Pediatric Physician Office: Teaching and Learning in Medicine

Do you need this or any other assignment done for you from scratch?

We assure you a quality paper that is 100% free from plagiarism and AI.

You can choose either format of your choice ( Apa, Mla, Havard, Chicago, or any other)

NB: We do not resell your papers. Upon ordering, we do an original paper exclusively for you.

NB: All your data is kept safe from the public.

Pediatric Physician Office: Teaching and Learning in Medicine

The most significant source of motivation and inspiration in my life comes from my current employment or position. My last role was as a pediatric nurse practitioner, and I loved every minute of working there. The post had a well-deserved reputation for being patronizing and attentive to the needs of the staff. The patients and the staff members were treated with respect and care. In addition, the degree of autonomy given to the worker is undoubtedly the most appealing feature of the position. My superiors delegated responsibilities to me along with specific orders, and then they granted me the autonomy to carry out and complete those responsibilities in whichever way best suited me. The managers only responsibility was to ensure that each patient had the best possible medical experience and received the highest quality of care. He also ensured that each nurse and employee had a pleasing working environment. My level of accountability for my work has increased due to the increased responsibilities I have been given. In addition, I have become more inventive and creative in my approaches to problems because of my improved performance.

It is essential to understand what motivates and satisfies those who work in the health care industry to generate an organizational commitment to patients and the institution. My current responsibility is to put some of the knowledge and experience I have gained in the past to investigate and assess the numerous factors that motivate the people working in the pediatric physicians office as they carry out their clinical responsibilities at the hospital. This will entail conducting staff engagement and feedback surveys regularly and identifying the fundamental requirements of the nurses. After reviewing the feedback, I will decide whether requirements may be met via the provision of benefits to staff members. The Maslow Hierarchy of Needs, in addition to positive reinforcement, is the primary motivational method used by the other company. Because of this, the employees are motivated to perform to the best of their abilities for the organization.

The mechanism that leads human beings to act in certain ways is motivation. A person is driven to carry out their responsibilities in a way aimed toward achieving their goals by a powerful internal desire known as motivation. The act of inspiring conduct in its entirety is a phenomenon that entails a great deal of intricacy. Motives change throughout history, which may put individuals in quite perplexing situations. Workers motivation levels are significantly influenced by the culture of the organizations in which they work. In other words, a person takes on work to achieve certain internal states that they view as rewarding.

In a hospital setting, pediatricians will encounter a range of demanding responsibilities and constant interruptions. The combination of chaos and fatigue may inhibit a pediatricians compassion and job satisfaction capacity. It may be tiring to have a busy day with several urgent contacts, but it may be much more unpleasant to be unable to access vital patient information. Frustration may undermine both patience and well-being. Like Maslows Hierarchy of Needs, pediatricians strengths and acceptance strategies in healthcare are arranged in a hierarchy. According to Maslows hierarchy of needs, people communicate to satisfy various physical and social requirements (Hale et al., 2019). The demands for physical survival, safety, protection, belonging, self-esteem, and self-actualization are included. When pediatricians address the first three hierarchy levels, they can better address higher levels, such as self-actualization. Self-actualization lies at the pyramids apex, where pediatricians may experience a feeling of power and support inside themselves.

Pediatricians have high expectations for their places of employment. For instance, in the beginning, I would mandate that pediatricians be required to take breaks during which they may eat, use the restroom, and get their breath back to prevent burnout. In addition, I can promise you that there are methods of communication that make it possible for them to collaborate and interact with greater success. In addition, the use of appropriate communication networks makes it possible to exercise convenient control over healthcare procedures. For instance, I can promise that there are doctors who are supplied with ideas that both improve the care they provide to their patients and will ultimately save them time. In such a case, time would be spent chitchatting with other people, studying relevant resources, receiving necessary test results, and attending to other commitments. Suppose physiological problems are dealt with in the healthcare setting. In that case, medical professionals will be able to reclaim time for essential human needs like rest and meals if this technique is implemented. As a direct result of this, they will be able to devote more time to the treatment of their patients.

Everyone has an innate need for a sense of security. Until this need is satisfied, nothing else will operate properly. Nevertheless, everyone longs for a more structured life under their control. As a result, I will personally ensure that these prerequisites are fulfilled by the extended family and society, including the provision of medical care, law enforcement, educational institutions, and commercial enterprises. In addition, a pediatrician should have the confidence to take the initiative at work by being aware that their ideas and feelings are valued and serve as the basis for providing quality medical treatment to their patients. As a result, I will personally make it a point to ensure that pediatricians viewpoints and professional advice are taken into consideration by healthcare workers about procedures, policies, and overall goals. This level of pediatricians needs is social and is distinguished by a feeling of belonging to the community. A nurses emotional needs for social contact, affiliation, connectedness, and participation in a group are examples of what we mean when talking about belongingness in a healthcare context.

Pediatricians attend college intending to spend their whole careers serving patients. When patients are delighted and results are outstanding, pediatricians believe they have achieved their goal. This action will increase their drive to work in general. Maslows hierarchy of needs for self-esteem includes, for example, self-worth, success, and respect, among other things (Hale et al., 2019). Maslow divided self-esteem into self-esteem and the desire to be seen as an authority figure by others. Both characteristics contribute significantly to the motivation of doctors. I will guarantee that the top performers get public recognition and the appropriate incentives to propel them onward.

On Maslows hierarchy of needs, the desire to actualize ones full potential ranks highest. According to Maslow, this level is defined as the urge to accomplish all possible and become the best version of oneself that is possible. This concept alludes to realizing a pediatricians full potential, self-actualization, the quest for personal growth, and peak experiences. As the manager, it is my responsibility to ensure that the pediatricians have access to the necessary support and strength when hospitals establish a working environment where patients can place their trust and participate in the decision-making process regarding how problems should be solved.

The concept of Maslows Hierarchy of Needs is an essential component in managing and motivating the life of a doctor. It may be quite difficult to create outstanding outcomes for both the healthcare workers and the patients if pediatrician prerequisites are not met. It is critical that the valued pediatricians we employ like the atmosphere of their workplace. This is because it is possible that being heard, liked, and respected is worth more than the ultimate compensation.

References

Hale, A. J., Ricotta, D. N., Freed, J., Smith, C. C., & Huang, G. C. (2019). Adapting Maslows hierarchy of needs as a framework for resident wellness. Teaching and Learning in Medicine, 31(1), 109-118.

Click Here To Order Now!