CEO at Lake Charles Memorial Health System
why Kenji Saito MD, JD would the ideal leader
Effective management is empathetic management. Understanding your employees’ strengths, weaknesses and approach to work will increase creativity, resilience and results.
— Read on www.entrepreneur.com/article/362278
people who feel appreciated consistently outperform those who do not.
Many CEOs have changed their leadership strategy in four crucial ways that have positively impacted their organizations during the pandemic, though it’s unclear whether those changes will remain after COVID-19 has subsided, according to a McKinsey & Co. article.
— Read on www.beckershospitalreview.com/hospital-management-administration/4-leadership-changes-ceos-made-during-the-pandemic.html
Not everyone is cut out to be an entrepreneur. However, companies can foster employees’ entrepreneurial mindset and stay competitive by encouraging intrapreneurship.
— Read on www.entrepreneur.com/article/361089
As cases and hospitalizations remain steady, a new emergency treatment is being administered in the Lake Area for COVID patients who aren’t sick enough for hospitalization.
— Read on www.kplctv.com/2020/12/23/new-coronavirus-antibody-treatment-available-local-hospitals/
December 17, 2020 / 5:27 PM
By Megan Cerullo
With the first doses of Pfizer’s COVID-19vaccine now being administered in the U.S., the federal government is giving employers around the country the green light to require immunization for most workers.
In general, companies have the legal right to mandate that employees get a COVID-19 shot, the Equal Employment Opportunity Commission (EEOC) saidWednesday. More specifically, employers are entitled — and required — to ensure a safe workplace in which “an individual shall not pose a direct threat to the health or safety of individuals in the workplace.” That can mean a company requiring its workforce to be vaccinated.
The Americans with Disabilities Act limits an employer’s ability to require workers to get a medical examination. But the EEOC’s latest guidance clarifies that getting vaccinated does not constitute a medical exam. As a result, ordering employees to get a COVID-19 shot would not violate the ADA.
Not all employees must get vaccinated, according to the agency. Employees with either a disability or “sincerely held” religious beliefs that prevent them from getting inoculated areexempt, according to the EEOC, which is charged with enforcing laws against workplace discrimination.
“If they do require it, an employee can make a request for an accommodation under the Americans with Disabilities Act or Title VII, and if they do request the accommodation, the employer has an obligation to see if accommodation is possible,” said Helen Rella, a workplace attorney at Wilk Auslander, a New York law firm.
In cases like these, an employer must attempt to make a reasonable accommodation for the worker, like allowing them to work from home, for example. If that’s not possible, however, and unvaccinated individuals pose a potential threat to either themselves or to others, a company has the right under employment law to exclude them from physically entering the workplace.
Notably, that doesn’t mean an employer may summarily fire a worker who declines to be vaccinated. They could be eligible for unpaid leave or other similar entitlements under federal, state and local laws, according to the EEOC.
“At some point, if they are on job-protected unpaid leave, that might rise to the level of undue hardship. But it would be on a case-by-case basis,” said Sharon Masling, a workplace attorney at Morgan Lewis in Washington, D.C., and former chief of staff to an EEOC commissioner.
But the agency’s guidance does mean that if a worker’s job can’t be done remotely and there’s no reasonable way to accommodate the person’s wish not to be vaccinated, then the employer can terminate their employment.
“The logical conclusion is that if no possible accommodation can be made and the employee’s job requires that they be in the physical workplace — and they pose a direct threat to the safety of the workplace or others — that yes, they could be terminated,” Rella said.
First published on December 17, 2020 / 5:27 PM
© 2020 CBS Interactive Inc. All Rights Reserved.
Intrinsic and extrinsic motivation are not mutually exclusive categories; in fact, together, they generate holistic motivation that harmonizes team dynamics. At LCMHS, I will be present, supportive, and engaged to develop a genuine high performance team while meeting their individual professional goals and satisfying their interests in patient care with loving-kindness.
https://www.inc.com/maria-haggerty/extrinsic-vs-intrinsic-rewards-whats-a-better-motivator.html
BY MARIA HAGGERTY, CEO, DOTCOM DISTRIBUTION
Since the recent economic downturn, there have been more nuanced discussions surrounding what kinds of benefits, rewards and incentives really attract and satisfy employees. At the heart of motivation are two overarching categories: extrinsic and intrinsic. Here’s what business leaders must know about each to deliver what employees desire and what will inspire their best performance.
When an employee does something in hopes that it will result in a tangible, external reward or outcome, it’s considered to be extrinsically motivated. Such stimuli typically come from an outside source; in the professional world, this is often a supervisor or manager. Common forms include praise, promotions, raises, bonuses, or material rewards such as cars or trips.
An employee can also be motivated by the desire to avoid negative external outcomes, such as a demotion, a negative review, being reprimanded, or having something taken away from them.
Intrinsic motivation comes from within. Rather than something that is desired or received as a result of performing or accomplishing a task, it is performing the task itself that gives a person a sense of accomplishment or satisfaction. This includes things like personal or professional growth, overcoming obstacles, and achieving goals.
Whether you agree with the adage, ‘money can’t buy happiness’ or not, there is a case to be made–and has been–in support of this notion. Though no consensus has been reached, numerous experiments have been done over the years in attempts to settle the debate over whether extrinsic motivators (like money) can actually decrease a person’s intrinsic motivation. There are also those who argue that this dichotomy can go so far as to interfere with happiness, and potentially impact organizational performance.
But there are also clear advantages. Extrinsic incentives can be used to motivate a group of people, which can spur healthy competition, collaboration, and productivity. Moreover, external motivators can lead to behavior shifts and accomplishments that may have otherwise remained unrealized potential.
The most effective way to satisfy employees–and really anyone, for that matter–is by providing solutions and rewards that address their individual needs and desires. Consider personalities. For example, some people have no problem with public displays of admiration and praise while others find it to be uncomfortable, which in this case could be counterproductive.
Other factors to consider in determining appropriate motivation include what professional life stage of work they’re in (establishing, mid-career, late career, etc.), what department or job function they support, areas in which they have excelled, and, of course, any direct requests or inquiries they’ve made.
Many of Dotcom Distribution’s employees are shift workers who have young families. Over time, we also observed that the frequency and timing of PTO requests coincided with religious holidays and observations. So, one of the ways we’ve learned to motivate our employees is by giving them a certain level of autonomy over their schedules. Today, we do this with a custom labor management system that allows them to pick and change their shift schedules using an intraorganizational app. While this is certainly classified as extrinsic incentive, it actually dovetails with the intrinsic motivation of feeling trusted and valued as an employee.
There’s no rule saying a person only falls into one camp. Intrinsic and extrinsic motivation are not mutually exclusive categories; in fact, together, they generate holistic motivation. Employees appreciate and respond to managers who show an interest in their professional goals and interests, so the best research you can do starts with being present, supportive, and engaged.
How not lead your employees in the pandemic.
— Read on www.inc.com/marcel-schwantes/7-signs-to-instantly-identify-someone-with-a-bad-leadership-style.html
The more you know about your furry friend, the more you can do to meet their needs, according to a psychologist. Here’s how to know what they need to lead happy lives.
— Read on www.inverse.com/science/the-psychology-behind-a-dogs-happiness
This report describes findings from a household study that indicate transmission of SARS-CoV-2 among household members was frequent from either children or adults.
— Read on www.cdc.gov/mmwr/volumes/69/wr/mm6944e1.htm