What directs behavior toward the accomplishment of some objective
Unlike expectancy theory and equity theory, goal-setting theory suggests that it is not the rewards or outcomes of task performance per se that cause a person to expend effort, but rather the goal itself (Locke, 1968).
Timothy was new to a home care hospice program. An important skill in care with the termi- nally ill is therapeutic communication. Timothy and his manager recognized that he needed help to improve his skills in communicating with these patients and their families. His man- ager asked him to write two goals related to communication. Timothy expressed a desire to attend a communications workshop and also indicated he would try at least one new com- munication technique each week. Within a month, Timothy’s therapeutic communication skills had already improved. As a result, Timothy was more satisfied with his position, his patients received more compassionate care, and Timothy found his work more rewarding.
Each theory of work motivation contributes something to our understanding of, and ulti- mately our ability to influence, employee motivation.
Manager as Leader The manager serves as a role model, exemplifying leadership qualities that reflect the organiza- tion’s values, mission, and vision and plays a key role in staff members’ job satisfaction and retention (Failla & Stichler, 2008). Additionally, the manager can create conditions that enhance employee motivation (Doucette, 2009) and provide opportunities and encouragement for staff development (Urquhart, 2009).
Staff Development Orientation Getting an employee started in the right way is essential. A well-planned orientation reduces the anxiety that new employees feel when beginning the job. In addition, socializing the employee into the workplace contributes to unit effectiveness by reducing dissatisfaction, absenteeism, and turnover (see Chapter 20).
Orientation is a joint responsibility of both the organization’s staff development personnel and the nursing manager. In most organizations, the new staff nurse completes the orientation program, whereupon the nurse manager (or someone appointed to do this) provides an on-site orientation. Staff development personnel and unit staff should have a clear understanding of their respective, specific responsibilities so that nothing is left to chance. The development staff should provide information involving matters that are organization-wide in nature and relevant to all new employees, such as benefits, mission, governance, general policies and procedures, safety, quality improvement, infection control, and common equipment. The nurse manager should concentrate on those items unique to the employee’s specific job.