Job Climate

Dynamic change characterizes the American health care delivery environment in the 1990s. Within such an environment, institutional care providers in particular must develop and implement new and effective strategies if they are to remain viable entities.

The changes in the health care delivery environment result from a combination of factors (increasing costs of health care, changing societal values, advances in treatment therapies, changing demographics, and many others). Cost is a major factor involved in changes in the delivery of health care services. It

is, therefore, imperative for health care delivery organizations to develop procedures that will lead to more effective and more efficient operations. The improvement of quality in all aspects of a health care institution's activities has been linked to this goal (Cleverly and Harvey, 1992, p. 40).

When health care delivery and support organizations implement changes designed to lead to more effective and more efficient operations, the human resource complement in the health

care field is inevitably affected. Regard

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n an individual's organizational life into hygiene factors and motivation factors. Maslow's hierarchy of needs and Herzberg's twofactor model are not identical. Herzberg (1966, pp. 110121) included such factors as compensation, working conditions, an so forth in the hygiene group. An unsatisfactory status of any of these hygiene factors could, thus, result in a disincentive for the individual to perform productively. By contrast, however, a satisfactory status for the factors would not motivate the individual to exceptional levels of performance. Herzberg's motivational factors included such things as opportunities to achieve, opportunities to gain responsibility, and so forth, as motivational factors in the organizational life of an individual, the absence of which would not result in any disincentive to perform. A satisfactory status for these factors would motivate an individual to seek exceptional levels of performance. Neither Maslow's nor Herzberg's theories are prominent in contemporary job satisfaction research. Herzberg's towfactor theory of job satisfaction, however, continues to be tested (Maidani, 1991, pp. 441448). One such recent test found that public sector workers tended to value extrinsic, or hygiene
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Some common words found in the essay are:
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Approximate Word count = 4457
Approximate Pages = 18 (250 words per page)

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