Employee Motivational Change in EHR

Employee Motivational Change in EHR

Introduction

The management of the Homerton Hospital should make a team that would be responsible to constantly keep in view and track this process of change. They should evaluate the performance of the employees in using these strategies. This would allow the firm to implement the change in the roots and basic system of the organization.

This stage of implementing change is very important. By setting short-term goals and achieving, these goals would win the confidence and satisfaction of both employees and customers of the hospital. Electronic health record system has many functions associated with patient's healthcare and ease of health care provider. There are many aspects associated with the implementation of change in organization. One of the major aspect is healthcare provider's motivation to adapt to the change. Electronic health record will help health care provider ease to provide quality services to patients. In order to implement change in health care organizations, healthcare staff is required to be motivated to adapt the change. In this paper we will be discussing two motivational theories that can be applied in given scenario.

Motivation

It is the will to exercise high levels of effort toward organizational goals, given the effort's ability to meet any individual need. As motivation often leads to efforts toward any goal, the focus of the discussion would be goals to reflect work-related interest behavior. Organizational needs, goals and efforts are the three elements in the definition. Intensity is measured with the element of effort. We will discuss the motivation as a process of satisfying the need (Secchi, 2007, 362).Motivation is the stimulus to make people motivated to perform any enthusiastic something. Each of us has what motivated to do what things. These are some theories, and, God willing, we discuss in the following article the other theories is the theory of expectation and goal-setting theory and the theory of justice. Also, discuss how to take advantage of these theories. This means that stimulation of intrinsic motivation extrinsic motivation would not affect or vice versa. The cognitive evaluation theory suggests otherwise.

Theories X and Y of McGregor (1960)

By examining the representations of business leaders, McGregor identified two kinds of designs that illustrate the consideration of "models of man" in the formulation of management principles. Theory X offers a hypothesis that men do not like the job but are forced. They avoid responsibilities, have no ambition, and do not like change. They do no initiatives and, therefore; require strict instructions, controls and sanctions. The organization, under these conditions, must be binding and implement detailed procedures, a division of tasks, a rigid selection and authoritarian management. Theory Y is the opposite of the first and assumes that the physical and mental effort required to work made of course that staff is capable of initiating, self-control, creativity (Altimus , 1973).

Douglas McGregor proposed two different positions of humans: a negative, named Theory X and other basically positive, named theory 'Y'. After seeing the way in which managers treat their employees, ...