Nursing

What has been your experience with staffing? Reinforcement theory, also known as behavior modification, views motivation as learn- ing (Skinner, 1953). According to this theory, behavior is learned through a process called oper- ant conditioning, in which a behavior becomes associated with a particular consequence. In operant conditioning, the response–consequence connection is strengthened over time—that […]

How such behavior is sustained over time Process Theories Whereas content theories attempt to explain why a person behaves in a particular manner, process theories emphasize how the motivation process works to direct an individual’s effort into performance. These theories add another dimension to the manager’s understanding of mo- tivation and help predict employee behavior

Determine FTEs needed. Content Theories Content theories emphasize individual needs or the rewards that may satisfy those needs. There are two types of content theories: instinct and need. Instinct theorists characterized instincts as inherited or innate tendencies that predisposed individuals to behave in certain ways. These theo- ries were attacked for their difficulty in pinpointing

Compensation Responsibilities Daily job performance Benefits Education—basic/advanced Attendance Job design Continuing education Punctuality Leadership style Skills/abilities Adherence to policies and procedures Recruitment and selection Absence of incidents/errors/accidents Employee needs/goals/abilities Honesty and trustworthiness CHAPTER 17 • MOTIVATING AND DEVELOPING STAFF 229 considered troublesome in one department may be acceptable in another department. Finally, some behaviors are

This performance model identifies six categories likely to be viewed as important: 1. Daily job performance 2. Attendance 3. Punctuality 4. Adherence to policies and procedures 5. Absence of incidents, errors, and accidents 6. Honesty and trustworthiness Although there is conceptual overlap in these categories, separate designation of each helps emphasize their importance. When using

MANAGING RESOURCES A continual and troublesome question facing managers today is why some employees perform better than others. Making decisions about who performs what tasks in a particular manner without first considering individual behavior can lead to irreversible, long-term problems. Each employee is different in many respects. A manager needs to ask how such differences

Key Terms Content theories Equity theory Expectancy theory Extinction Goal-setting theory Horizontal promotion 1. Describe how motivation and ability affect job performance. 2. Discuss how different theories explain motivation. 3. Explain how orientation, preceptors, and on-the-job instruction can help motivate staff. 4. Describe the benefits of nurse residency programs, career advancement strate- gies, and leadership

A Model of Job Performance EMPLOYEE MOTIVATION MOTIVATIONAL THEORIES Manager as Leader Staff Development ORIENTATION ON-THE-JOB INSTRUCTION PRECEPTORS MENTORING COACHING NURSE RESIDENCY PROGRAMS CAREER ADVANCEMENT LEADERSHIP DEVELOPMENT Succession Planning Motivating and Developing Staff 17 Place Your Order Here!

patient care units in acute care hospitals . Journal of Nursing Scholarship, 43(1), 82–88. Manojlovich, M. (2009). Seeking staffing solutions. American Nurse Today, 4(3), 25–27. Needleman, J., Buerhaus, P., Pankratz, S., Leibson, C. L., Stevens, S. R., & Harris, M. (2011). Nurse staffing and inpatient hospital mortal- ity. New England Journal of Medicine, 364(11), 1037–1045.

Determine the nursing care hours needed. CHAPTER 16 • STAFFING AND SCHEDULING 225 3. Determine FTEs needed. 4. Create or modify a schedule that best meets your patients’ needs. 5. Supplement staff as needed. 6. Consider self-staffing if appropriate. Questions to Challenge You 1. What has been your experience with staffing? Use any work setting