOUR NURSING TEAM

7. Evaluate the process

• Taking time to examine what we’ve done and
brainstorm innovations for the future can help us
improve
8. Reward results
• Reward your staff what they want when they
achieve desired goals and results
• People are motivated to act when they anticipate
or participate in getting something they want.
 DAILY TIPS FOR THE NURSE MANAGER
The team is watching your every move
1. Starting the day off right. 
• Keep in mind- the first steps you take into your facility set the tone for
the rest of the day.
• Your arrival and the manner in which you speak to staff affect the
mood and performance of those around you.
• If you are overtired, drink an extra cup of coffee.
• If you are frustrated, do your best to conceal it because staff will see
this and avoid you.
• Instead of marching straight to you desk at the beginning of your
shift, take a quick stroll around your unit and greet people.
• Flash a smile, walk with poise, and share your expectations with your
staff before the day starts.
 CONT. TIPS FOR THE NURSE MANAGER

2. Working employees into your schedule. 

• Create time to interract and work with employees
on your daily schedule
3. The power of simple words. 
• Building up employee motivation has much to do
with making people feel valued.
• Never underestimate "please" and "thank you."
• motivate your team after a difficult case or long
time at work
 CONT. TIPS FOR THE NURSE MANAGER
4. Giving feedback to staff. 
• People are interested in how other people perceive them
and their skills in their workplace.
• Make staff aware when they do not perform up to par so
that they have the opportunity to self-correct.
• Set up daily or weekly meetings to check back with them
and see how they are progressing.
5. Focus on the future. 
• Gaining experience is one of the largest benefits of working.
• Most nurses are eager to become competent in their roles
so they can set out to achieve future roles.
SUMMARY
• What do you understand by motivation?
• How would you use motivation in nursing?
• What is the importance of motivation?
Q&A
 Thank
you
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