Work motivation prevails when there is alignment between individual and organisational goals. Work motivation also comes into being when achievement of organisational goals is associated with personally desired outcomes, such as a sense of achievement or personal gain. While work performance is dependent on, or limited by, resource availability and worker competencies, the presence of these factors is not sufficient as such, to ensure desired worker performance. This is the reason why companies all over the world consciously include motivating employees as part of their strategies. When a company embarks on strategies to motivate employees without specific goals, those strategies will not be as beneficial to the company, and outcomes may not be as positive as the strategy makers may have hoped for. Specific goals in terms of strategy and performance must be stipulated beforehand and ways to measure the required performance standards should be in place. Employees should be made aware of such efforts and how their performance will be measured. A company that makes an effort to motivate its employees will remain competitive and more productive in the long run. This dissertation seeks to establish whether motivational strategies implemented at Metsimaholo District Hospital have achieved the required results of improving employees' performance. For any company to survive and stay competitive, it is very important that its employees are motivated, because motivated employees in a motivating environment will easily be driven to believe that if they put more effort in performance, their needs will be met. When employees feel their personal needs are met at their workplace, they find fulfilment through performance of their duties. They become productive and the company can achieve its production needs and reach its desired level of service delivery. In its attempt to meet critical employee needs to ensure better performance, Metsimaholo District Hospital has implemented different motivational strategies, which are discussed in this study, namely: Performance Development Management System; Occupational Specific Dispensation; Training; Financial rewards; Supportive management and leadership; and Individual employee locus of control. Feedback received from the empirical investigation shows that the abovementioned motivational factors have an impact on the way employees perform their duties. When implemented correctly, they encourage employees to perform their duties better. On the other hand, if they are not implemented correctly, or are perceived by the employees as not beneficial to them, or as not assisting to meet their personal needs, they can de-motivate employees and negatively affect their performance. / Thesis (M.B.A.)--North-West University, Vaal Triangle Campus, 2009.

Work motivation prevails when there is alignment between individual and organisational goals. Work motivation also comes into being when achievement of organisational goals is associated with personally desired outcomes, such as a sense of achievement or personal gain. While work performance is dependent on, or limited by, resource availability and worker competencies, the presence of these factors is not sufficient as such, to ensure desired worker performance. This is the reason why companies all over the world consciously include motivating employees as part of their strategies. When a company embarks on strategies to motivate employees without specific goals, those strategies will not be as beneficial to the company, and outcomes may not be as positive as the strategy makers may have hoped for. Specific goals in terms of strategy and performance must be stipulated beforehand and ways to measure the required performance standards should be in place. Employees should be made aware of such efforts and how their performance will be measured. A company that makes an effort to motivate its employees will remain competitive and more productive in the long run. This dissertation seeks to establish whether motivational strategies implemented at Metsimaholo District Hospital have achieved the required results of improving employees' performance. For any company to survive and stay competitive, it is very important that its employees are motivated, because motivated employees in a motivating environment will easily be driven to believe that if they put more effort in performance, their needs will be met. When employees feel their personal needs are met at their workplace, they find fulfilment through performance of their duties. They become productive and the company can achieve its production needs and reach its desired level of service delivery. In its attempt to meet critical employee needs to ensure better performance, Metsimaholo District Hospital has implemented different motivational strategies, which are discussed in this study, namely: Performance Development Management System; Occupational Specific Dispensation; Training; Financial rewards; Supportive management and leadership; and Individual employee locus of control. Feedback received from the empirical investigation shows that the abovementioned motivational factors have an impact on the way employees perform their duties. When implemented correctly, they encourage employees to perform their duties better. On the other hand, if they are not implemented correctly, or are perceived by the employees as not beneficial to them, or as not assisting to meet their personal needs, they can de-motivate employees and negatively affect their performance. / Thesis (M.B.A.)--North-West University, Vaal Triangle Campus, 2009.

Falls are the number one mechanism of injury for The Trauma Center and Johnson City Medical Center (JCMC TC). JCMC TC is one of two level one trauma centers in the region and one of only six in the state. The main method for trauma prevention is outcome specific education and awareness. Injury prevention education is a critically needed area in the field of trauma and emergency care. Falls are the number one cause of injury in populations age >65. Socioeconomic status, age, gender, and race are all mitigating factors in the likelihood of greater length of stays, death in hospital, and death within one year of discharge for those who fall in a home setting. According to the CDC, people over the age of 75 are four to five times more likely than people under 75 to be admitted to a long-term care facility for more than a year. What is the relationship between patient characteristics and fall related outcomes in a level one trauma center? We looked at associations between patient demographics and associated outcomes for those admitted to the trauma center secondary to a ground level fall (GLF) in the home. Dataset: De-identified National Trauma Databank information was compiled by the JCMC Registrar for the past 8 years for the metrics: Injury Severity Score (ISS), length of stay, 48hr readmission, and disposition (home, nursing home, skilled nursing facility (SNF)).Demographic information, along with mechanism of fall, was collected for each patient. Patient age, gender, and date of injury was all used for statistical analysis and trend recognition. Statistical Analysis: Bivariate analyses included independent samples t-tests and Oneway ANOVA to find differences between groups. Results: T-test results show women are significantly more likely than men to be admit for a ground level fall (p<.001) and those with a higher ISS are more likely to have an extended stay in an inpatient setting (p<.001). One-Way ANOVA analysis of collected data shows an annual increase from 2006-2013 of trauma admissions for ground level falls (p<.01). Eight year analysis showed a two-fold increase in these admissions. Over 30% of patients admitted with a GLF are discharged to a SNF leading to higher societal costs due to Medicare reimbursement rates. Diagnosis related groups codes (DRG) dictate Medicare reimbursement rate of $14,091 per patient with an average facility cost of $14,196 per patient with no readmissions (Unplanned readmission within 180 days occurred at a rate of 8.3%). Conclusion: Fall education programs are necessary and needed in rural level one trauma centers to educate citizens on causes and methods of preventing falls in their homes. A decrease in these falls would lead to an increase in productive years of life and a reduction in strain on the hospital system.