Team Project Updates-Week-3 Team F MGMT591 May 21, 2017 Dr. Nader Daee Abraham Maslow has defined his hierarchy needs as, “five needs—physiological, safety, social, esteem, and self-actualization—in which, as each need is substantially satisfied, the next need becomes dominant” (Robbins & Judge, 2014, p. 185). Mike Eesley is a great example of Maslow’s hierarchy. He has provide each of the five hierarchy to his employee’s. He has expanded the Centegra brand by partnering with Northwestern Medicine and opened a new hospital which increased employment. “Douglas McGregor proposed two distinct views of human beings: one basically negative, labeled Theory X, and the other, basically positive, labeled Theory Y. Under Theory X managers believe employees inherently dislike work and must therefore be directed or even coerced into performing. Under theory Y, in contest, managers assume employees can view work as being natural as rest or play and therefore the average person can learn to accept, and even seek, responsibility” (Robbins & Judge, 2014, p.186). Michael Eesley’s thinking regarding motivation falls within Theory X indicated by several reviews posted on glassdoor’s website. A lot of the nurses are unhappy due to inadequate staffing, they also feel lack of job satisfaction, and not having much input in the decision making process. Recently 160+ Centegra Health System’s leaders were invited to leadership training over a span of two days to expand their skills and learn about new research statics on why associates lose motivation, as well as different types of ideologies that can aid in reigniting the fire to perform at a higher level both professionally and personally. Mike started the training session informing all the leaders present that he recognizes all the hard work and long hours that the leaders and associates put in to make sure each of our respective departments are performing efficiently and profitably. This shows us that Michael Eesley is also capable of utilizing McGregor’s Theory Y. One of the major hurdles that current leaders encounter today is burnout of their associates and how it stops motivation in its tracks. Mr. Eesley elaborated on statics collected by Duke University in several studies regarding burnout and how it had affected the clinical and team quality within their system. The person leading this ongoing study at Duke University, Dr. Bryan Saxton, has introduced three ideologies to build resilience to burnout and in return increase motivation among team members. According to Dr. Saxton humans are more inclined to remember the negative aspects of our day, but turning the natural inclination around is attainable. "Three Good Things”, is a simple exercise that is done at the end of the day right before lying down to sleep. This task can be completed by promoting positive thoughts and building resilience by writing down three positive events that occurred throughout that day and your role in the positive outcome. The most pertinent aspect of this exercise is to cherish those positive emotions to retrain your brain to remember good things. Starting a team meeting with sharing a story of associates performing good patient care can motivate them to work together and trust each other to work as a team and achieve the common goal. Good Thing Impact Witnessed associate going out of way to assist a patient. Patient was thankful for the help and praised the service received. Able to spend time with daughter. I was able to spend some quality time with my daughter after work outside playing soccer. Catch up with old friends. Felt happy spending time with friends and reminiscing about old college days. Showing gratitude is another form of combating burnout in both personal and professional life. Writing a letter to someone showcasing your gratitude for something that they have done for you and the impact that has had on you. Even though the letter might not be shared with the individual just writhing this letter/note can have a profound affect by lowering negative thoughts and forcing us to ponder upon positive thoughts. Many of us take on unprecedented amount of work throughout the day and this enables the individual to hit the pause button and reflect on these positive events. Leaders can write a simple thank you note to address a job well done by an associate and tell them that they are appreciated not only by you but also by patients. Below is an example of gratitude that not only inspires the associate to perform consistently but also motivates them to do the right thing on regular basis. Throughout our day and lives we witness awe inspiring moments that, at times, go unnoticed. The majority of American workers complain about not having enough time to complete the tasks that were assigned to them during their shift, without adding hours to their workday slowing down the passing of time can be achieved by awe intervention. When we see the true beauty surrounding us we reconnect with our deepest emotion of awe that inspires us and slows down time. Recognizing someone going above and beyond their job duties to assist an individual and witnessing this profound deed should not only inspire you but also motivate that associate to continue their hard work when thanked for a job well done. Integrating these three ideologies assists the leaders to be more effective and motivate associates to perform at a higher level to achieve great clinical outcomes in a positive and healthy work environment. Enabling the leaders with these new tools and skills, Mike Eesley seems to be transitioning towards McGregor’s motivation Theory Y. Enhancing his confidence in the leaders that support different departments and knowing they all will be arriving to work motivated and inspired on personal level. This also allows them to motivate their team members to achieve a higher goal and position the organization as whole to be one of the top performing healthcare system in the nation. References https://today.duke.edu/2016/02/resilience www.centegra.org Robbins, S. P., & Judge, T. A. (2014). Organizational Behavior, 16th Edition.