Intercultural Communication and Organisationals Behaviours
Task 1: Motivational Factors For The Aged Residential Care Workers in New Zealand:
New Zealand has maintained proper motivational process when it comes to the health care. The organization motivates the group for improving the high quality work. The motivation theory includes Maslow’s hierarchy of needs that states the satisfaction of the needs. When the needs are fulfilled in the human, then the proper motivation rises up. Motivation theory also includes in the Alderfer’s ERG theory, which states the three parts including the growth, existence and the relatedness. The existence includes the employee salary structure and the security for the job. As referred by Elkin, Jackson & Inkson (2008) the motivation also includes Herzberg's two theories that states with the satisfaction and the dissatisfaction of the employee. Mcclelland's theory of needs states the three motivational factors of a person. The three motivational parts are the power, achievement of the needs and the affiliation. The motivation process includes the expectancy theory that states with the specified behavior over the other behavior. The behavior for the motivation will be based upon the outcome of the desired thing. As stated by Elkin, Jackson & Inkson, (2008) motivation will lead the person to follow a specific path of success. The health care organization has the proper motivation fixed. The motivational needs in the healthcare organization have been addressed properly to the staff. The proper goal and strategies will make the health care to build properly. In New Zealand the health care for the aged are taken in special condition. Moreover special training are been given to the workers. They take special intensive care to the aged person. Based upon the analysis of the theory, the factors that motivate the workers include the special rewards, incentives, shifts based upon their flexibility and recognition. The factors will motivate the workers to work properly in the residential areas. The workers will overcome all the problems relating to the residential care workers.
Task 2: Management of stress to reduce the turnover:
The turnover of the residential health care workers is a major problem. There are many reasons for the turnover. The stress in the old people caring can be better managed by reducing the health care related problem of the old people. The stress can be the anxiety, financial problem and improper caring. The high turnover will affect the quality of work because the health workers are changing. The health workers may sometimes have to work overtime but the increasing cost will makes a problem. The family of aged care sometimes is not satisfied with the caring of the health workers resulting in stress. The less experience staff is not at all granted as intensive caring need to be taken to the aged person. The stress factors can be for not getting the salary properly of the health workers. If the training and the development of the health workers are not maintained properly then the stress factor comes. It depends for proper control of the job. If the proper controlling of job is perfect then the stress level will be less. The communication is an important thing as communicating properly will reduce the stress factor. The employee encouraged themselves for proper communicating with the social networking site. The reward will make the employee to work more significantly. The employee must make his or her own decisions and having the responsibility fixed. The employee must improve the hiring process, as on the first month of the job the pressures are too high for the working. Hence, if the hiring process is well maintained then the employee will not have any problem while working. As opined by Edvardsson et al. (2014) the employee must get a proper training of the health care. Supervising is very important for the proper getting of the people. The supervising with the proper skills and training will make the employee to work properly. The stress of the employee can be for their losing their jobs. As referred by Elkin, Jackson & Inkson (2008) the turnover has made problems to the old people as the health workers are changing their position when they are not satisfied. The turnover will make the health workers to change the position of not being satisfied.
Task 3: Role of the stakeholders in improving the residential care:
The stakeholders play an important role for improving the residential care. As referred by Ravenswood, Douglas & Teo (2014) different stakeholders plays different role. In the healthcare organization, the higher authority plays the role for the proper working. New Zealand Aged Care Association has the stakeholders of investors, providers, employers and the patient. The providers will belong to the technical sense. The payers will tend to the cost effectiveness. The employers will tend to do the work back properly. The patients will regularly visit the organization. The stakeholders will try to improve the residential caring. The medicinal benefits will help the growth of the organization. The organization holds the positive impact for the stakeholders. The quality improvement will make a high value for the stakeholders. The higher authority stakeholders help for the proper training and the development areas for the new employees by conducting proper communication skills. The audits are focused for the residential outcomes. In the resident’s proper improvement for the recommended practice are required. The stakeholders identify the resulting audit for the improvement in the areas such as the medicinal area. It also helps to improve the management area. The stakeholders will help the growth of the management by improving new technology. As referred by the Henning et al. (2015) stakeholders will make the improvement in the residential areas. The stakeholders uses the audit result to grow across the sector and to make the initiatives quality. The stakeholders improve the result for the medication management and the safety. The improvement will make the residents for the outcome (www.hrc.co.nz, 2017).
The stakeholders who belong to the government sector will make the development, which can be approved by government of the state. The stakeholder who belongs to the local community gives the feedback for the improvement part. As stated by the Sandler et al. (2015) feedback will help the growth for the residential care. Moreover, the patients can also make the feedback for the medicinal development. A proper caring is been taken in the residential care. The stakeholders will help the proper running of the New Zealand based workforce company. The stakeholders will make the company to grow more in the financial and the management area.
Task 4: Structured interview with healthcare employees:
The learner has aimed to conduct the interview between the employees of aged care home (1 care home, 3 health care employees) in New Zealand. The purpose of the interview was to assess the motivating and de-motivating factor for the aged care home workers shedding light on stress. Confidentiality has been maintained during and after the interview regarding disclosure of information.
Question 1: Based on your experience within the health sector in New Zealand, could you please talk about some major motivators. In other words, what motivates you in your day to day work?
As stated in his interview the first employee of the organization, some of the factors that motivate the employees working in the health care sectors include salaries and the incentives provided communication and relation with peers and colleagues, performance appraisal, career development opportunities, etc. He also stated that the doctors’ and other staffs’ feelings towards their work which tends to have a significant impact on their work and the quality of services and hospitality provided to the patients. Thus, it becomes necessary to keep the staffs motivated so that they feel motivated and work efficiently.
Question 2: Are there any things that demotivate you in your day to day work? Please elaborate.
The first and the second employee of the organization in their interview stated that there works some de-motivational factors alongside the motivational factors in the organization that pose a challenge in the day to day operation of the organization. Some of them are lack of proper appreciation, workload that leads to a misbalance in the work life balance for the employees, lack of clarity of work, etc.
Question 3: Have you experienced any form of stress while at work? Please describe.
In his interview, the third employee recalled of an instance where he faced stress and anxiety while at work. He described that there was one instance when the number of patients increased and that lead to increase in the work pressure. Less availability of workers and lack of proper communication lead to a complete chaos among the employees.
This section of the study describes the de-motivational factors that work against the engagement of employees in the organization. As observed in the prior sections, some of the factors that de-motivate an employee to work include lack of proper appreciation, increased workload, lack of incentives, etc. below are given some recommendations that will help eliminate these factors:
- Proper recognition and appreciation to the employees: proper recognition and appreciation of an employee's work is one of the great motivational factors that the employees search for in an organization. It will enable the employees to work efficiently and strive to achieve the organizational purpose and goals.
- Providing the employees with balanced workload: One of the major factors that lead to the stress and de-motivation among the employees is increased workload due to which they are not able to maintain a proper work-life balance. Thus, providing the employees with a balanced workload ensures less stress among the employees and they will be able work properly and more efficiently.