MOTIVATION AS A FACTOR OF PERSONAL AND PROFESSIONAL GROWTH OF HEALTHCARE SYSTEM MANAGERS

Abstract

Motivation is one of the main drivers of development, self-education, idea generation,
and project implementation. These are internal and external factors that can encourage and push a
manager to improve management methods, form a teambuilding, find effective solutions to complicated
situations, and use non-standard tools to change the trajectory of the institution’s development. However,
it all starts with personal development, the ability to effectively and constantly learn, work on oneself,
broaden one’s horizons, and the willingness to take risks, experiment, establish effective communication,
and share one’s own experiences and experiences. The purpose of the study is to offer modern tools that
contribute to the internal and external motivation of managers of medical institutions and institutions for
change, the implementation of new work methods, team building, strategic planning, and crisis
management. It is a combination of non-standard approaches to management, the use of team forms of
work, methods of activating mental activity, the development of interpersonal communication skills,
emotional intelligence, pitching, goal setting, which contribute to increasing the efficiency of the team and
the institution as a whole. Establishing a positive atmosphere, developing and implementing the
institution’s internal policy, adhering to ethical principles, taking into account the gender component – all
this contributes to increasing labour productivity, consolidates employees around certain ideas, projects,
stimulates them to work even in war conditions. The main management tools that can demotivate and
reduce interest in effective work, contribute to staff turnover, provoke potential risks and negative
consequences at the stage of a specialist’s professional career growth are considered. It is noted that the
full-scale invasion introduces significant changes to modern approaches and mechanisms of institutional
management, staff recruitment and retention, maintaining a healthy psychological climate within the team,
and utilizing non-standard motivational tools to retain specialists. All of this requires a leader to possess
crisis management skills and strategic thinking, while remaining responsive to the challenges and needs
of employees and ensuring their safety