Back home to reality
Home is now Ottawa and this winter seems really long and I had never seen that much snow before. unfortunately snow remover are not cleaning road as they should. it is probably because I have spent he three last years between tropical countries, desert US and here that I am taking this one very hard. but the more I am away from Canada the more I feel lucky to be canadian and even the worse winter won't keep me away from Canada.
mardi 17 février 2015
dimanche 12 février 2012
Motivation
Motivation
Since the earliest existence of the military profession, leaders have accepted a host of ethical responsibilities. They should be truthful, and hold confidences. As military health care system is very important part of the organization because of it impact on warfighters moral and the health all soldier, it management has been considered a milestone of the organization, therefore the motivation of the employees must be taken seriously.
Every officer knows that conscious or sub-conscious plays a role in every person's behavior and, therefore, in any followers motivation. The motivation of human has been largely study starting with Abraham Maslow hierarchy of needs.
This theory is probably the best-known motivation theory. It was coined during the 1940s and 1950s. In essence, it states that our motivations are dictated primarily by the circumstances we find ourselves in, and that certain 'lower' needs need to be satisfied before we are motivated towards 'higher' accomplishments. In practice, the theory has its application in ensuring that the workforce has sufficiently comfortable surroundings and working conditions in order for them to be free to do their best for their company. As time goes the theory has been revisited and from several needs to 3 categorical needs by DC McClelland and DG Winteer in 1969. Essentially it groups people's needs into three different categories – the need for achievement, the need for affiliation and the need for power. Taking a less hierarchical approach than Maslow, it acknowledges that different strokes are required for different folks. Some people will have strong motivations in some or all of the categories, while others will have little or none. So, in order to get the most out of people you must make the goals and objectives fit with each individual's needs, behind this statement is the fact that a leader must know his people. A side the relation leader/manager and employees relation some of the motivation theories are leader focus among them the Theory X and Theory Y by Douglas McGregor. As it is often that someone has manager and leader hut together it is important to consider McGregor point of view In 1960, Douglas McGregor advanced the idea that managers had a major part in motivating staff. He essentially divided managers into two categories – Theory X managers who believe that their staff are lazy and will do as little as they can get away with; and Theory Y managers who believe that their people really want to do their best in their work. I will personally put military leader in Y category has they are dealing with volunteer unlisted, and officers. Theory X managers believe that staff will do things if they are given explicit instructions with no wiggle room, and plenty of stick if they don't do what they are supposed to do. Theory Y managers believe their people work their best when empowered to make appropriate decisions. Theory Y has begun to replace Theory X as the dominant management philosophy in many organisations. You must know yourself and what kind of manager you are in order to be able to move toward 3 ways new management concepts if need is.
During our discussion on reward A while hoping for B, leaders can’t make unconscious unfair decision that can affect motivation, it bring to the motivation base on equity posited by John Stacy Adams in 1965, basically he stated that motivation was affected by the degree of fairness within an organisation, particularly within a group of peers in medical setting that apply very well to physician, nurses and administrative staffs.
After people, the motivation is relate to the task. Victor Vroom in 1964 put forward the notion that people are driven by the likelihood of genuine success in achieving particular objectives. Three barriers need to be jumped by managers if they want to motivate their people to succeed. First of all, they need to connect the task to be performed to the likelihood of better results. Secondly they need to set expectations that there are positive benefits to the employee in achieving those results, and thirdly they need to ensure that these benefits are of value to the employee.
Conclusion
All the popular motivation theories have their flaws and detractors, but they do give us an insight into some of the mechanisms at work in day-to-day organisational life. A number of key messages ring true: firstly, people are not automatons and their reasons for behaving in a certain way are more complex than just money or laziness. So the stick and carrot approach may work sometime but not for long time and may give some good result but not the best of peoples. Secondly, different people are motivated differently there is no such thing as a simple, all-encompassing solution. Many factors can influence how people are motivated, cultural background, education among them. Thirdly, it's important to get the work environment right if you want to get the most from people; so any manager has to determine what his is hoping for in order to reward the good behavior he is hoping for, and finally, managing perceptions and expectations is very important if you want to help people get the most from their work.
http://www.businessballs.com/adamsequitytheory.htm
http://h2g2.com/dna/h2g2/A2860346
mardi 7 février 2012
DUI
During holiday season the chance to be kill by a driver under influence double.
The Substance Abuse and Mental Health Administration, has estimated that DUI statistics for 2006-2009 fell to 13.2%, when compared with 2002-2005. Additionally, the number of Americans who operated a vehicle while under the influence of illegal drugs also fell, from 4.8% to 4.3%.
Although more motorists are driving sober, the numbers behind these percentages are still alarmingly high. The National Survey on Drug Use in health estimated that 30.6 million people drove drunk in the United States within the year 2010
Every day, almost 30 people in the United States die in motor vehicle crashes that involve an alcohol-impaired driver. This amounts to one death every 48 minutes. The annual cost of alcohol-related crashes totals more than $51 billion
The greater Washington, D.C. region over the past five years has experienced a steady decline in drunk driving deaths, dropping from 116 alcohol-related fatalities in 2006 to 79 in 2010.
In 2010 there were 3,512 DUI and DWI cases filed in Montgomery County. 5,324 drunk driving cases were tried in Montgomery County District Court.
The holiday season is the most dangerous time of the year when it comes to drunk driving. Nationally, alcohol-related fatalities jump to 40 percent of total fatalities, up from 31 percent during the full year.
PNs
By their special education and most of the time their extensive work experiences PNs have critical thinking skills, active listening skills, and good coping skills, The rapid and dramatic changes in health care make these skills more important than ever. But although extensive literature review are pointing out the equivalence of care give by physician and PN in some way , for me it is hard event impossible to think that PNs will take over physician job.
First all there is a shortage in Nurses number, also the number of patient are growing. and above that the aim of all health system now is to reduce care cost.
In order to be able to reduce the cost, one avenue is to work in a new health delivery system. In this system nurses will work in a multidisciplinary team where PNs have to take leadership position where necessary. For example in a multidisciplinary team PN will take over community service relate to prevention and that will make their role very efficient for the entire health system.
Leadership
The best thing that shape leaders and managers behaviors and tasks is that leaders have followers in opposition to managers who have subordinates so one of the characteristics that both must masters is the communication skill. A charismatic leader has an unncanny ability to draw others to his side and move them to accomplish a cause bigger than themselves, to do so he must be able to simplify the ways he is showing his willing to others. In very hierarchic organization as in the military where people have to follow order, charisma is not always stress out as leader characteristic although it is almost everywhere in military training from the basic training to advance. Some think that people are born with charisma (as Ghandi, Martin L. King, Nelson Mandela, Paton), but I think that it can be grown. People can learn how to communicate efficiently, you plan properly and direct others with care. To be charismatic you have master technical and pragmatic skills in what you are doing. A charismatic approach is transformational if it invokes a permanent change in the people who embrace the leader's vision. In addition to his charisma, a leader must have good potential of adaption to change and be able by thinking not only his vision (for example how to improve performance of a business, resource shortage) but also the interests of the other as well and example is the measles vaccination program in Burkina Faso a west African country. (When a former president name Thomas Sankara took over the power infant mortality was 145/1000 and a year later, with an aggressive vaccination the mortality was reduced to 2/1000 infants. His personal vision was to cut relationship with develop country, as his country did not produced vaccine he has to deal with them in order to protect kids (A good leader must be able to move between several leadership styles depending of the situation that included being really tough if need it whether one likes what he has done or no.
Like leaders managers are driven primarily by a need for achievement, but also have substantial affiliation needs and a modest need for power compare to leaders. They are work focus when leaders are people focus. The difference between management and leadership communication is the first one is using accurate words to express facts and the second to express idea. For example in public health setting the manager have to say how many people have to be hire for a task wheres a leader must state the objectives and the expect result of a program and some time define the type of management.
One person can have leader and manager characteristic together but the 2 remain complementary if one person does not have both.
dimanche 29 janvier 2012
rewar A when hoping for B
This week was very informative for me as why rewarding what we don’t want exist everywhere.
Why some peoples are trying to beat the system every single day? Examples below show that we can blame than all the time.
The example that make me think about that is the welfare system. I have been in contact with families where everyone from grandfather to grandson everybody was on welfare. At this time I was new postdoc in a city where my wife couldn’t work we were waiting for my son, my friend who was on welfare had more money than me at the end of the fiscal year because the guy and his wife were receiving welfare so they had daycare for $7/day with government child support of $250./kids each month. I had day care fees of $25/day. I am not saying that all the pregnant women who can’t work should receive allowance from the government but I didn’t want my wife to go on welfare because I chosed to immigrate in Canada not to received welfare but to set example for my family.
An other example I have these day is that : being posted here in US from Canada on NATO visa, my dependences can’t work without US authorization. When we moved from Canada to here in US all my dependents quit their jobs. In this kind of situation people move on employment Insurance (EI) (if the moving is within Canada,) until their get a job, After 6 months they haven’t received anything from EI, they argued that my dependents have not received work authorization. They have applied for that 2 weeks after we came here, that mean 6 months ago. After they received the work authorization last week EI administration send my dependents a letter stating that they don’t have enough work time in bank (800hrs) to receive EI , (my wife has been working since 2005) but she had a surgery on February and she stopped working for 1month and received 1 week compensation from EI. From February to June when we moved she had not work for 800hrs so she was denied to received EI.
If she had not retuned to work on February 2011 she would had received EI from February 20011 to February 2012.
The posting is considered as duty and now the other family member are punish because they following me. Now they want us to try to have a postgrad so that we can be better at what we do but they punish part of the family for being supportive. The other alternative for my wife was to stay in Canada and ask for welfare so that she can take care of the kids.
So all the system was designed in such a way the reward goes to what they are not hoping for.
Inscription à :
Articles (Atom)