医院人力资源激励理论的应用英文版.doc

FLINDERS-NANKAI MHA PROGRAMStudent Name:GU Ming-JunStudent ID:2100672Student Group: Group 4Topic: HSMT9017Assignment: The application of motivation theory in hospital human resources managementDue Date: December 30, 2012Date Submitted: December 30, 2012Word Count: 3587Is this paper is entirely your own work, unless otherwise acknowledged? Please answer with yes or no: YES!The application of motivation theory in hospital human resources managementGu Ming-JunAbstractThe competition among hospitals is contributes to hospital human resource advantages and disadvantages. Regarding the hospital, it is important that there is excellent medical personnel talent team for hospital survival and development. The continuous development of hospitals can meet the peoples growing medical preventive health services demands. Public hospitals are under the influence of traditional planned economic system, the hospital is lack of effective incentive mechanism for staff. Employee loss is serious, the working enthusiasm and efficiency are very low. This situation has seriously affected the development of hospital and residents demand on the quality of medical service. We have observed a general hospital in a natural context for more than 20 years and we further enumerated and analyzed some problems of hospital human resource management such as the practice environment deterioration, the too large labor intensity, low salaries, a serious brain drain phenomenon; lack of professional management personnel; personnel management system restricted many; lack of scientific performance evaluation system, damage the enthusiasm of the staff; the failure of incentive policy; the lack of hospital culture. Most hospitals have not a accepted good cultural atmosphere and the concept of value. These problems affected the entire healthcare team quality improvement and the development of public hospital. These are objective restricts for Chinas medical reform and development. Our health service is also unable to meet the peoples demands on the quality of medical service. Together with the social environment changes, the doctor-patient relationship to freezing point, the hospital becomes social contradictory outbreak export, and now medical industry is really the one of the high-risk industries. How does public hospital attract, retain, incent and develop human resources? Perfect incentive mechanism is an important factor. The hospital must pay attention to employee motivation. The critical behaviors of incentive include vision, job analysis, appraisal, remuneration, occupation career development. The various ways of motivation include the material incentive, spirit incentive, target incentive, environment incentive and system incentive and others. The establishment of incentive mechanism of hospital human resources is people-oriented, adherence to the combination of material incentive and spirit incentive and fair. To put together extrinsic motivation and intrinsic motivation will make work to yield twice the result with half the effort. Implement the incentive principle of combination of both rewards and punishment. Accurately grasping the incentive opportunity, following the incentive principle of hierarchy, achieving combination of organizational goals and individual objectives are also carried out. Incentive should attach importance to effective communication. Incentive behaviors really play roles through communication. Communication can also produce cohesion. Improvement and comprehensive use of various kinds of incentive mechanisms of the public hospital should be according to the actual situation. It is necessary that the public hospitals establish the incentive system characterized by conforming to the characteristics of hospital situation, the characteristics of the times and the needs of the staff to stimulate staff potential and passion for work, to enhance the core competitiveness of the hospital.Introduction and backgroundsThe competition among modern hospitals contributes to human resources in hospitals. Regarding the hospital, it is important that there is a excellent medical personnel talent team for hospital survival and development. The continuous development of hospitals can meet the peoples growing demands of medical preventive health services. How does public hospital attract, retain, incent and develop human resources? Perfect incentive mechanism is the one of important factors and links. Public hospitals are under the influence of traditional planned economic system, the hospital is lack of effective incentive mechanism for staff. Employee loss is serious, the working enthusiasm and efficiency are very low. This situation has seriously affected the development of hospital and residents demand on the quality of medical service. This study is based on a long term observation of a general hospital that the author is familiar with, trying to find out problems and put forward the improvement measures in the human resources management.Basic conceptHuman resources refer to ll working population of a certain region as production factor involved in the social economic activity. Human resources management refers to a series behavior of organizational decision making about the organizations human resources situation and forecasting, planning, investment, training, configuration, use, research and development of the country and various organizations.Incentive and incentive mechanism: motivation is a kind of psychological process to stimulate peoples behavioral motivation. Generally speaking, motivation enhances individual behavior that is agreed with organizational goal and guide individual behavior to maximize the development and use of human resources to achieve organizational goals. In other words, incentive is to make one person better to do something, and that something must be with a business or organizational goals associated. Incentive mechanism, motivation system is accomplished by a set of rational system to inspire the main body and object interaction mode. The connotation of incentive mechanism is to form the system of several aspects. Manager according to the laws and regulations, value orientation and cultural environment, inspire and encourage those that are being managed to make their behaviors to continuously develop from the aspects of material and spirit. At all times and in all countries the leaders, managers have different level of use of various incentives, to boost morale, polymerization, solidarity to complete tasks and achieve organizational goals. Human behavior depends to a great extent by the incentive degree or level. Excitation level higher, more aggressive behavior, behavior effect is more significant. Excitation process, are the leaders or managers to guide and promote the work of groups or individuals to the target behaviors. The incentive mechanism is a way of interaction between the main ody and object body through motivation factors. Its function is to guide and standardize peoples behavior and values to conform to the regulations and the behavior means and value concept advocated. Excitation systems goal is to mobilize the enthusiasm of the talents. The starting point is to meet the individual needs of talents. e core is the distribution system and the code of conduct. To make incentive system run effectively, need to communicate information, to understand the real needs of talents, and make the induction factors (i.e., environment and system design, policy control) linked to achieve personal goals, and objectives of the organization. Incentive mechanism requires managers to hold to the concept of people-oriented, through rational system to motivate employee, arouse the enthusiasm of the staff, in order to achieve the orderly management and effective management.Major problems about the hospital human resource managementPublic hospital personnel structure characteristics: hospital staffs characteristic is a knowledge-intensive and labor-intensive combination. Medical talents are characterized as follows: long growing period, higher level of education, large professional personnel proportion, complex professional specialization, low comparability, complex management. Medical work is related directly to the patients health and safety. Medical staff must visit the first-line for direct provision of medical services for patients. Due to the special structure of the hospital staff, the hospital competitive advantage basically is the talents advantage. Therefore, how to mobilize the entire hospital staff enthusiasm and to give full play to their potential is an important and arduous task.I have observed a general hospital in a natural context for more than 20 years. In November of 2012 we interviewed 3 physicians and 3 surgeons of recent resignation and 3 physicians and 3 surgeons still working in the hospital doctor from the hospital construction and development, system and management, salary, work environment, organizational sense of participation, the opportunity for personal development, welfare and hospital culture. According to my observation and their views put forward. Major problems of hospital human resource management will be enumerated and analyzed as follows:Practice environment deterioration, the too large labor intensity, low salaries, a serious brain drain phenomenon, the tension of doctor-patient relationship. Hospitals and medical personnel become an outlet of explosion of social conflicts. Medical personnel life safety is threatened, social status drops. Only a short while ago, doctors and nurses become the high risk occupation. Medical personnel, especially young medical staff in the hospital, are lack of identity, sense of belonging, responsibility. Their working enthusiasm is not high. The medical staff had to change jobs.The hospital is lack of professional management personnel. The hospital managers are mostly from hospital surgery and internal departments with strong medicine technology, but in the management of human resources, they mostly rely on experience or technology instead of the management, can only cope with general outine work. Management with too many strict rules and simple administrative commands is lack scientific theory, ignored the persons subjective initiative, sense of belonging, a sense of achievement and self-actualization needs. Personnels work is often restricted to a job transfer, attendance, salary increases for examination and approval, rather than staff intellectual resources development, and not for the hospital to provide high-quality human resources services and products.Due to the adjustment of the establishment system of public hospitals, the number of formal medical staff to gradually reduce, the increase in the proportion of the employed personnel, hiring personnel has become the main force in the hospital. The formal employees and hiring staff, however, is not of equal pay for equal work. The hospital lacks of scientific performance evaluation system and system standards and norms. It is difficult to reflect the contribution to the results of the different staff positions. Salary distribution is difficult to play a stimulating role, to be detrimental to the enthusiasm of the staff.Incentives for the hospital did not play a role. Existing incentive policies set only for a small number of talented people engaged in research work. The incentives become these minorities Patent. For the majority of clinical staff, lack the necessary incentives.The incentive process lacks of communication in the hospital. Administrative departments usually orders in the process of using the incentive mechanism. The effective communication between managers and employees lacks. Managers are difficult to know the real demand from employees. And there are not effective communication channels between the employees and supervisors. Reliance on the management system totally restrains employees. In the incentive method, without considering the staff basic needs and the needs of higher level such as self-realization, the identity of others and so on.The lack of hospital culture: There is not a good cultural atmosphere and the concept of value in the hospital.These problems affected the improvement of quality of entire healthcare team and the development of public hospital. These problems also objectively restrict the reform and development of medical institutions. The hospital can not meet people demands of the quality of medical services.How to improve hospital human resource incentive measuresMaslows hierarchy of needs theory: People have physiological, safety, love and belonging, esteem and self-actualization in the five level needs according to this theory. Management should be based on different needs, different incentive ways, make reasonable requirements be met. An important task of human resources management is to establish an effective incentive mechanism. The mechanism can inspire and mobilize the enthusiasm of the staff work. The critical behaviors of incentives include vision, job analysis, appraisal, salaries and occupation career development.Material incentive: salary distribution properly can save the hospital manpower capital and it can also mobilize the enthusiasm of the staff and make the hospital to maintain good benefits. Therefore, in the modern hospital management, the establishment of a fair, just, reasonable salary system is very important. The target is with internal equity, external competitive. It is the foundation to take other means.Spiritual motivation: Spiritual motivation includes respect, understanding, support, trust, tolerance, caring and considerate to employees. The correct use of spiritual incentive mechanism can effectively cultivate loyalty and trust of staff. From the point of view of employee and for their sake, fully mobilize the enthusiasm of the staff. We should support personnel at work, care personnel in the life, respect for the talents in personality, meet the needs of talents psychologically. Using emotional bond to each kind of talented persons hearts together allows them to fully feel warm. According to Maslows hierarchy of needs theory, it is the requirement of higher administrative levels. Target incentive: a person is only to keep on the pursuit of higher goals, can stimulate the upward inner power. Target incentive is to identify appropriate targets, evoked motivation and behavior of people, to mobilize the enthusiasm of the people for the purpose of.System incentive means to reform and improve the personnel system, distribution system to attract, comfort and stability talents. At the same time the hospital formulates incentive systems according to the different types and characteristics of staff, to consider individual differences.Environmental incentive means to improve the political environment, working environment, living environment and human environment, to attract and stabilize talents. In the condition of comfortable environment, warm atmosphere, stable life, cheerful, peoples potential can be exerted fully.According to the special structure of the medical personnel, the establishment of hospital human resources incentive mechanism should be people-oriented. The development and management of human resources incentive mechanism must reflect the principle of people-oriented, people- respected, people-understood, people-cared about, mobilizing the enthusiasm of the people in the first place. To recognize and meet the needs of the people, respect and accommodate human personality, value and realize human value, develop and utilize human potential, unify and guide peoples thoughts, control and regulate peoples behavior, encourage and reward the creating, build and improve the human environment and others, the above are important. Adhere to the combination of material incentive and spirit incentive principle, the former address the peoples material needs, provide material resources, such as salary, bonus and so on; and spiritual incentive in the higher levels to mobilize the staff s work enthusiasm, the motivation is big, maintain a long time. The fair justice is very important. In the selection, appointment of staff and implementation of incentive in the process, the hospital should objectively evaluate the performance of medical staff, reduce the unfair distribution, avoid negative opposition divided in public opinion, and other adverse consequences. Extrinsic motivation and intrinsic motivation is put together will make work to receive the twice the result with half the effort. Extrinsic motivation includes salary, bonus and welfare and so on. Intrinsic motivation is mainly to satisfy the need for self-actualization of employees, make employee satisfaction and sense of achievement, so as to stimulate staffs work enthusiasm and initiative. Reinforcement theory: American behavioral psychologist Skinners reinforcement theory thinks, whether human or animal, in order to achieve a certain purpose, will take some action, when the results of his favor, this behavior will be repeated, and when the results in adverse, this behavior will be weakened and disappeared.The combination of incentive principles of rewards and punishment: Excessive negative reinforcement will have many side effects. For example, make employee frustration， psychological fear for managers and low morale. Positive reinforcement will allow employees to feel a sense of achievement and satisfaction. The staffs working enthusiasm will be greatly enhanced. Positive role models and negative examples help to form a good atmosphere, make the system more effective, and organizational behavior more positive. Therefore, managers should be combined skillfully positive and negative incentives.Accurately grasp the incentive timing: Good incentive opportunity for proper incentive is cruc