Maslow and Motivation Hierarchy System

Question: Discuss about the Maslow and Motivation Hierarchy System. Answer: Introduction: I believe that Coveys seven habits prove to be effective tools warranted for living an ethically appropriate business, social and personal life (McGuinness McElroy, 2010). Indeed, proactive attitude in my opinion is the best method of overcoming an occupational health hazard or an unprecedented environmental tragedy (Al-Shidhani, 2011). I understand that application of proactive strategies warrants the self-assessment of ones weaknesses, strengths, capacities, motivations as well as blind spots. The proactive ideology in my opinion advocates the analysis of the outcomes of any situation, for taking remedial measures prior to the occurence of adversities in real time scenario. I was deployed as a security officer in a rehabilitation centre, where the electricity powerhouse suddenly caught fire. I assisted the fire extinguisher team for mitigating the intensity of fire while evaluating the criticality of the situation. It took more than 5 hours for acquiring complete control on the fi re. However, by that time, much of the damage to the structure of the firehouse had happened and some of the workers deployed in the workstation suffered from minor injuries. I personally feel that the execution of mitigating steps during the onset of fire becomes critical in the absence of any proactive measure and thats what happened in the rehabilitation centre, thereby leading to the occurrence of traumatic episodes with the staff members and considerable damage to the rehabilitation infrastructure. I felt traumatized during the event and could not prioritize the immediate steps requiring execution for taking control on the expanding fire. I am sure that the lack of proactive measures was primarily responsible for the extended time that was consumed in controlling the fire. The fire workers had no clue of the systematic steps that they had to undertake for overcoming the state of emergency. The non-systematic and non-proactive approaches were deployed for controlling the fire in the rehabilitation centre. Furthermore, absence of adequate safety precautions and mock drills was primarily responsible for the considerable delay that eventually resulted in the state of panic following the onset of fire. I think that I could have evaluated all safety measures in a proactive manner and participated in various fire drills in the context of gaining expertise and confidence in handling the occupational unprecedented emergency. The action plan attributes to the deployment of proactive strategies while evaluating all safety parameters for the effective implementation of mitigation strategies warranted for overcoming the state of panic and trauma experienced by healthcare workers as well as other staff members deployed at the rehabilitation center. IOSHs Code of Conduct The code of conduct prescribed by IOSH advocates the requirement of active rehabilitation of people at their work place (IOSH, 2017). I understand that rehabilitation conventions outlined by IOSH assist the employees to continue their execution at workplace despite experiencing chronic disease conditions. I can recall an event at my workplace where a diabetic employee experienced an acute hypoglycaemia episode during the working hours. Adverse symptoms resulted in heavy sweating and dizziness due to which he fainted at his work station. The occupational physician was immediately called by the management and the employee was rushed to the emergency room for instant evaluation. The employee seemed dehydrated and therefore the vitals were recorded and after analysis of his blood glucose level (through a reagent strip). Intravenous hydration intervention was then performed and oral glucose was administered for stabilizing the blood glucose level of the patient. I believe that the IOSH co de of conduct was stringently followed in this event and the occupational practitioner did his level best in providing immediate remedial intervention for effectively improving the adverse manifestations experienced by the patient. I believe that the adverse event occurred because of absence of periodic monitoring of the patient by the healthcare teams in the occupational setting. The IOSH code of conduct advocates the requirement of consistent evaluation of chronically ill employees with the objective of reducing their predisposition towards acquiring adverse disease manifestations. While being an occupational health officer, I could have assisted the healthcare team in performing regular surveillance of the employees with the objective of reducing their scope of experiencing health adversities during the working hours. I could have followed the conventions advocated by the good clinical practice and conducted education sessions for the employees with the objective of enhancing the ir knowledge regarding medical emergencies and associated remedial steps warranted for avoiding the occurrence of life threatening conditions at the workplace. The action plan attributes to the dissemination of self-care knowledge among all employees and educating them regarding the utilization of first aid interventions warranted during medical emergencies. I would advise the chronically ill patients to work from home as per their convenience and instruct them to undergo periodic health check-ups with the objective of effectively monitoring their health conditions at regular intervals of time. Gibbs (1988) Reflective Cycle Gibbs reflective cycle is a theoretical convention deployed by the healthcare students in the context of undertaking the process of reflective writing (Burzotta Noble, 2011). This reflective model requires the description of a (healthcare related) event in six segregated steps and assists the student in describing the action plan for prospective remediation. I believe that Gibbs model helps the student in exploring innovative ideas regarding an event for self-improvement as well as systematic elevation in thinking skills. Gibbs model instructs the student for providing thorough detail of any event and advocates the description of individual feelings regarding the event in a reflective manner. I understand that the evaluation of an event requires the thorough description of the event in terms of its context and outcomes. The type of experience gained during the event and the associated positive or negatives results also require systematic description by the student while utilizing re flexive approaches. I believe that analysis of the event should be done in a manner to emphasize the causative factors associated with the event as well as the consequences of intervention. I think that the conclusion section of the Gibbs model asks the student to explore his/her individual capacity of modifying the outcomes of the event under similar circumstances. The student also receives an opportunity of effectively relating his/her learning goals and competency level with the positive and negative aspects of the event and its associated consequences. The action plan includes the remedial steps performed with the objective of mitigating the complex outcomes of the event. The leadership management styles are divided into post-hoc management, micro-management, seagull management and various other types. An ideal leadership management follows the democratic style where managers involve the entire team while resolving a potential conflict (Al-Sawai, 2013). The democratic leadership style follows proactive approaches and attempt to avoid the frequent occurrence of conflicts between the employees in a real-time environment (Vesterinen, et al., 2013). I think that the preliminary objective of involving all team members in decision-making attributes to the configuration of a common consensus for avoiding any adverse manifestation or contradiction following the successful resolution of conflict. Decisions are usually taken in with the agreement of the staff members; however, multiple opinions create complications during the process of decision making. I can recall an event at my workplace when my manager faced a workplace conflict following a harsh argument b etween two team members in relation to work related discrepancy. The manager intervened and took the view-points of the entire team members regarding the controversy. The decision was acceptable to both parties and hence the matter was settled effectively within a few minutes. I feel that this democratic way of resolving workplace conflicts is the best method, since it helps in forming a group consensus and assists in satisfying people regarding the configured decision. The conflict at my workplace was handled well by the manager and was resolved without creating any major controversy between the teams. The team members did not give multiple opinions on the matter and hence the issue was resolved without any complication. In this situation, I could have evaluated individual opinions of people by performing sessions with them to make sure that my decision was not enforced on them in any manner without their actual consent. The action plan attributes to the administration of instructi ons to all team members in relation to reporting of operational complications directly to the manager under an unfavourable situation. Tackling Conflicts I recently experienced the state of conflict between two employees in my company when they started undertaking argument following a serious disagreement on a work-related matter. I seriously felt the non-accomplishment of the attributes including self-esteem and confidence (advocated by Maslows Hierarchy of Needs) between individuals (Taormina Gao, 2013). I believe that the conflict was the direct result of the state of dissatisfaction between the employees. This dissatisfaction could have emanated between interpersonal discrepancies or conflicts of interest at workplace. The event resulted in a stressful situation warranting intervention by their reporting manager. The manager intervened accordingly and attempted to resolve the matter amicably in an accommodating manner. The manager proved to be a friendly helper and eventually gained the trust of both employees leading to timely settlement. I personally feel that the earnest conflict handling intentions of the manager considerably assisted the resolution of the discrepancy that eventually settled down the stressful situation. I believe that the friendly behaviour of the manager helped both employees in reducing the intensity of their arguments. The manager did now allow domination of any single person and gave ample time to both parties for explaining their individual concerns. The manager refrained from native discussion and emphasized the positivity while effectively influencing the behaviours of both employees. I think that the deployment of effective communication skills during the state of the conflict could have resolved the same in the shortest possible time and in a collaborative manner. I believe that the utilization of negotiation and mediation strategies could have assisted both parties in resolving their conflicts without arbitration by a third party. I further feel that the configuration of a work culture that can serve best for the systematic accomplishment of employees expectations, is the onl y strategy requiring deployment for effectively preventing the state of conflict between the employees. I personally feel that changes in the workplace are highly warranted with the objective of elevating the workplace safety and associated outcomes (Mahan, et al., 2014). I remember an event at my workplace when there had been a major gas leakage in the office premises leading to the situation of panic among the staff members. The emergency bell rung and the safety management team rushed to the site of leakage for stopping the occurrence of a major disaster. However, the lack of availability of safety tools at workplace left many employees injured and the stampede resulting from the panic situation resulted in traumatic episodes and associated health adversities among the staff members. I personally feel that this event is a red signal for companies who do not take concrete measures for changing the workplace safety culture warranted for reducing the probability of occurrence of disastrous health outcomes following the adverse events. I think that this safety change is highly required for saving the precious lives of employees who invest their time and efforts for attaining professional development at their workplace. In the presented scenario, safety personnel presumably did not receive training sessions regarding work safety measures and no previous workplace analysis was performed for evaluating safety parameters implemented for saving the lives of associated employees. The lack of safety measures in the workplace resulted in the absence of change warranted for effectively safeguarding the office premises and workforce. The fatalities that resulted from the gas leakage and resultant stampede could have been avoided by establishing major changes in the safety parameters at workplace. Labour management training required administration by safety teams for handling the casualties resulting from an unprecedented adverse event. The biggest change warranted for safeguarding the lives of workforce attributes to the acquisition of knowledge regarding safety enhancement tools and techniques requiring deployment at workplace for handling the traumatic episodes. The action plan includes the requirement of performing regular mock drills with the objective of preparing the staff members for undertaking remedial measures following the onset of adverse events. Indeed, empowerment of the workforce through various customized training approaches required for brining major safety related changes in the workplace for systematically minimizing occupational hazards (Lippin, et al., 2000). Health and occupational budgeting is utilized as an essential tool that systematically takes the income as well as expenditure into consideration for an effective departmental management and associated occupational advantages (Walsh, 2016). It assists in the evaluation of business performance and minimizing the probability of financial losses. I remember the event of budget presentation in my office that was undertaken with the objective of developing a common consensus in relation to financial planning. The budget was prepared after undertaking a lot of research as well as consultation with the business associates. Business plan was presented for the establishment of financial goals of the company and systematic strategies were evaluated for the assessment of costs related to health and occupational safety. Indeed, due to some technical flaws in the calculation of anticipated expenditure, the budget plan was summarily rejected by the company management. I personally feel that the de velopment of a business plan requires considerable efforts by the financial experts and therefore its rejection at any point of time creates elevated level of disappointment among the business associates. I think that proactive strategies were missing in the presented business plan leading to its rejection by the concerned authorities. I think that the configured plan was not at all audited systematically by the business as well as financial experts and due to that it failed to meet the organizations objectives and goals. I could have consulted statisticians and financial experts prior to configuring the business plan and requested them to audit the same for catching the technical inaccuracies before its presentation in front of management. The action plan attributes to the gathering of significant budgeting information, while evaluating its accuracy and authenticity in relation to the organizational goals and requirements. The effective management of expenses during budgeting is hi ghly required for presenting an authentic business plan (Osborne, 2013). Fair Employment Practices I understand that the objective of undertaking fair employment practices attributes to the non-discriminatory and fair selection of employees in accordance with the stipulated occupational parameters. I remember the selection procedure adopted in my company while selecting the health and occupational safety staff that made me understand the guiding principles involved in the deployment of fair employment practices in the professional setting. The selection procedure was improvised in a manner to select the candidates on the bases of their experience, merit, capabilities and knowledge related to the concerned job profile. The interviewees were treated with dignity and respect and no preference was given to any candidate with respect to his/her age, gender, religion and race (Bjelland, et al., 2010). Labour laws were practiced along with the Tripartite Guidelines for selecting the eligible candidates. I personally feel that the company employed a fair selection procedure while practici ng legal and ethical conventions warranted for selecting the potential candidates. I think that the selection of appropriate candidates resulted in the systematic enhancement of professional outcomes as well as companys profitability. This experience taught me the relevance of fair employment practices requiring implementation for selecting the most appropriate employees having potential of bringing the desirable occupational change under challenging circumstances. The action plan attributes to the facilitation of fair employment practices while referring the most eligible candidates for their systematic deployment in the occupational setting. I remembered an event when a labourer engaged in the construction work at our site was severely injured after experiencing a fall from the fourth floor of the under-construction building. The injury resulted in the occurrence of multiple fractures in the worker and eventually he experienced the pattern of permanent disability and associated manifestations. The worker was never interviewed by the company authorities and did not get adequate financial compensation since the root cause of the incident was not explored by the company as well as the legal agencies. I personally feel that adequate workplace accident investigation measures require deployment to evaluate the root cause of workplace accidents, with the preliminary objective of bringing justice to the workers affected with serious fatalities. The absence of root cause investigation resulted in the administration of inadequate treatment (due to financial constraints) that deteriorated the patients condition to the life-threaten ing level. I believe that the company policies had major flaws since they did not emphasize the requirement of root-cause analysis of the event. This major flaw could be utilized by the affected worker in filing litigation against the company in relation to the serious health loss suffered by him following the traumatic episode. This event became the source of my learning regarding workplace incident and I realised the requirement of performing root cause analysis of workplace incidents for surpassing the scope of litigation and providing justice to the affected workers (BATTAGLIA, et al., 2014). Workplace Incident Reporting I believe that workplace reporting is highly required by companies in the context of saving the lives of workers and for effectively surpassing complex litigation issues. I can recall an event in my company when a worker experienced severe head injuries after hitting his head from a road roller during his deployment in the workplace. The safety team immediately rushed at the event and provided first aid to the injured worker. The incident was instantly reported by fellow workers to the companys management as well as to a nearby local hospital. The worker was taken to the critical care unit in the hospital where he received medical interventions for treating his head trauma. The timely reporting of the event resulted in prompt action by the company management and the entire medical expense was accordingly taken care of by them in accordance with patients insurance coverage. I personally appreciate the action taken by fellow workers, safety team as well as company management in providi ng instant medical aid to the injured worker. This could not be possible without timely reporting of the event to companys management as well as hospital authorities. The worker received medical intervention in the shortest possible time; however, the severity of injuries challenged his prompt recovery in the hospital setting. This experience taught me the requirement of deploying a systematic workplace incident reporting system for providing prompt medical interventions to the patients affected with workplace injuries. Action plan attributes to the execution of periodic audits of the workplace incident reporting system and administration of mock drills for safeguarding the precious lives of the labourers at workplace. I believe that workplace reporting barriers need mitigation and the safety teams require enhancing their skills and knowledge warranted for systematically accomplishing the reporting requirements related to the workplace incident reporting system. References Al-Sawai, A., 2013. Leadership of Healthcare Professionals: Where Do We Stand?. Oman Medical Journal, 28(4), pp. 285-287. Al-Shidhani, T. A., 2011. 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