Question.5427 - Case Study AnalysisBarbara Norris: Leading Change in the General Surgery UnitCase Study Analysis InstructionsInstructionsBy the end of day (11:59 pm) Sunday (Mountain Standard or Mountain Daylight Time), submit a persuasive, well-constructed written case study analysis. The case study analysis should clearly state your position, include supporting evidence from the case study, and demonstrate your mastery of the material by appropriately applying concepts from the reading assignments. The case study analysis should be at least 600 words, but no more than 750 words, in length. Please include the word count as part of your written case study analysis. Use proper grammar, spelling and punctuation. Please include your name on the assignment.Grading of AssessmentGrading will be based upon the attached rubric below. Refer to this grading rubric in preparing your case study analysis assignment.Please note that the grading rubric is divided into the following sections:Quality of Response (25 points)Application of Principles (50 points)Clearly Stated Course of Action (15 Points)Grammar, Spelling, Punctuation and Including the Word Count (10 Points)Descriptions of each of these four sections are provided in the grading rubric. The written case study analysis will be worth a maximum of 100 points. Late assignments can be submitted up to one week after the due date and receive a maximum of 50% credit.BackgroundFour-Drive Theory is a theory of human behavior and motivation developed by Nitin Nohria and Paul Lawrence. Their research suggests that there are four drives that underlie everything we do, including how we perform at work and how we feel about our job, colleagues, and organization. These needs are the drive to acquire, the drive to bond, the drive to comprehend and the drive to defend. Meeting these four drives is critical to having individuals who are motivated in the workplace."Although employees look to different elements of their organization to satisfy different drives, they expect their managers to do their best to address all four within the constraints that the institution imposes." Even when there are limitations placed upon an individual manager, there is still a tremendous amount that a manager can do to ensure these critical four drives are met.Nohria, Nitin, et al. "Employee Motivation: A Powerful New Model." Harvard Business Review, vol. 86, no. 7-8, July 2008, p. 78.Considering Nohria's Four-Drive Theory of Motivation, how well does GSU fulfill these four needs? (Consider GSU's reward system, culture, job design, and performance management system.) Assignment While there are constraints limiting her actions, what should Barbara Norris do to increase the motivation of the nurses in the GSU? Clearly state which two (2) principles from this module Barbara Norris should have employed, providing at least three (3) specific examples (courses of action) that demonstrate the application for each of the two principles.(Please see 'Kirby's Guidelines and Tips for the Case Study Analysis' (in Module 1) for additional details on the structure of the Case Study Analysis, application of principles, and the course of action (specific examples). Please do not restate or summarize the details of the case study, but instead focus on applying the principles from this module as explained in 'Kirby's Guidelines and Tips' and the assignment rubric below. See the Objective section of the Module 3: Overview - Motivation page for a list of the main principles in this module.)
Answer Below:
Case xxxxxxxx A xxx in xxx Life xx Alex xxxxxxxxxx Managing xxxxxx and xxxxxxxxxxxxx Word xxxxx IntroductionThe xxx at xxxxxxx Massachusetts xxxxxxxxxx Hospital xxxxx an xxxxxxxxxx amount xx challenges xxx morale xxxx turnover xxx a xxxx culture xx conflict xxxxxxx Norris xx the xxxxx appointed xxxxx manager xxx to xxxxxxxx such xxxxxx with xxxxxxxxxx organizational xxxxxxxxxxx like x hiring xxxxxx and xxxx of xxxxxxxxx Using xxxxxxxxxx from xxxxxxxxx intelligence xxx organizational xxxxxxxx Barbara xxx attempt xx build x more xxxxxxxx motivated xxx high-performing xxxx The xxxxx focuses xx the xxxxxxxxxxx of xxxxxxxxxxxxxxx and xxxxxxx as xxx main xxxxxxxxxx that xxxxx help xxxxxxx increase xxxxxxxxxxxxx boost xxx satisfaction xxx satisfy xxx already xxxxxxxxxx crucial xxxxx according xx the xxxxxxxxxx Theory xx Motivation xxxxxxx restraint xx emotional xxxxxxxxx along xxxx goal xxxxxxxxxx and xxxxxxxxxxxxx her xxxxxxxx problems xxxxxxx might xxxxxxx trust xxxxxxxxxx and xxxxxxx GSU's xxxxxx These xxxx not xxxx solve xxxxxxxxx issues xxx also xxx up x good xxxxxxxxxxx culture xx line xxxx the xxxxxxx mission xx the xxxxxxxx in xxxxxxxxx quality xxxx to xxxxxxxx Principle xxxxxxxxxxxxxxxxxxxxxxxxxxxxxx shows xxxxxxx over xxxxxxxxx responses xxxxxxxx and x continuous xxxxx on xxxxxxxxx goals xx will xx most xxxxxxxxx at xxx because xxx emotional xxxxxxxxxxxxxx and xxxxxxxxxxx never xxx Barbara xxxx be xxxx to xxxxxxx self-regulation xx her xxxxxxxxx in xxx following xxxxxx Prompt xxxxxxxxxx and xxxxxxxxxx Communication xxxxx structured xxxxxxxxxxxxx methods xxxxxxxxx having xxxxx meetings xxxxx week xxxx well-constituted xxxxxxx During xxxxx kinds xx forums xxxx toward xxxxxxxxxxxxxxxx rather xxxx complaints xxx introduce x culture xx constructive xxxxxx with xxxxxxxxxxxxxx Establish x conflict xxxxxxxxxx platform xxxxx there xx a xxxxxxxxxx way xx handling xxxxxxxx among xxxx members xxxxxxxx emotional xxxxxxxxxxxxxx Set xxxxxxxxx and xxxxxxxxxx Goals xxxxxx action xxxxx towards xxx issues xxxxxxx about xx the xxxxxxxx meeting xxx example xxxxxxxxxx the xxxxxxxx of x transparent xxxxxxxxxxx review xxxxxx and xxxxxx the xxxxxxxxx for xxxxxxxxxxxxxx are xxxxxxxxx This xxxxxxxxxx approach xxxxxxx control xxx creates xxxxx in xxx leadership xx Calm xxx Professional xxxxxxx setbacks xxx example x defiant xxxxxxxx from xxxx tenured xxxxx such xx Louise xxxxxxxx Barbara xxxxxx always xxxxxxxx a xxxxx of xxxxxxxxxxxxxxx and xxxx calm xxxx requires xxxxxxx the xxxxxxxxx of xxx team xxxx a xxxxx blame xxxxxxx nd xxxxxxxxx EmpatheticEmpathy xxx be xxxxxxxxx as xxx skill xx comprehending xxx sharing xxxxxxx feelings xx is xx important xxxxxxxxxx in x workplace xxxxx team xxxxxxx are xxxx to xxxx unappreciated xxx unsupported xxxxxxx can xxxx empathy xx Recognizing xxxxxxxxxx Contributions xxxxxxxx and xxxxxxxxx recognize xxxxx staff xxxxxxx such xx Jennifer xxxxxxx who xxxxxx in xxxxx professional xxxxxxxxxxx For xxxxxxx the xxxxxxxx can xxxxxxxxx a xxxxx of xxx Month xxxxxxx or xxxxx forms xx recognition xx shine x light xx good xxxx that xxxxxx will xx inspired xx emulate xxxxxxx Channels xxx Feedback xxx Teamwork xxxxxx employees xx decision-making xxxxxxxxx particularly xx issues xxxx concern xxxxx immediate xxxxxxx environment xxxx as xxxxxxxx Barbara's xxxxxxxxxx of xxxxxxxx the xxxx into xxxxxxxxx about xxxxxxxx allocation xx typical xx this xxxxxx and xxx be xxxxxxxx to xxxxx operational xxxxxxxxx Offer xxxxxxxxx Support xxxxx them xx ventilate xxxxx problems xx one-on-one xxxxxxxx and xxxxxxxx them xxxx concrete xxxxxxxxx For xxxxxxx take xxxxx Mahoney's xxxxxxx of xxxxxxxxx and xxxx her xxxx some xxxxxx who xxxxxx and xxxxx her xx fit xx Alignment xxxx the xxxxxxxxxx Theory xxxxxxxxx application xx self-regulation xxx empathy xxx be xxxx according xx the xxxxxxxxxx Theory xx follows xxxxx to xxxxxxx Awards xx personalized xxxxxxxxxxxxxxxx let xxxxxxxxxx drive xxx status xxx achievements xxxxx to xxxx It xxxxxxx cooperation xxxxx group xxxxxxx through xxxxxxxxxxxxx and xxxxxxxx their xxxxxxx of x buddy-like xxxxxxxx within xxx teams xxxxx to xxxxxxxxxx Making xxxxxxx clear xx transparent xxxxxxxxxxxxxxx full xx insights xxxx will xxxx it xxxxxxx people's xxxxxxx into xxxxxx Drive xx Defend xxxxxxxxxxx complaints xxx advocate xx behalf xx your xxxxx provide xxx safety xx valuing xxxxx ConclusionWith xxxxxxxxxxxxxxx and xxxxxxx in xxxxx Barbara xxxxxx will xx able xx change xxx toxic xxxxxxx at xxx into xxx where xxxxxxxxxxxxx respect xxx motivation xxxx the xxxxx These xxxxxxxxxx not xxxx address xxxxxxxxx concerns xxx also xxx a xxxxxxxxxx for xxxxxxx improvements xxxxxxxxx both xxxxx satisfaction xxx patient xxxx outcomesMore Articles From MGMT 6100 Managing People and Organizations
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