In resent years, the public sector, as well as the health service, has encountered several outer regulations in the attempt to best utilize resources and simultaneously secure a high professional quality. In our organization, Næstved-Slagelse-Ringsted hospital, this has resulted in implementation of Lean, with Key Performance Indicators, Performance Management Boards, and Performance Management Board meetings. Thus, performance management plays an essential role in the daily work of the health professionals. The purpose of this Master thesis has been to investigate how nurses in our organization perceive Performance Management Board meetings, and how this perception influences their motivation. We have analyzed the motivation profiles of the nurses based on the terms extrinsic motivation, intrinsic motivation, and Public Service Motivation. The theoretical point of departure is based on the assumption that there is coherence between motivation and management. If an employee perceives the management as supportive, the employee will feel more motivated. If an employee perceives the management as controlling, the employee will feel less motivated. To achieve an understanding of where this perception originates, we have used Deci and Ryan’s Self-Determination Theory. We have examined the nurses’ experience of the possibility of fulfilling the three basic needs: autonomy, competence, and relatedness, when working with Performance Management Board meetings. For an analysis of whether the Performance Management Board meetings causes a crowding effect, we have employed Gagné og Deci’s continuum of regulated and autonomous motivation as well as Bruno Frey’s theory of Motivation Crowding. The methodology of this investigation is qualitative and is primarily based on interviews with nurses. Observations of Performance Management Board meetings and a questionnaire underlie these interviews in order to qualify the interview guide. However, the results of the questionnaire turned out to be so significant that they merit inclusion in the analysis. The overall conclusion of this investigation is that the work lives of the nurses are greatly influenced by the Performance Management Board meetings, and that this is significant in relation to job satisfaction and motivation. The investigation has provided a greater insight into and an understanding of how the nurses view working with Performance Management Board meetings, and how such meetings influences the fulfillment of the three basic needs. The investigation shows a tendency for especially the experience of autonomy to be influenced by the management tool, and that the management tool reduces the degree of autonomous motivation. In addition to this, the investigation shows that nurses with the same outer conditions may perceive the management tool differently.
|Educations||Master of Public Governance, (Executive Master Programme) Final Thesis|
|Number of pages||89|