and Huston, 2015). To deter the issue of compliance the manager must express a sense of need and promote a positive motivating climate during these times of change. Herzberg’s hygiene theory suggests that people can be motivated by the work itself because motivators are present in the work which gives them the desire to work (Marquis and Huston, 2015). One important factor of Herzberg’s motivation-hygiene theory is that the manager is responsible for building and maintaining factors. Hygiene factors are those external factors that are not necessary to motivate the employee, but are necessary to maintain because they can lead to dissatisfaction in a job (Marquis and Huston, 2015). Examples of such would be excessive supervision of the nurse driven protocol and threatened job security if company policy or adherent to protocol is not met. By placing the responsibility on the RNs and UAPs gives them a sense of achievement, advancement, and self-recognition that Herzberg believes are true motivators. It would be helpful to appoint a staff committee made of RNs and UAPs and if possible a physician to oversee the new protocols and get immediate feedback from core staff. Using this type of evaluation tool can really assess the plans successes and failures and will shorten the length of time issues of the plan will be resolved. Other tools used to assess the new protocols would be education based. Every RN and UAP should be able to demonstrate proper CHG bathing of patients and wiping of catheters. Every RN should be able to state the approved indications for the use of an indwelling catheter as well as demonstrate sterile technique when inserting a foley catheter. These evaluation should be done shortly after education has been provided and then every six months to ensure competency levels. Another evaluation tool that will be utilized are chart audits for compliancy with documentation of catheter insertion and removal, as well as the completion of the daily checklist that provides information such as
and Huston, 2015). To deter the issue of compliance the manager must express a sense of need and promote a positive motivating climate during these times of change. Herzberg’s theory suggests that people can be motivated by the work itself because motivators are present in the work which gives them the desire to work (Marquis and Huston, 2015). One important factor of Herzberg’s motivation-hygiene theory is that the manager is responsible for building and maintaining hygiene factors. Hygiene factors are those external factors that are not necessary to motivate the employee, but are necessary to maintain because they can lead to dissatisfaction in a job (Marquis and Huston, 2015). Examples of such would be excessive supervision of the nurse driven protocol and threatened job security if company policy or adherent to protocol is not met. By placing the responsibility on the RNs and UAPs gives them a sense of achievement, advancement, and self-recognition that Herzberg believes are true motivators. It would be helpful to appoint a staff committee made of RNs and UAPs and if possible a physician to oversee the new protocols and get immediate feedback from core staff. Using this type of evaluation tool can really assess the plans successes and failures and will shorten the length of time issues of the plan will be resolved. Other tools used to assess the new protocols would be education based. Every RN and UAP should be able to demonstrate proper CHG bathing of patients and wiping of catheters. Every RN should be able to state the approved indications for the use of an indwelling catheter as well as demonstrate sterile technique when inserting a foley catheter. These evaluation should be done shortly after education has been provided and then every six months to ensure competency levels. Another evaluation tool that will be utilized are chart audits for compliancy with documentation of catheter insertion and removal, as well as the completion of the daily checklist that provides information such as
nu451_chong_michele_fall2014_change_agent.docx