Many of the discussions of motivation assume that the style of leadership or the manner of the working groups have a significant effect on motivation. My view is that it is not only the managerial attitudes within the Care Trust that highlights that the managers have a significant effect on performance, but in addition to this the organizations commitment to schemes which will eventually gain the trust 'model employer' status that makes the trust attract high caliber employees, have low incidence of absenteeism and low turnover of staff compared to other trusts in the region.
Motivational organizational strategies
One of the main drivers for successfully becoming a 'model employer' and is that we are a site for Improving Working Lives (IWL). The IWL initiative (1) is far reaching. It has set standards summarising the commitment expected from NHS employers to create well-managed and flexible working environments, which support staff, promote their welfare and development and respect their need for a healthy work/life balance. The standard has three stages and progress by employers will be kite-marked, the trust is at the second stage of the initiative.
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