Factors Affecting International Human Resource Management Essay Example

management effectiveness to motivate, of supposed or perceived reputation of their long-standing hospital that they feel that they do not feel the need to level the service they provide as they are guaranteed of regular patrons. Overall, the problem evolves because the hospital’s communication and people management strategy was not effective and did not build the mutual objectives necessary between the hospital staff, nurses, and management to achieve overall organizational efficiency and effectivity.

In line with the emerging problems, the writer suggests that the hospital’s human resource department provided employee motivation programs such as incentive and compensation to those with good customer evaluation, cooperatives, recognition (perhaps an employee of the month award), or team building activity. The assumption concerning the “best” method of motivating workers were characterized by a strong social emphasis. It was argued that management had a responsibility to make employees feel useful and important on the job, to provided recognition, and generally to facilitate the satisfaction of worker’s social need.

In line with this, the hospital need to initiate efforts to raise the quality of service they provide to patients and employee development by having continues employee training about new medical technologies or seminar on mandatory sanitation procedures. They can have a daily work evaluation to be accomplished by both the patient and by an appointed supervisor. The Supervisor on the other hand (it could be the head nurse) could attend Management/ Supervisory training. Supervisory training programs began emphasizing the idea that a supervisor’s role was no longer simply that of a task maker. Supervisor has also to be understanding, and sympathetic to the needs and desires of their subordinates.

Aside from the staff evaluation,

the hospital may adapt the principles of Ouchi’s Theory Z and Lawler’s recommendations for developing high-performing system. The basic goal is to organize a working condition that would elicit satisfaction from individuals as they contribute in improving the entire organization’s welfare. By inculcating this mindset, the individuals were to identify themselves with the organizations as a whole so that improvement on organizational performances would be rewarding for the employee. As earlier mentioned, another motivational activity that the hospital can adapt is by providing rewards, incentives, and strict compliance policy. By having high standard service, the staff and nurses will be driven to perform better.

As stated in Allport (1954)’s Drive and Reinforcement Theories , decisions concerning present behavior. Where past action led to positive consequences, individuals would tend to repeat such actions, where past actions led to negative consequences or punishment, individuals would tend to avoid repeating them. By adapting this theory, nurses and staff alike will be driven to perform better in the hope to earn recognition and reward while adhering to the hospital policy and procedure to avoid sanctions and bad employee profile (as referred here in our company as the 201 file).