By providing employee achievement recognition for

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dissatisfied with their job once again. By providing employee achievement, recognition for great work, taking responsibility for actions, improving the work itself, and promoting personal growth, leaders at Darnall are likely to improve employee motivation and satisfaction with their job.
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The hygiene factors serve employees lower level needs while motivator serve employees higher level needs. Leaders at the hospital should strive to meet employee’s both lower level need (hygiene factors) and upper level needs (motivators) because both needs must be satisfied in order for an employee to be highly satisfied with the job they perform. Meeting employees personal needs can pose a challenge to hospital leaders but if all motivational needs are met, it makes it easier for unit leaders to promote employee satisfaction and enthusiasm. Four Corporate Cultures (from Bureaucratic to Clan Culture): Darnall hospital is currently working under the bureaucratic type of corporate culture in which the hospital has an internal focus and strives to operate under a stable environment. In this culture the hospital is concerned with the economy in which it operates formality, rationality, order, and obedience. Efficiency and thrift are looked up to as being successful and doing the most with limited hospital resources. The hospital values an orderly way of doing business and employee obedience to hospital leaders is expected. In this culture unit/employees are not valued and their opinions are not taken into consideration. This culture work for organizations that thrive in a stable environment but Darnall hospital is operating under a flexible type of environment in which no two patients require the same kind of care or are satisfied with the same level of customer service or lack of. Today many organizations, including hospitals such as Darnall, are required to move away from the bureaucratic type of culture that worked in the past and move toward a more flexible type of culture that is open to employee concerns and feedback. A move toward a clan type of culture would help the hospital move toward an internal focus by involving employee’s participation and changing expectations from the external environment. The hospital would value cooperation among operating units and among employees,
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consideration for employee concerns and needs, agreement with employees about how best to go about providing excellent customer service, fairness in all decisions leaders make that may impact employees directly, and promoting social equity where all employees are valued and rewarded for their achievements as an individual or group unit. The hospital would become a friendly place to work and in turn employees would then be able to radiate their employee satisfaction towards the hospital patients.
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  • Fall '12
  • fry
  • Darnall, Darnall hospital

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Christopher Reinemann
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