Motivation is an inner impulse that directs individuals to act in a certain way to satisfy needs. There are intrinsic and extrinsic types of motivation. Motivation is important for job performance and reducing turnover. Leaders can create a motivating climate through clear expectations, fairness, participation in decision-making, recognition, and continuing education. Applying motivation theories properly in nursing management requires understanding individual nurses and involving them.

1. MOTIVATION
SUBMITTED BY : D. DELIGHTSON RUFUS, MSC Nursing II nd yr.
CHRI

2. INTRODUCTION
• Motivation is an action that stimulates an
individual to take a course of action, which
will result in an attainment of goals, or
satisfaction of certain material or
psychological needs of the individual.
Motivation is a powerful tool in the hands
of leaders. It can persuade convince and
propel people to act.

3. DEFINITION
• Motivation is defined as… an inner impulse
or an internal force that initiates and directs
the individual to act in a certain manner to
satisfy a need.
• Motivating force is a need that comes from
within an individual, e.g. to make a living,
gain status and respect or to remove a
source of frustration (Review of Maslow‘s
Hierarchy of Needs).

4. NEED FOR MOTIVATION
• JOB PERFORMANCE = ABILITY +
MOTIVATION

5. Job dissatisfaction:
• Job dissatisfaction contributes to higher turnover rates
and decreased productivity and considerable time and
money are required to recruit and select a replacement
for someone who leaves the organization, it also takes
time to socialize new employee to the organizational
culture, which is expensive time, beside that, other
employees will need to carry more load to cover the
needs, and at last the kind of interruptions that results
from the loss of this employee.

6. TYPES OF
MOTIVATION
1
✓
INTRINSIC MOTIVATION
2
EXTRINSIC MOTIVATION
This is an example text. Go ahead and replace it
Your Logo

7. TYPES OF MOTIVATION
•ACHIEVEMENT MOTIVATION
It is the drive to pause and attain goals
•AFFIRMATION MOTIVATION
It is a drive to relate people on a social basis.
•COMPETENCE MOTIVATION
It is the drive to be good at something.
•POWER MOTIVATION
It is the drive to influence people and change
situation.
Your Logo

8. TYPES OF MOTIVATION
•ATTITUDE MOTIVATION
Attitude motivation is how people think and feel.
•INCENTIVE MOTIVATION
It is where the people are motivated through
external rewards.
Your Logo

9. NATURE OF MOTIVATION:
• Unending process : human wants keep
changing and increasing
• A psychological concept deals with the
human mind
• Whole individual is motivated as it is
based on psychology of the individual.

10. SOURCES OF MOTIVATION
INTERNAL PUSH FORCES
•
•
•
•
•
NEEDS :
For security
For self esteem
For achievement
For power.

11. ATTITUDES
About self
About job
About supervisor
About organisation

12. GOALS
• Task completion
• Performance level
• Career advancement

13. 2. External pull forces:
• A) characteristcs of the job
• Feed back
– Amount
– Timing
Workload:
Tasks
variety
scoper
B) Characteristics of the job situation.

14. IMMEDITE SOCIAL ENVIRONMENT
• SUPERVISORS
• WORK GROUP MEMBERS
• SUBORDINATES
ORGANISATIONAL ACTIONS:
• Rewards and compensations
• Availability of training
• Pressure for high levels of output.

15. REQUISITES TO
MOTIVATION
• We have to be motivated to motivate.
• Motivation requires a goal.

16. CREATING A MOTIVATING CLIMATE
• It is important to examine organization
climates or attitudes that influence work
morale and motivation.

17. STRATERGIES TO CREATING A MOTIVATIONAL
CLIMATE
1. Have a clear expectation for workers and communicate effectively.
2. Be fair and consistent when dealing with all employees.
3. Be a firm decision maker.
4. Develop a team work/team spirit.
5. Integrate the staffs needs and wants with the organization‘s interest
and purpose.
6. Know the uniqueness of each employee.
7. Remove traditional blocks between the employee and the work to be
done.
8. Provide opportunities for growth.

18. STRATERGIES TO CREATING A MOTIVATIONAL
CLIMATE
• 9. Encourage participation in decision-making.
• 10. Give recognition and credit.
• 11. Be certain that employees understand the reason behind
decisions and actions.
• 12. Reward desirable behaviour.
• 13. Allow employees exercise individual judgement as much as
possible.
• 14. Create a trustful and helping relation with employees.
• 15. Let employees exercise as much control as possible over their
work environment.

19. LEADERSHIP ROLE:
1. Recognize each worker as unique individual who is motivated by
different things.
2. Identifies the individuals and collective value system of the unit and
implements a reward system that is consistent with those values.
3. Listen attentively to individual and collective work values and
attitudes to identify unmet collective needs that can cause
dissatisfaction
4. Encourage workers to ―stretch‖ themselves in an effort to promote
self growth and self actualization.
5. Maintains a positive and enthusiastic image as a role model to
subordinates in the clinical setting

20. 1) Act as a Role model (Set a good example):-
a) Set high standards in the units.
b) Maintain a positive attitude towards the
work and staff.
c) Be optimistic; in other words, be aware of
how difficult the job is and how it can be
done.
d) Ask for help when in need.
e) Admit mistakes.

21. 2) Develop and maintain Good Personal Relations:-
a) Use two-way communication.
b) Be friendly, not to criticize staff in front of others and be fair.
c) Keep a sense of humor and avoid getting angry.
d) Try to understand nurses‘ attitudes, likes, dislike their experience,
previous training, problems in their work and needs.
These measures will help in understanding nurses‘ behavior.
Understanding is the first step toward motivating nurses. Trust
comes with understanding and it develops slowly based on the
respect and acceptance of the manager. Motivation is based on
understanding and trust.

22. Some guidelines for developing trust:-
a) Apply rules equally and consistently.
b) Avoid favoring some nurses over others,
be fair.
c) Share information – show respect for
ideas and opinions and confidentiality.
d) Be supportive at all times.

23. 3) Post Each Nurse where she can work best:-
• The nurse is more likely to succeed and
be motivated if her/his interests and skills
are considered in the assignment.
Success is the best motivator.

24. 4) Use a participative style:-
• Participation and sharing information will
motivate nurses since they feel they are
taking part in decisions. Motivation
requires more than physical involvement in
a job. It also demands mental and
emotional involvement.

25. 5) Guide, encourage and support continuously:-
Guidance means helping nurses in planning, evaluating
their work and in solving work and personal problems..
Encouragement means helping and reassuring nurses
regardless of the type of problems.
Develop a supportive environment by reducing physical
stresses associated with the job. Support means
removing obstructions and providing nurses with
satisfying work environment which include personnel and
facilities and suitable learning materials needed to do
their job.

26. Reward Good work:-
a) Give recognition for successful
achievement of the job. Praise frequently
and informally. It can be in front of other
staff.
b) Reward includes: Pay increase,
promotion, training for advancement to a
higher level within a job.
c) Thank you is a type of reward that helps
to increase self-confidence.

27. 6) Build team work (Team spirit)
a) Schedule regular meetings.
b) Make nurses feel that their job is
important to the success of the team.
c) Integrate the needs and wants of the staff
nurses with those of the nursing unit.
d) Think of nurses in the unit as a group and
do what is best for them.

28. 7) Provide continuing education:-
Nurses enjoy learning new knowledge and
skills or updating the existing knowledge
and skills or taking new responsibilities
through continuing education.

29. SYMPTOMS OF MOTIVATED NURSES:-
1. Show interest, enthusiasm and have a positive
attitude.
2. Believe their work is important and work hard.
3. Work well with their supervisors and others.
4. Take part willingly in planning, implementing and
evaluating their work.
5. Show responsible behavior.
Strive to find the best way to produce optimal job
performance.

30. • CONTENT THEORIES
• PROCESS THEORIES
• MOTIVATIONAL THEORIES FOR
BETTER NURSING MANAGEMENT

33. MOTIVATIONAL THEORIES FOR
BETTER NURSING MANAGEMENT
•
•
•
•
•
•
•
•
•
•
•
Need for power
Need for achievement
Need for affiliation
Improving physcial working condition
Increasing the level of training
Job design
Work environment
Positivereinforcement
Avoidance learning
Punishment
Be sure to tell a person he is doing wrong.
Your own footer
Your Logo

34. PROBLEMS IN APPLYING
MOTIVATION THEORIES
• REWARD VS PUNISHMENT
• PERSONAL SATISFACTION VS
FINANCIAL SATISFACTION
• PERSUATION VS COERSION
• KNOWING YOUR WORKERS
• INVOLVEMENT

35. METHODS FOR MOTIVATING
EMPLOYERS
Job rotation
Job enlargement
Job enrichment
Flexible time
Job sharing
Employee involvement
Variable pay program

36. BIBLIOGAPHY
• Bessie(2006) leadership, motivation and
motivating climate in nursing, 3rd edition,
Lippincott.
• JOURNALS:
• James, fofler, journal of practice, protocol
adoption for any event, vol (2005)
• website.:
• www.pubmed.com
Your own footer
Your Logo

37. THANK YOU!
Your Logo