Job Redesign and Worplace Rewards

(Gatchel &amp. Schultz, 2012).Hospitals, including long term care facilities have continuously searched for ways to improve the quality of care not just for the patients but the employees as well. This in turn will harness their great productivity and new ideas, always keeping them motivated. As such the employers or the top management should strive to know their employees well and also use all the possible tactics to keep them motivated based on their personal needs and wants. Motivation is a feeling or emotion that drives people to action.
As a long term care nurse, one is expected to tend to the physical and the emotional needs of the chronically ill patients, the elderly or those recovering from critical injuries and extensive surgeries. The nurse assists such patients to develop their independence and reduce the impact of their injuries. This kind of work is taxing both physically and emotionally. This is the kind of work that requires the nurses to be always motivated as the opposite can easily lead to people quitting their jobs or consider getting in to other areas of work within the nursing environment (Brown, 1992). Many hospitals have failed to recognize this fact and this has been a major cause of nurses abandoning the practice.
Motivation varies as a function of different factors in the work place. These factors include evaluation expectation, feedback on performance, autonomy, reward and the overall nature of the work itself. Motivation towards work can be divided in to two categories, intrinsic motivation and extrinsic motivation. Intrinsic motivation derives from the intrinsic value of the work for the individual while extrinsic motivation is from the desire to obtain some outcomes separate from the work itself. Working in a long term care hospital as a nurse requires that you follow laid down rules and regulations that at times lead to low motivation (Brown, 1992).
There are procedures that need to be followed every day. Some hospitals also do not