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It is also possible that non-constructive conflict can arise from the diversity within a group if not managed effectively. Jokes that are not meant to be so may for example be taken as offensive by certain members of the group. Other members might feel that they have skill sets that are not fully utilized. In order to mitigate such conflicts, a paradigm of continuous communication should be established among group members, with the understanding that each opinion and skill set should receive equal and due attention. The skill variety, task identity, and task significance also rate high, while feedback is lower. Individual patients who see physicians in a general practitioner context for example tend not to provide a high level of feedback once medicine is prescribed.
10. A food service worker could be motivated by encouraging creativity in dishes created for the establishment on a daily basis. Rewards could be offered for excellence and variety. This also relates to task identity and significance, as appreciation will be shown for the variety offered. Autonomy can be encouraged by allowing the worker to make choices regarding the elements of the foods provided, and feedback can be given via questionnaires or meetings.
A nurse's patients provides him or her with a fair amount of skill variety, as each health problem is unique. Task identity and significance are related to patient satisfaction and success of treatment. Nurses generally do not have a large among of autonomy, but feedback is highly important from both patients and supervising head nurses and doctors. Nurses could also be motivated by promotion opportunities in the corporate hierarchy.
A physician on the other hand has a very large amount of autonomy, depending upon the
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All three motivation factors appear to be fairly high, with the potential to increase the low-level factors to increase the motivational potential. The physician could for example ask patients to provide feedback regarding the treatment when returning for their follow-up visit. Nurses can increase their autonomy by providing evidence of their potential for higher positions, while food service providers could increase their autonomy by widening their range of dishes.
Sources
Allen, Gemmy (1998). Management: Motivation. http://telecollege.dcccd.edu/mgmt1374/book_contents/4directing/motivatg/motivate.htm
ChangingMinds.org (2002-2007). Management vs. Leadership. http://changingminds.org/disciplines/leadership/articles/manager_leader.htm
National Center for Healthcare Leadership (2005). Competency Model. http://www.nchl.org/ns/documents/CompetencyModel-short.pdf
Shapiro, Karen, Stoughton, Mark, Granff, Robert, and Feng, Linda (2000, July). Healthy Hospitals: environmental Improvements Through Evnrionemental Accounting. http://www.epa.gov/oppt/library/pubs/archive/acct-archive/pubs/hospitalreport.pdf
SOPHA. (2008). Essential Public Health Functions. http://www.sopha.cpha.ca/english/ephf_e.html
Sources
Allen, Gemmy (1998). Management: Motivation. http://telecollege.dcccd.edu/mgmt1374/book_contents/4directing/motivatg/motivate.htm
ChangingMinds.org (2002-2007). Management vs. Leadership. http://changingminds.org/disciplines/leadership/articles/manager_leader.htm
National Center for Healthcare Leadership (2005). Competency Model. http://www.nchl.org/ns/documents/CompetencyModel-short.pdf
Shapiro, Karen, Stoughton, Mark, Granff, Robert, and Feng, Linda (2000, July). Healthy Hospitals: environmental Improvements Through Evnrionemental Accounting. http://www.epa.gov/oppt/library/pubs/archive/acct-archive/pubs/hospitalreport.pdf
SOPHA. (2008). Essential Public Health Functions. http://www.sopha.cpha.ca/english/ephf_e.html
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