Discuss the role of thinking processes in organizational communication and problem solving.

In what

ways could you, as a manager, use thinking to improve communication and problem solving?

Psychologists have derived many motivational factors that affect ones motivation (Buchbinder &

Shanks, 2012). Many people require rewards to be motivated. This is what is referred to as an extrinsic

motivational factor and could be gift cards for a job well done or vacation hours for extra time worked.

Theories such as B.F. Skinners reinforcement theory where he proposes that individuals are motivated

as their behaviors are rewarded are common within the work place (Buchbinder & Shanks, 2012).

Where I am currently employed this theory is utilized when we reward staff members due to the

number of positive things people may have recognized them for. For every five recognitions, gift cards

are passed out. The more they collect the bigger the amount of the gift cards. It promotes respectful

behavior and employees go above and beyond in their actions for patients. The system does work.

One would hope this is not the only reason employees go above and beyond for their patients.

This is where intrinsic motivational factors come in and are factors that all associates should have.

Theories that describe intrinsic motivational factors are Adam’s equity theory, Vroom’s Expectancy

Theory, and Locke’s Goal setting theory. These all deal with internal drives that one may have within

themselves and are based on their perceptions (Buchbinder & Shanks, 2012). For example in Locke’s

Goal setting theory, the idea is that if a person establishes goals they are more motivated to meet these

goals in the end because there is an expectation to reach them (Buchbinder & Shanks, 2012). My senior

manager wills set goals for her leadership team often and I can personally say this works for me because

I do not want to let her down in her expectations.

Managers would like to see their employee’s work ethic be based off more intrinsic factors

rather than extrinsic. When a manager has a floor of associates working hard because they internally

feel they need to do their best and not expect anything, good things happen. When employees need to

be motivated due to rewards, they are not acting entirely that way because they internally have the
drive. It is all based on reward. The day the reward is taken away the behavior could stop and problems

could arise.

Buchbinder, S.B, Shanks, N.H. (2012). Introduction to Healthcare Management. (2nd Ed.). Burlington,

MA: Jones & Bartlett Learning.