A Licenced Practical Nurse doesn't seem particularly happy about the work she does, but she is satisfied with her salary and benefits. How might one use Maslow's progression principle to identify...
A Licenced Practical Nurse doesn't seem particularly happy about the work she does, but she is satisfied with her salary and benefits. How might one use Maslow's progression principle to identify ways to motivate a Licenced Practical Nurse to achieve a higher level of work
The first thing to do when answering this question is to identify where this nurse is on Maslow’s hierarchy at this point. There is no level on the hierarchy that is called “wage and benefit needs,” so we have to think a bit. It seems likely that the nurse is being motivated by the first two levels of the hierarchy at this point. Her wages and her benefits are important to her because they buy her the things she needs to fulfill her physiological and safety needs.
Therefore, what we have to do to motivate her to do better work is to make her job appeal to her at higher levels of Maslow’s hierarchy. This may not work, but it is what must be attempted.
The next level of the hierarchy is love and acceptance needs. After that come esteem needs. Both of these might be appealed to through the use of team-building and teamwork at the hospital. We need to get the nurse to feel that her colleagues will accept her and admire her more if she does good work. Perhaps we could institute a system where colleagues can give anonymous feedback that can be posted in public. The nurse would then want to earn the acceptance and admiration of her colleagues, as shown by their comments about her.
The final level of the hierarchy is self-actualization needs. Here, we would need to get the nurse to feel that her job is important to her. This is hard to do. We might emphasize to her how important the job is to her patients. This might make her feel that she is doing valuable work and that she should, therefore, try harder to do her best.