Dear Dr. Scott and class
Creating a motivating climate requires strategic leadership skills that include worker
engagement and motivation measures. Since each work environment is unique, the nurse
executive needs to individualize interventions and apply appropriate motivation theories to come
up with the best solutions. A good way to motivate staff is to set goals that are based on their
input and remain focused on them. From the complaints listed, the nurse managers seem to be
unmotivated and frustrated in their ability to perform their jobs effectively. It is the
responsibility of the nurse executive to provide direction, encourage, and stimulate achievement
through the support of the employees in pursuit of set goals and assist them in improving their
performance. By creating internal satisfaction for your staff members throughout the process,
you’re motivating them to achieve more (Drake, 2017).
A work environment becomes tedious if the zeal of the workers dies out due to low
motivation or lack of predictability. One way to help create a motivating atmosphere is for the
nurse executive to round in departments to identify areas of concern and set clear goals with
staff. Sometimes it is helpful to tie achievement with a reward system that makes each employee
look forward to meeting the targets. Creating a reward system based on the targets set such as
promotions and financial gains, define norms, and values that would change the culture from
passive and uncooperative to supportive and reliable one. The expectancy theory explains why
people would work hard and describes behaviors that lead to motivational goal attainment. It is
based on a personal belief that the attainment of the goal will lead to something of value to the
individual (Lloyd & Mertens, 2018). Additionally, the nurse managers may need tools or
information on how to motivate themselves and their staff. Exposure to new information can be
extremely motivating as well (Drake, 2017).
Reference
Drake, K. (2017). The motivation to stay motivated. Nursing Management, 48(12), 54.
Retrieved from
http://dx.doi.org.chamberlainuniversity.idm.oclc.org/10.1097/01.NUMA.0000526921.77
464.16
Lloyd, R., & Mertens, D. (2018). Expecting more out of expectancy theory: History urges
inclusion of the social context. International Management Review, 14(1), 24-37.
Retrieved from http://www.usimr.org/
This study source was downloaded by 100000841138256 from CourseHero.com on 03-22-2022 08:34:38 GMT -05:00
https://www.coursehero.com/file/37163405/NR531-week-4docx/
, Dear Amely
Nurse leaders play a key role in supporting a healthy work environment and creating
empowering opportunities for nurses. They need to be visible to staff and present on the unit and
support and recognize quality care (Breau, Rhéaume,2014).. It is discouraging to hear that
you have colleagues that don’t feel acknowledged by their manager. I try to recognize and thank
staff as often as I can whether it is in person, via email or in staff meetings. I highlight staff that
have had a good catch or received positive feedback from patients on a weekly basis. As a nurse
manager, I think about ways to improve the work environment on my unit all the time. I like to
use my own observations as well as input from staff. Improvements can be in the form of new
equipment that improves workflow or simple enhancements of the physical space. We were
fortunate enough to obtain some new equipment this year that the nurses had requested to care
for our laboring moms. Additionally, census has been high on our unit and several staff members
identified that the staff lounge isn’t conducive to being able to take a relaxing meal break in. My
unit is fast paced, and staff need a space to relax and refuel during a 12-hour shift. I worked with
the unit council to remove some equipment, set expectations about conduct in the room and
purchase a new larger refrigerator for the staff. Even a small enhancement like this to the break
room has had a huge impact on the work environment.
Reference
Breau, M., Rhéaume, A. (2014). The relationship between empowerment and work
environment on job satisfaction, intent to leave, and quality of care among ICU nurses.
Dynamics, 25(3), 16-24. Retrieved from http://www.caccn.ca/
This study source was downloaded by 100000841138256 from CourseHero.com on 03-22-2022 08:34:38 GMT -05:00
https://www.coursehero.com/file/37163405/NR531-week-4docx/
Creating a motivating climate requires strategic leadership skills that include worker
engagement and motivation measures. Since each work environment is unique, the nurse
executive needs to individualize interventions and apply appropriate motivation theories to come
up with the best solutions. A good way to motivate staff is to set goals that are based on their
input and remain focused on them. From the complaints listed, the nurse managers seem to be
unmotivated and frustrated in their ability to perform their jobs effectively. It is the
responsibility of the nurse executive to provide direction, encourage, and stimulate achievement
through the support of the employees in pursuit of set goals and assist them in improving their
performance. By creating internal satisfaction for your staff members throughout the process,
you’re motivating them to achieve more (Drake, 2017).
A work environment becomes tedious if the zeal of the workers dies out due to low
motivation or lack of predictability. One way to help create a motivating atmosphere is for the
nurse executive to round in departments to identify areas of concern and set clear goals with
staff. Sometimes it is helpful to tie achievement with a reward system that makes each employee
look forward to meeting the targets. Creating a reward system based on the targets set such as
promotions and financial gains, define norms, and values that would change the culture from
passive and uncooperative to supportive and reliable one. The expectancy theory explains why
people would work hard and describes behaviors that lead to motivational goal attainment. It is
based on a personal belief that the attainment of the goal will lead to something of value to the
individual (Lloyd & Mertens, 2018). Additionally, the nurse managers may need tools or
information on how to motivate themselves and their staff. Exposure to new information can be
extremely motivating as well (Drake, 2017).
Reference
Drake, K. (2017). The motivation to stay motivated. Nursing Management, 48(12), 54.
Retrieved from
http://dx.doi.org.chamberlainuniversity.idm.oclc.org/10.1097/01.NUMA.0000526921.77
464.16
Lloyd, R., & Mertens, D. (2018). Expecting more out of expectancy theory: History urges
inclusion of the social context. International Management Review, 14(1), 24-37.
Retrieved from http://www.usimr.org/
This study source was downloaded by 100000841138256 from CourseHero.com on 03-22-2022 08:34:38 GMT -05:00
https://www.coursehero.com/file/37163405/NR531-week-4docx/
, Dear Amely
Nurse leaders play a key role in supporting a healthy work environment and creating
empowering opportunities for nurses. They need to be visible to staff and present on the unit and
support and recognize quality care (Breau, Rhéaume,2014).. It is discouraging to hear that
you have colleagues that don’t feel acknowledged by their manager. I try to recognize and thank
staff as often as I can whether it is in person, via email or in staff meetings. I highlight staff that
have had a good catch or received positive feedback from patients on a weekly basis. As a nurse
manager, I think about ways to improve the work environment on my unit all the time. I like to
use my own observations as well as input from staff. Improvements can be in the form of new
equipment that improves workflow or simple enhancements of the physical space. We were
fortunate enough to obtain some new equipment this year that the nurses had requested to care
for our laboring moms. Additionally, census has been high on our unit and several staff members
identified that the staff lounge isn’t conducive to being able to take a relaxing meal break in. My
unit is fast paced, and staff need a space to relax and refuel during a 12-hour shift. I worked with
the unit council to remove some equipment, set expectations about conduct in the room and
purchase a new larger refrigerator for the staff. Even a small enhancement like this to the break
room has had a huge impact on the work environment.
Reference
Breau, M., Rhéaume, A. (2014). The relationship between empowerment and work
environment on job satisfaction, intent to leave, and quality of care among ICU nurses.
Dynamics, 25(3), 16-24. Retrieved from http://www.caccn.ca/
This study source was downloaded by 100000841138256 from CourseHero.com on 03-22-2022 08:34:38 GMT -05:00
https://www.coursehero.com/file/37163405/NR531-week-4docx/
