Hierarchy of Human Needs and Goal Setting Theory

Hierarchy of Human Needs and Goal Setting Theory Introduction As the increasing concern of how to achieve performance excellence through employees, most of the organizations now pay more attentions on the means of motivating employees, such as incentives, rewards. Kreitner (2004) quoted Mitchells definition of motivation which refers to those psychological processes that cause the arousal, direction, and persistence of voluntary actions that are goal directed. Different motivation theories guide the ways of encouraging people to make effort and exploit their ability for the organizations goal and meeting their own needs; also, they suggest the factors resulting in job satisfaction and their influence on employee performance (Armstrong, 2006). This essay attempts to explore the motivator and the process of motivation by a critical review of motivation theories; moreover, it examines the theories through a questionnaire research in terms of what people are motivated and how they are motivated. Thereby, it leads to a further discussion of the appl ication of motivation theory in practice. Literature Review As Armstrong (2006) states motivating people refers to encourage them to work toward the expected direction, motivation in organizations aims at creating a context and undertaking a motivation process in which individuals work and provide the performance according to the managerial expectations. The process of motivation is described as a needs-oriented model that goes through four stages: need, goal setting, action and achievement (Armstrong, 2006). It is suggested that people are aware of the unsatisfied needs consciously or unconsciously; and then the desire of satisfying the needs enables the establishment of goal (Latham, 2007). To achieve the goal by taking actions is believed will meet the needs. If the goal is obtained successfully, the same actions are likely to be repeated for satisfying the needs (Latham, 2007). In this way, the process of the motivation is completed. The theory of motivation is divided into two main categories C content theory and process theory. Content theory interprets the insights of peoples needs and explores the factors that motivate people (Foster, 2005). It emphasizes the intrinsic elements that energize, direct and endure behaviour; also, it explains how these elements are valued as internal motivators by individuals (Porter, Bigley Steers, 2003). There are four primary content theories of motivation at work, including Maslows hierarchy of need, Alderfers ERG (existence-relatedness-growth) theory, Herzbergs motivator-hygiene model and McClellands learned needs theory (Porter, Bigley Steers, 2003). Content theory C Maslows Hierarchy of Human Needs Among these theories, Maslows hierarchy of human needs is the most famous one connecting peoples needs to motivation. According to this theory, individuals needs are categorized as deficiency needs and growth needs. Deficiency needs are the basic needs that must be satisfied; it contains three levels C physiological, safety and security, belongingness. The physiological needs are at the bottom of Maslows hierarchy theory. That is to say, all other needs are out of peoples consideration until the physiological needs are satisfied (Latham, 2007). The implication of physiological needs at work may include lunch break, rest break, sufficient wage to support daily essentials (NetMBA, 2007). Safety and security needs arise for protecting oneself from threats and harm either physically or emotionally on condition that physiological needs are satisfied. In the context of work, safety and security needs can be reflected through a safe working environment, retirement benefit, job security, etc (NetMBA, 2007). Since the two lower needs are satisfied, people are continuously seeking higher needs; thus the desire of interaction and communication with other people emerges. Belongingness needs covers this extent of peoples needs that receiving and giving love, and belonging to a group. Growth needs refer to the advancement and achievement of individuals potential; it includes self-esteem and self-actualization (Foster, 2005). Growth needs are indeterminate but higher than deficiency needs. Maslows theory assumes that higher needs will be the focus of the individuals attention and become dominant when the lower needs are satisfied (Armstrong, 2006). Self-esteem needs classified as internal and external. The desires for achievement, confidence, freedom and independence come from oneself. The external esteem is about the desire of attention, importance, recognition and reputation (Armstrong, 2006). Self-actualization implies the needs to maximum ones potential and advance skills, and the needs to achieve higher goals that one considers one is capable for it (Armstrong, 2006). Self-esteem and self-actualization lie on the top two layers of the pyramid of Maslows theory. Although they may be difficult to accomplish, they are the greatest drive for individual behaviour. However, Maslows theory is also questioned by other scholars for two points. Firstly, as Armstrong (2006) points out, the priority of different needs is varied with individual. Maslows hierarchy of needs theory indicates that people follow this hierarchy of needs steadily. Nevertheless, different people may have different need to be satisfied as their priority. There are two researches conducted among a group of managers from different organizations for examining Maslows theory. Lawler and Suttles research found managers predominant needs at the higher level are varied with individual (Koontz and Weihrich, 2006). In another research, Hall and Nougaim found little evidence to support the theory of hierarchy as managers increasing attention on growth needs is mostly determined by the changes in upward careers instead of the satisfaction of lower-order needs (Koontz and Weihrich, 2006). Process theory C Goal Setting Theory As it has been mentioned, content theories are about what people are motivated. Simply, process theories suggest the means that people are motivated. They concentrate on the process of peoples decision-making and the actions they take in order to attain the expected goals (Huczynski and Buchanan, 2007). Process theory of work motivation has three major theories: equity theory, expectancy theory and goal-setting theory. Goal-setting theory states individual motivation and performance can be enhanced through setting a specific goal on condition that the goal is challenging but committed, and along with a feedback on performance (Griffin and Moorhead, 2009). From the management perspective, goal is used as an effective means to manage motivation and to control organization performing in relation to the expected result (Griffin and Moorhead, 2009). It also helps organizations to interpret and forecast employees work behaviour as the theory assumes behaviour is the outcome of sensible goals and purpose(Koontz and Weihrich, 2006). Goal-settig theory contains four major propositions: challenging goals, specific goals, participation and knowledge of results (Huczynski and Buchanan, 2007). The four major propositions are regarded as the fundamental elements of goal-setting theory that mostly contribute to higher level performance (Arnold and Silvester, 2005). Challenging goals are more likely to cause desirable performance. Once people commit the goal and believe it is achievable, they become goal-oriented; and they take actions for goal achievement (Arnold and Silvester, 2005). Difficult goals require more effective outcome of behaviour than easy ones. Further, specific goals administer to higher level performance than general ones; for reasons of providing precise plan that people work upon. Participation in goal-setting theory is an important part as it is a proper way to get agreement on setting higher goals (Arnold and Silvester, 2005). In this way, people are willing to make effort to accomplish the goals. Knowledge of results or feedback is playing the role of informing people of the results and maintaining motivation for higher goals (Armstrong, 2006). Theoretically, goal-setting is an effective method for organizations to managing work motivation and achieving high goals. However, it is doubted of its effectiveness out of laboratory setting (Arnold and Silvester, 2005). Austin and Bobko point out goal-setting is likely to focus on quantity of work rather than quality of it as quantity is more measurable and clearer than quality when setting goals (Arnold and Silvester, 2005). Moreover, there may be conflicts among different goals in the real work context. To decide which goal is prior means to ignore or reserve the other goals. Thereby, the application of goal-setting is weakened (Arnold and Silvester, 2005). Besides, goal-setting theory is limited to individual work and performance. In practice, group goals and performance, especially a companys goals and performance account for more importance (Arnold and Silvester, 2005). Crown and Rose found setting group goals can enhance the performance of the group; and the group goals are consisted of individual goals agreed by individuals (Arnold and Silvester, 2005). Therefore, goal-setting theory is suggested to be applied to group or organizations as whole rather than stick on individual levels. Research Data Analysis The research aims to find out what people are motivated in the workplace and in which way they are motivated on the basis of Maslows hierarchy of needs theory and goal-setting theory. The data is collected through questionnaire from ten respondents. The first part of questionnaire is developed for exploring the motivators according to Maslows theory. The core proposition of Maslows theory is that peoples needs have five stages from low to high forming the hierarchy. Five specific items indicate the five levels of needs: reasonable wage, job security, employee relationships, achievement and recognition, opportunity of upward career (see appendix 1, Question 2). The research data presents that respondents give priority on different items. Reasonable wage implies the physiological needs which are the basic needs that must be satisfied. There are sixty percent of respondents ranking it as their priority; twenty percent rank job security (which represents safe and security needs) as their primary needs. Interestingly, twenty percent of respondents rank the theoretically top needs opportunity of upward career (which represents self-actualization needs) as their prime needs. For a further investigation on this question, a cross-tabulation is used in order to find out the relationship between the priority of needs and the role in a group. The data shows who play the role of doer and shaper in a group consider physiological needs are primary; who take the leader positions in a group attach more importance on higher needs, e.g. self-esteem and self-actualization needs. Moreover, the responses on Question 4 (see appendix 1) show there are certain percentage of respondents are willing to work under unfavourable conditions when they believe there is something valuable to them. From this point, it can hardly support Maslows theory that people have higher needs when their lower needs are satisfied. Reviewing Armstrongs doubt on Maslows hierarchy of needs, he points out that the priority of different needs is varied with individual. Therefore, peoples needs do not follow Maslows hierarchy strictly. Also, the data reveals that physiological needs, safe and securit y needs, and self-actualization needs are the top motivators among the respondents. The second part of questionnaire attempts to understand how people are motivated to deliver high-level performance. The questions are designed base on the theory of goal-setting. Seventy percent of responses show goals are able to improve the performance (see Appendix 1, Question 5). The other responses upon the points that specific goals, participation and knowledge of results lead to enhancement of performance positively support the theory of goal-setting (see Appendix 1, Question 7, 89). That is to say, most of respondent believe challenging goals and specific goals helps them to deliver an enhanced performance, and participation in goal-setting endows them the willingness to work toward the goals; finally feedback is regarded as a vital means to know how well they have been, also a form of motivator. Question 6 (see appendix 1) exposes the potential issue of application of goal-setting theory. It cannot be denied the possibility that people would accept higher goals if their lowe r needs are at risk of satisfaction. When such situation occurs, people acceptance of higher goal is reluctant. This may fails to produce an expected performance as the goal probably is exorbitant or the person is less motivated. Austin and Bobko argue that goal-setting theory concentrate on quantity rather than quality (Armstrong, 2006). The responses collected from ten respondents also point to this limitation. This issue can be perceived in different contexts. For instance, quantity can be understood as the number of product produced by individual workers or groups. In this situation, the goals set for individual or group have limited effectiveness on product quality. Yet, when quantity stands for the amount of money, for example sales amount, goal-setting theory is still effective on work motivation relating to the organization performance. An Evaluation of Motivation Theory in Practice In the literature review part, the proposition of Maslows hierarchy of needs represented the content theory of motivation has been explained. Also the limitation of this theory is discussed. Through the research, the weaknesses of Maslows theory are further exposed; especially the concept of hierarchy of needs is strict. Nonetheless, Maslows theory of needs helps organizations to have the idea of the basic nature of human motives (Porter, Bigley and Steers, 2003). Knowing the needs theory, Managers are able to manage work motivation by creating a work environment that aims to satisfy employees needs (Clegg, Kornberger Pitsis, 2005). Goal-setting theory is introduced to organization management as known as Management by Objectives (Clegg, Kornberger Pitsis, 2005. It is broadly applied in the organizations for its strengths of guiding and directing individuals to work toward the goal; and of providing indicators for performance evaluation (Clegg, Kornberger Pitsis, 2005). Goal setting is a process of advancing, negotiating and set objectives that challenge the individuals as well as the organizations. Therefore, as Crown and Rose state, setting group goals is more important than individual goals (Arnold and Silvester, 2005). The group goals are consisted of several individual goals that are agreed by individuals (Arnold and Silvester, 2005). Therefore, the process of achieving group goals actually is the process of attaining group members individual goals. Thus, individual performance and group performance can be advanced through goal achievement. Conclusion Motivation is described as a process that needs-oriented pass through four stages: need, goal setting, action and achievement. Content theory helps to identify the elements that are able to motivate people. Maslows hierarchy of needs theory recognized five levels of peoples needs. By knowing the needs, organizations are able to motivate employee to deliver high level performance through satisfying their needs. Process theory is regarding to the methods of motivation. Goal-setting is an effective way in modern organization management. It identifies the relationship between goal and performance. It advocates that challenging and specific goal, participation and feedback can result in high level performance. Although goal-setting theory is argued that it focuses on individual goal and performance, it also can be employed in groups or organization. Further, setting group goals can improve the whole performance rather than individual. Therefore, it is sophisticate and effective way for wo rk motivation in modern organizations. REFERENCE Armstrong, M., (2006), A Handbook of Human Resource Management Practice, 10th ed, Kogan Page Limited Arnold, J. and Silvester, J., (2005), Work Psychology: Understanding Human Behaviour in the Workplace, 4th ed, Pearson Clegg, S., Kornberger, M., and Pitsis, T., (2005), Managing and Organizations: An Introduction to theory and Practice, SAGE Foster, N., (2005), Maximum Performance: A Practical Guide to Leading and Managing People at Work, Edward Elgar Publishing Griffin, R. W. and Moorhead, G., (2009), Organizational Behaviour: Managing People and Organizations, 9th ed, Cengage Learning Huczynski, A. and Buchanan, D. A., (2007), Organization Behaviour: An Introduction Text, 6th ed. Pearson Kreitner, R. and Kinicki, A., (2004), Organizational Behavior, 6th ed, McGraw-Hill Koontz, H. and Weihrich, H., (2006), Essentials of Management, 7th ed, Tata McGraw-Hill Latham, G. P., (2007), Work Motivation: History, Theory, Research and Practice, SAGE Publication, Inc. Porter, L. W., Bigley, G. A. and Steers, R. M., (2003) Motivation and Work Behaviour, 7th ed, McGraw-Hill NetMBA, (2007), Maslows Hierarchy of Needs, NetMBA.com, Last accessed on 1st November at URL: http://www.netmba.com/mgmt/ob/motivation/maslow/

Elephant Man :: essays papers

Elephant Man The Elephant Man, written by Bernard Pomerance, is a play about identity. It is a play about a man who is deformed, but constantly trying to live life as an ordinary person. The play begins with John Merrick, also known as the Elephant Man, performing in a carnival freak show in order to make a minute amount of money for living expenses. In Scene VI, Even on the Niger and Ceylon, Not This, Treves brings in Miss Sandwich to become Merricks nurse. He explains to her that he has been let down so far by the other nurses he has introduced to Merrick. He prepares her for the sight of Merrick so that she will not react harshly when she sees him. Ironically she says, â€Å"Appearances do not daunt me.† Treves then offers her the opportunity to see Merrick for the first time and bring him his lunch. When laying eyes on Merrick, she becomes frazzled and bolts from the room, throwing the lunch tray into Treves arms. When Treves goes to speak to Miss Sandwich she states that no one will do the job. This scene contributes to the other scenes of the play because it is a prime example of how people react when meeting Merrick. Merrick struggles with trying to fit in mostly because of his low self-esteem as a result of the cruel reactions of people. People do not give him a chance and get to know him well enough to see the kind and gentle personality traits of John Merrick, all they see is his physical deformities and that alone scares them away. As the play goes on, people begin to look past his deformities and see that he is a true genuine person who has feelings like themselves. Merrick is given the chance to raise his self-esteem when he meets Mrs. Kendal. She is an actress who walks in with a smile on her face and is capable of sustaining the smile. She talks to him as if he is a human being and not a freak. She introduces many members of the elite class to John Merrick and they all react just as she did, looking beyond physical characteristics to the person he is inside.

Birthday dishes

A birthday is a personal day for all children or adults. Planning for birthday dishes may seem like a simple project, but it can be difficult with a lot of work. Organization, preparation, and food selection. First of all, we needed a good organization.For example, making a list of family, relatives, friends, others in order to know the number of the guests Secondly, we spent time selecting the right food. Informal meals usually include appetizer and drinks, the main dishes and deserts as ell as the local dishes. Prepare the appetizer, which can include salads, nuts, potato chips, and snacks. Soft drinks, fruit Juice, and alcohol go well with the appetizer.Prepare the main dishes, such as chicken in paste, School food like pasted mammalian serve with potatoes and salty Nile parched in paste(agar) which are my favorite dishes, green vegetables in paste, grind pea in paste (mongo) served with moo- yea, and bush meat , roasted pork, , grilled chicken, all serve with potatoes, smashed ca ssava, rice, millet, maize and sorghum posh, Cheesecake and apple pie, paw-paw, avocado, the lion's heart, pineapple, mangoes can also be Included with the deserts and My mother spent the whole day in the kitchen cooking and preparing all the above for us.The cake arrived in the evening and soon my friends and other Invited guests started pouring in. At last, making my birthday dishes takes a lot of time. Through organization, preparing, and selecting the food, I found out that planning a successful birthday party dishes was not really simple and easy.

Free Essays on The Scarlett Letter

Character Analysis In The Scarlet Letter there are four main characters; they are Hester Prynne, Roger Chillingworth, Arthur Dimmesdale, and Pearl. In this paper I will analyze each of the four characters on the following: appearance, history, traits, and motivation. Hester Prynne was a beautiful young woman, but she tried to keep her beauty hidden. She would wear her long, luscious, dark hair in a bonnet. She would dress herself in plain dresses with the scarlet A on the outside of her bosom. She sewed the scarlet letter herself. It was made on a burgundy background with an elegant gold thread. She was married at a young age to an older man named Roger Chillingworth. Before her marriage she was a strong-willed and impetuous woman. She had a passionate nature and was independent. Hester was a compassionate material figure. She cared for the poor, and would take them food and clothing. Hester loved doing needlework. By the end of the novel she had became a prototeminist mother figure to the women of the community. The meaning of the scarlet A became known as â€Å"Able† instead of â€Å"Adulterer.† Hester’s motive was Pearl. She gave Hester a reason to live. Roger Chillingworth was a very unusual looking man. He was an old man and had deformed shoulders. As time went by he started looking hunchback. He married Hester before moving to the New Land. He was a difficult husband. He ignored Hester but expected her to nourish his soul with affection when he decided to spend time with her. He sent her to America ahead of him. While on his way to Boston to meet Hester, he was captured by Native Americans. When he finally arrived he saw Hester standing on the scaffold as part of her punishment. He asked her not to reveal his identity so he could seek his revenge against her lover. He became the town doctor and was called the leech. Roger was unable to engage in relationships with the people of the town, because h... Free Essays on The Scarlett Letter Free Essays on The Scarlett Letter Character Analysis In The Scarlet Letter there are four main characters; they are Hester Prynne, Roger Chillingworth, Arthur Dimmesdale, and Pearl. In this paper I will analyze each of the four characters on the following: appearance, history, traits, and motivation. Hester Prynne was a beautiful young woman, but she tried to keep her beauty hidden. She would wear her long, luscious, dark hair in a bonnet. She would dress herself in plain dresses with the scarlet A on the outside of her bosom. She sewed the scarlet letter herself. It was made on a burgundy background with an elegant gold thread. She was married at a young age to an older man named Roger Chillingworth. Before her marriage she was a strong-willed and impetuous woman. She had a passionate nature and was independent. Hester was a compassionate material figure. She cared for the poor, and would take them food and clothing. Hester loved doing needlework. By the end of the novel she had became a prototeminist mother figure to the women of the community. The meaning of the scarlet A became known as â€Å"Able† instead of â€Å"Adulterer.† Hester’s motive was Pearl. She gave Hester a reason to live. Roger Chillingworth was a very unusual looking man. He was an old man and had deformed shoulders. As time went by he started looking hunchback. He married Hester before moving to the New Land. He was a difficult husband. He ignored Hester but expected her to nourish his soul with affection when he decided to spend time with her. He sent her to America ahead of him. While on his way to Boston to meet Hester, he was captured by Native Americans. When he finally arrived he saw Hester standing on the scaffold as part of her punishment. He asked her not to reveal his identity so he could seek his revenge against her lover. He became the town doctor and was called the leech. Roger was unable to engage in relationships with the people of the town, because h...

Free Essays on Coldplay

History of Rock Music 287 Parachutes by Coldplay Label: EMD/Capitol, (recorded 2000). Produced by Ken Nelson and Kris Allison. Selections: Don’t Panic, Shiver, Spies, Sparks, Yellow, Trouble, Parachutes, High Speed, We Never Change, Everything’s Not Lost. Personnel: Chris Martin, vocals piano, Jon Buckland, guitar, Will Champion, drums, and Guy Berryman, bass. Coldplay recently won a Grammy award for Parachutes for Best Alternative Album. The only thing wrong with that is that Parachutes deserved to be nominated for Best Album. All of the quartet attended the University College of London. All four had been playing instruments since their early teens and been influenced by likes of Bob Dylan, Neil Young, and Eric Clapton. With only their full-debut album and a few EPs they have already joined the ranks of England’s elite including Oasis, Verve, and Radiohead. They are drawing comparisons with Scotland’s Travis and the late Jeff Buckley, who I recently have also taken an interest to. This album also earned the band a Mercury Music Prize nomination and won three Brit Awards nominations. The album was released in the U.K. in November 2000, and was released a month later in the U.S. They have released two singles off this album and they have both had tremendous success, Yellow then followed by Trouble. Many may have first heard their first single Yellow on ABC, because in 2000 it was chosen as the theme song for their sports promotion spots. This band has enjoyed almost instant success after signing with their label in April 1999. Parachutes is a perfect balance of sadness and elation, which they are able to switch back and forth in a heartbeat. The album begins with its shortest track (2:17) Don’t Panic, which starts with a sort of British folk-rock sound and evolves into a kind of spacey electric guitar piece with piano perfectly added in. Buckland’s Pink Floyd resembling guitar sound blends perfect... Free Essays on Coldplay Free Essays on Coldplay History of Rock Music 287 Parachutes by Coldplay Label: EMD/Capitol, (recorded 2000). Produced by Ken Nelson and Kris Allison. Selections: Don’t Panic, Shiver, Spies, Sparks, Yellow, Trouble, Parachutes, High Speed, We Never Change, Everything’s Not Lost. Personnel: Chris Martin, vocals piano, Jon Buckland, guitar, Will Champion, drums, and Guy Berryman, bass. Coldplay recently won a Grammy award for Parachutes for Best Alternative Album. The only thing wrong with that is that Parachutes deserved to be nominated for Best Album. All of the quartet attended the University College of London. All four had been playing instruments since their early teens and been influenced by likes of Bob Dylan, Neil Young, and Eric Clapton. With only their full-debut album and a few EPs they have already joined the ranks of England’s elite including Oasis, Verve, and Radiohead. They are drawing comparisons with Scotland’s Travis and the late Jeff Buckley, who I recently have also taken an interest to. This album also earned the band a Mercury Music Prize nomination and won three Brit Awards nominations. The album was released in the U.K. in November 2000, and was released a month later in the U.S. They have released two singles off this album and they have both had tremendous success, Yellow then followed by Trouble. Many may have first heard their first single Yellow on ABC, because in 2000 it was chosen as the theme song for their sports promotion spots. This band has enjoyed almost instant success after signing with their label in April 1999. Parachutes is a perfect balance of sadness and elation, which they are able to switch back and forth in a heartbeat. The album begins with its shortest track (2:17) Don’t Panic, which starts with a sort of British folk-rock sound and evolves into a kind of spacey electric guitar piece with piano perfectly added in. Buckland’s Pink Floyd resembling guitar sound blends perfect...

Major reason why we lose clients and customers in my place of work and Research Paper

Major reason why we lose clients and customers in my place of work and steps to take in eradicating this problems - Research Paper Example The paper seeks to identify the principal reasons why McKay Limited, a company situated in Lagos Nigeria that deals with companies and individual database, is not able to retain its existing customers/clients, as well as bring in new ones. The paper also strives to propose possible measures of addressing these problems. My primary role within the organisation is getting all the field reports, logging the reports on company’s database interface and crosschecking receipts before logging the payments on company’s database. I am also responsible in dealing with complaints and recommendations that are received to a dedicated email address on a daily basis from the clients. My position in the organisation gives me an opportunity to oversee the day-to-day activities of the organization. This is because I have to authorise all the paperwork before it is entered onto the company’s database. My position empowers me with vast knowledge that enables me access adequate data and information vital for this research. One of the biggest problems that are facing the company is the low ratio of permanent staff to temporary staff. The total number temporary staff enormously outnumbers that of the permanent staff. This creates a platform for those on temporary contracts to be in charge of most of the company’s filed assignments (Anja 2010, pp 91). The key reason behind the company having so many temporary staff is because they are easy to recruit. On the other hand, the organization incurs a lower labor cost compared to that of the permanent staff. There is no obligation for the organisation to enter into a contract with temporary staff (Richard 2009, pp. 212). This is because their appointment is always between a period of six months and a year. After which, the company may decide to terminate their appointment. Furthermore, the training offered to the temporary staff is always short. It lacks the needed vigorousness and thoroughness. A lot of complaints from

Barriers to EBP Essay Example | Topics and Well Written Essays - 500 words

Barriers to EBP - Essay Example In other words, lack of funds to support ventures concerning research has caused hindrances to most nurses hence limiting them to settle for the ordinary methods. Additionally, the inability to achieve certification confirming their endeavors in evidence-based research plays a fundamental role in limiting such an initiative. Another barrier to EBP research strategy involves no cost saving measures to prevent injury such as blood transfer devices, lifting equipment or turning of modules (Godshall 179). This suggests that no alternatives have been set aside on how to mitigate on the avoidance of waste. Similarly, because there are no costs saving measures, these injuries occur frequently leading to continued losses on the sector of healthcare organization. Alternatively, another barrier to EBP research strategy entails the lack of access to CINAHL/EBSCO databases for research in the hospital. This has caused laxity among health workers in conducting fulfilling research thus promoting the practice of evidence-based research. On the other hand, no access to databases of the hospital has prompted some nurses to conduct their researches in the places that are not validated in the healthcare sector (Godshall 170). Therefore, based on my readings, various possible strategies may be used to overcome the barriers aforementioned. For example, adequate incentives should be provided to joint national organization to facilitate the acquisition of certification. Health care bodies or NGOs or the government in accordance with the supporting Acts and legislations should provide these incentives (Godshall 183). This will encourage evidence-based research among the health practitioners including the urge to streamline the sector to higher standards. Alternatively, concerning inadequate cost saving measures to prevent injuries, the healthcare sector can support a few implementations. For example, other methods should be used during blood transfer that is less risky to