Motivation
In any workplace, there will be days some employees are motivated andsome when they are not. There will also be some employees who are alwaysmore motivated than others. There are strategies that can further enhancethe productivity every day of those who are generally motivated, and createsome motivation in those who generally run at a lower pitch of enthusiasm.But there are also management strategies and behaviors that act asdemotivators. Those, too, will be discussed as part of what the MedicalMRI Center generally uses in terms of employee motivators, and what it When clients arrive, they are generally a bit nervous. Either theyare afraid the MRI will show there is something wrong with them that theywon't like, or they are in pain, or they've simply never had an MRI beforeand are nervous. In any case, that factor makes it a service industry witha capital S. The fact that it is medicine complicates matters. People areused to taking orders from their doctors; doctors and administrators areused to giving orders. And yet, at the MRI Center, management has foundthat it takes more than barking commands to motivate a staff that is
Because of that, some of the motivators used arebonuses. At the very least, the fact that employees areaware of it means that if they feel put out by the way they are instructedor about their job performance, they can at least discuss it and not takethose ill-used words personally. On the medicalside, employees are very much aware of how valuable the service is topatients and their doctors. Eachsales/marketing account managers also has a specialty, for example,Personal Injury, which entails dealing with people injured in caraccidents. Fortunately, at least for the sales/marketing department,there are lots of intrinsic motivators; intrinsic motivators make up one ofthe 'new' discoveries in industrial and employee relations. No problem At MRI Center, there have been no problems worth talking about inregard to getting employees to increase their productivity. In this way, theycan present the options to employees and also find ways to bring theemployee's goals in line with the organization's goals. Butthe job also involves a great deal of public relations. What to say and what not to say Because MRI Center deals with so many clients who are sick or in painor worried, it seems natural to be sensitive to how one speaks to them, touse kinder words than one might naturally use. (Best, 2001) At MRI Center, there is no one-size-fits-all approach to nurturingemployees. Ideally, everyonewould then be performing to his or her highest standards, and there wouldbe no need at all for managers to work on improving motivation so thatproductivity will improve. Maybe you could make a signand put in up in front of that type of paint so we will all remember infuture. It would be impossible for a manager to usethe old 'command and control' form of employee motivation, because it wouldbe impossible to reduce this sort of work to its simplest task components(Best, 2001) and require more of it. It may involveorganizing golf tournaments, setting up meetings at Happy Hours, invitingadministrators of potential clients to luncheons and dinners. Although all have available the same sorts of 'perks,' fromtuition plans to holidays and so on, the management is smart enough to knowthat different people will respond to different things.
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Acceptance Essays
