Motivation and Team Building: Implications for Public Health

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Motivation and Team Building Implications for
Public Health

• Jonathan Morris
• University of Kansas
• Public Management Center
• jmorris_at_ku.edu
• 785-296-2353

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Learning Objectives

• 1) Explain top factors that cause satisfaction
  and dissatisfaction on the job
• 2) Identify opportunities, as either supervisor
  or peer, to increase workplace morale
• 3) Explore concept of team in public health
• 4) Understand stages of team development and
  strategies to enhance productivity.

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Motivation

• How do public health workers stay motivated?
• How does low morale impact our work environment?
• What can we do to increase job satisfaction and
  productivity?

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Motivation-Hygiene Theory

• Top factors causing extreme dissatisfaction in
  the workplace
• Top factors causing extreme satisfaction in the
  workplace

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Motivation from Supervisors

• Over which key factors impacting job satisfaction
  do supervisors have control?
• To what extent and in what ways can supervisors
  influence motivation and morale in the workplace?

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Motivation of Peers

• Over which key factors impacting job
  satisfaction do employees/peers have control?
• To what extent and in what ways can
  employees/peers influence motivation and morale
  in the workplace?

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Team Building

• How can our concept of team enhance our
  motivation and productivity?
• How does team-building relate to public health
  work?

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Teams in Public Health

• Treatment Team, Co-workers, Peers, Supervisors
• Professionals and Colleagues
• Patients, Families and the Public
• Provider Organizations
• Elected Officials and Public Policy Makers
• Media and Resource Providers
• Funders and Regulators

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ExamplesTeams in Public Health

1. CDC and Local Health Providers.
2. Network of Peer Providers New York City.
3. Treatment Team Hospital and Community.
4. Providers, Patients, Parents and Families.

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Challenges of Serving onMultiple Teams

• Differing Members, Personalities, Styles
• Conflicting or Competing Goals
• Shifting Roles and Responsibilities

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Stages of Team Development

• 1) Forming
• 2) Storming
• 3) Norming
• 4) Performing

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Stage 1 Forming

• Goals and Roles are not clear.
• Communication typically polite,
  non-confrontational.
• Honeymoon phase.
• Anxiety, fear or confusion regarding
  expectations.
• Lack of group structure.
• Minimal conflict.

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Stage 2 Storming

• Goals and roles become clearer.
• Increased productivity.
• Individual styles and strengths emerge.
• Cliques and sub-groups form.
• Conflicts/disagreements surface.
• Members less afraid to challenge the leader.
• If conflict is resolved at this stage, then
  members become more cohesive and trusting.

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Stage 3 Norming

• Goals and roles are mostly clear.
• Team leader directs less and consults more.
• Increased trust of each other and of leader
• More cooperation.
• Goal achievement becomes more important.
• Team begins utilizing members strengths.
• Productivity is good.

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Stage 4 Performing

• Goals and Roles are very clear.
• Leader is supportive without being overly
  involved.
• Delegation is key leadership style.
• Team has effective problem-solving skills.
• Team makes continuous improvement changes.
• Creativity and innovation is encouraged.
• Team has highly effective conflict management
  strategies.
• Team is highly productive.

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Factors Affecting Team Development

• Changing Membership Increase/Reduction in
  membership.
• Changing Leadership New leader, vision.
• Changing Goals New priorities, needs,
  funding, etc.

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Public Health Teamwork Stressors

• Workload
• Staffing Shortages
• Turnover
• Shifting Teams
• Crisis Management
• Difficult Personalities
• Ethical and Moral Dilemmas

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Motivation and Team Building Lessons Learned

• Three key lessons learned today
• Three strategies to implement

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University of Kansas Public Management Center

• Jonathan Morris, Instructor
• jmorris_at_ku.edu
• 785-296-2353
• 715 SW 10th St., Topeka, KS 66612
• www.kuce.org/pmc