Date of Conferral

2022

Degree

Ph.D.

School

Management

Advisor

Bryan Forsyth

Abstract

AbstractHealthcare employee motivation is essential in achieving quality healthcare service delivery and mid-level healthcare managers are key sources of potential motivation for employees to achieve organizational goals. The management problem was that mid-level healthcare managers might not use the best strategies to motivate their employees. The focus of this qualitative hermeneutic phenomenological study was the lived experiences of mid-level healthcare managers and their current use and knowledge of motivational strategies as they relate to the motivation of their employees in Dallas, Texas. Using Maslow’s hierarchy of needs and Herzberg’s theory of motivation, 15 mid-level healthcare managers working in hospital systems in Dallas, Texas with minimum of 3 years’ experience and minimum of 3 subordinates were purposefully sampled for face-to-face video conferencing interviews. After thematic analysis, key findings showed that mid-level managers in hospital systems implemented 14 motivational strategies to motivate their employees. The essential motivation strategies were building relationships, teamwork, communication, goal setting, training, encouragement, reward, acknowledgment, work-life balance, and appreciation, career advancement, coaching, conducive environment, and compensation. Future research should include all managers in the healthcare hospital system, which may yield additional information. By sharing these results among mid-level healthcare managers this study could influence social change by leading to exceptional quality healthcare service delivery in society and achieving organizational goals through a motivated workforce.

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