Stephanie Anderson, director of human resources for Western Health System, realized the organization was neglecting local clinic managers who wanted to stay at their jobs.

Excellent people became demotivated and headed for management jobs at the competition. Western Health System provided hygiene factors such as good salaries and benefits.

However, what was lacking was a program to meet higher level needs for responsibility, achievement, and professional and personal growth. The answer was a program called "Exploration." One aspect of the program included something called the "A-Club," in which identified high-potential managers were invited to join. Members meet two or three times a year for a social event such as visiting a specific clinic or to participate in making important clinic-level decisions. High potential managers in the A-Club can also pitch personal development ideas to top leadership. A panel of top leaders makes the decision whether or not to fund individual development opportunities.

Details:

Using the information provided in this week's videos and your own research into motivational theories, critique the leadership development program available to managers at Western Health System provided above. How are the various motivational theories, models, and tactics used or demonstrated in this case study? Is motivation the same for all managers included in the Exploration program? Do you think that the program is perceived as equitable for all managers?