What is the current design of your job? Assume that the opportunity arose for you to utilize the idiosyncratic deals (i-deals) in redesigning your job.
... [Show More] What would you do to make your job inherently more motivating? How would you design the feedback and reward systems in the new job? Be sure to include comments on two content theories and two process theories and highlight the significance of each theory.
Currently, my position of a supervisor at the local hospital is designed and approved for sufficient amount of autonomy to allow me for modeling my stance and positions of other team members as needed. Consenting me the option to modify my job responsibilities is a privilege my employer has given me after I had time to prove my nursing abilities through related dexterity. Outside of my supervisory role, I also assist team nurses with bedside procedures, schedule patient appointments if necessary, check-in hospital consumers, and perform various tasks requested by hospital physicians. Until recently, my management team consisted of two people, the supervisor and a charge nurse.
A few months ago, we created the two lead nurse positions as I was able to redefine everyone’s role based on their personal strengths and weaknesses. About a month ago, my counterpart decided to leave our organization and relocate to another state. This situation was a perfect call to practice and apply idiosyncratic deals that would be of benefit to all. For a small increase in pay, I decided to offer to take both management roles and help fulfill the position of a missing charge nurse. My request was denied by the upper management in order to preserve company’s integrity and maintain their structure of the climbing ladder process.
My offer was focused on becoming more affiliated with the organization and to increase my interest in the company as I felt this approach would provide me with more challenging opportunity and without disregarding that hard work pays off. By mastering the concept of challenge, making progress toward the related situation and saving the company from struggle while improving job satisfaction would be the strategies related to my overall stimuli and as need theories of motivation. As described by David McClelland’s Need Theory, the concept clarifies the need for success and promoting change as “…physiological or psychological deficiencies that arose behavior” and “To overcome obstacles and attain a high standard” (Kinicki, & Kreitner, 2003, p.206-209). On the other hand, I also affirm that Herzberg’s Motivator–Hygiene Theory highlights my inherent motivational strategy as it illustrates that “Job satisfaction was more frequently associated with achievement, recognition, characteristics of the work, responsibility, and advancement” (Kinicki & Kreitner, 2003, p.211). By adapting to my new job responsibilities and adding motivators into my scope of practice, my action would also arouse enthusiasm within other team members toward their responsibilities and increased occupational accomplishments. [Show Less]