A case study of Kaluyu Hospital

The case under consideration is Kaluyu Memorial Hospital, which a profit-making organization in Kenya. The hospital is a referral institution. It handles accident cases, chronicle ailments and has a ward for the HIV/AIDS patients. This essay seeks to illuminate on various demotivation factors at Kaluyu Memorial Hospital and the attributed impacts on the organization. Further, a communication system will be created that will serve the organization in the most appropriaa te manner. Lack of attachment to the hospital and the patients is a reason enough to gauge on the possibility of some of the staff leaving the facility in search of green pastures. This will be a serious negative impact of the demotivation factor of promotion. Hence, urgent action need to be done to salvage the situation.

The essence of a satisfied staff is to ensure that the services that are offered are of high quality and this begins with a strong attachment with the facility. Transformational leadership comes handy in this case to overturn the current situation to opportunities where the nurse staff are satisfied. There is a need to check on the equipment and materials used in the hospital. More advanced equipment and materials need to be procured because it appears that the hospital depends on outdated ones thus the reasons for the spread of diseases to the employees. If the hygienic milieu is not achieved as fast as possible, then there is a very high possibility of high cases of spread and this is a serious negative impact regarding this demotivation factor of hygiene.

To achieve the above actions regarding the existing tensions between the nurses and the doctors, the aspect of the dominance of a section of the nurses and staff over others, there is a need for a conference for the employees and this need to be done at professional levels. For instance, the non-medical staff should have a separate from the medical staff. Regarding the financial crisis of the organization, there is a need for a thorough an audit to establish the reasons for overspending. This would need a stern action to stop unnecessary spending which leaves critical aspects of spending such as repair or replacement of faulty equipment such as the refrigerator that has faulty for a long time. The fact that such critical equipment is not repaired or replaced raises a red flag on the priority of the previous management.

McClelland’s model of motivation The McClelland’s model of motivation indicates that any worker or individual needs three major drivers of motivation, which includes the desire for achievement, desire for affiliation, and that of power. Notably, all these motivators are not inherent but acquired or developed through the life settings. By using the McClelland’s model of motivation, all employees need to be trained and encouraged on the need for affiliation to the institution and fellow colleagues. This kind of entitlement will help in increasing the level of motivation among the employees of various cadres since they would have gained a sense of ownership. The case of the need for achievement in respective to the McClelland’s model of motivation, all employees need to be encouraged to aim at achieving both individual and organizational goals.