HEALTH INFO SERVICES ADMINISTRATION (HEALTH INFORMATION MANAGEMENT) – 1. Describe and give examples of Theory X, and Theory Y working environments.  2.  R

HEALTH INFO SERVICES ADMINISTRATION (HEALTH INFORMATION MANAGEMENT) – 1. Describe and give examples of Theory X, and Theory Y working environments. 

2.  R

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HEALTH INFO SERVICES ADMINISTRATION (HEALTH INFORMATION MANAGEMENT) – 1. Describe and give examples of Theory X, and Theory Y working environments. 

2.  Read the following article  and chapter 10 regarding Unions. Write a recommendation of why you think unions are still important.    https://news.gallup.com/poll/318980/approval-labor-unions-remains-high.aspx (Links to an external site.)

3. Analyze the differences between the motivation-hygiene theory of Herzberg and Maslow’s theory.

4. After reading the Diversity section in Chapter 9, create a PowerPoint presentation to teach a lesson on workforce/cultural diversity in healthcare 

links to help: 

The How And Why Of Building A Diverse Workforce https://www.forbes.com/sites/forbesbusinesscouncil/2021/07/26/the-how-and-why-of-building-a-diverse-workforce/?sh=52cf7e0e4cb1 (Links to an external site.)

Managing Diversity In The Workplace: Age, Language And Culture https://www.forbes.com/sites/forbesbusinesscouncil/2021/08/12/managing-diversity-in-the-workplace-age-language-and-culture/?sh=39716778e954

– a paragraph each. 

– no minimum on powerpoint (number 4)

-i attached my powerpoints to help. CHAPTER 11

A satisfied employee is bound to be a better producer than one who is generally dissatisfied

WHAT EMPLOYEES WANT

Capable, admirable leadership

Decent working conditions

Acceptance as part of a group

Status as partner, not servant

Fair treatment

Reasonable job security

WHAT EMPLOYEES WANT (CONT’D)

Knowledge of results of individual efforts

Knowledge of policies, rules, etc.

Recognition when deserved

Respect as individual

Assurance that other do their share

Fair monetary compensation

THE NEED HIERARCHY OF A. H. MASLOW

Physiological needs

Safety needs

Love needs

Esteem needs

Self-actualization

THE HERZBEREG “TWO-FACTOR” THEORY

Dissatisfiers

Environmental factors which, if not maintained, can lead to dissatisfaction

Motivators

Factors inherent in the job itself

TRUE MOTIVATORS ARE THE OPPORTUNITY TO:

Achieve

Learn and grow

Do interesting, challenging work

Do meaningful work

Assume responsibility

Be involved

ENVIRONMENTAL FACTORS (POTENTIAL DISSATISFIERS)

Communication

Growth and advancement potential

Treatment as individual

Salary and benefits

Working conditions

THEORY Z

“Theory Z”—“Japanese management”—seems driven by belief that employees are more willing and effective if employment security is assured

MOTIVATING FACTORS: SUPERVISORS’ GUESSES

Good wages

Job security

Opportunity for promotion and growth

Good working conditions

Interesting work

MOTIVATING FACTORS: SUPERVISORS’ GUESSES

Loyalty to employees

Tactful disciplining

Appreciation of work done

Understanding of personal problems

Being included in on things

MOTIVATING FACTORS: EMPLOYEES’ CHOICES

Appreciation of work done

Being included in on things

Understanding of personal problems

Job security

Good wages

MOTIVATING FACTORS: EMPLOYEES’ CHOICES

Interesting work

Opportunity for promotion and growth

Loyalty to workers

Good working conditions

Tactful disciplining

MONEY

The power of money as a motivator is questionable

The key might reside in the question “how much?”

MOTIVATION

It is not really possible to motivate another person—rather, what we need to do is create the conditions under which a person will become self-motivated

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