Abstract
Healthcare organizations need their employees to be dynamic transferring knowledge to be efficient. Intrinsic and extrinsic motivation may support tacit knowledge transfer considering that, in this kind of organizations, motivation is a very important factor to retain valuable employees. The purpose of this proposal is to, show that Extrinsic and Intrinsic rewards has positive effects on the organization efficiency thus, gaining a higher retention rate in quality employees and overall moral of the organization.
Introduction
Motivation within any organization enhances the ability for employees to work together efficiently. This form of performance is essential to efficient management. Thus, health care managers are motivated to maximize
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50). They are usually tangible and visible rewards such as Fringe Benefits.
Fringe Benefits are the extra facilities provided to the employees such as company's car, free life/ health insurance, Pension plan etc. Or Profit sharing which is when a company rewards its employees by sharing the profit with it employees. Furthermore, companies can provide “in house training” to meet the growing demands of their facilities and provide employees further training and promotion to higher positions within the company.
Most individuals desire more from their jobs than simple extrinsic compensation. They may be motivated by numerous factors such as a pleasant work environment where they can apply all their capacities. and collaborate with diverse individual with different work backgrounds. Working in an environment of mutual respect, the possibility of experiencing feelings of accomplishment and self-respect when they perform well. These are the nonphysical rewards these awards are known as Intrinsic
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56). They cannot be seen or touched but are emotionally connected with employees. These are related to the job performance. these can be, Praise from the Senior staff, this is one of the motivating factor for the employees. Work freedom- The freedom that employees receives to make their own decisions and work as per their schedule is also a form of intrinsic reward and recognition. It is rewarding for the employees when they are recognized by the co-workers.
One of the best motivational strategies in an organization is 'Trust'. Trust is a motivational strategy is suitable for this organization especially dealing in the healthcare setting. This is one of the most important aspect in any organization and it is a two-way street. Employees wants to know that their managers are looking out for their best interest. This motivates them to succeed. In turn, leaders also want to know that they can trust their employees and be able to communicate effectively with each individual and foster positive relationship.
There is a factor that drives employee success by just being a part of such a great rewarding atmosphere, and for that they would be intrinsically motivated. TCS takes the time to acknowledge employees special accomplishments and successes. The extrinsic motivation factor comes in with the pay grades, employees are always looking to increase their wage benefits and move to the next step in their career- this can be a huge factor in motivation for employees, seeking that next step. Both intrinsic and extentrisc motivation can influence employees behavior to achieving
Intrinsic and extrinsic types of motivation have been widely studied and the understanding of each has led to great changes in how organizations run their businesses. It is clear that hourly employees have many great extrinsic motivators but lack intrinsic motivation in their job assignments which is a characteristic of our work culture. Changing the culture is one of the keys to improving motivation at that level of the organization because the best motivation occurs when employees perform because they want to and not because they are being made to do so.
Finally, according to Wilkins there are more than 11 million employees working in the field of healthcare services. To retain these employees, leaders should be equipped to keep these employees motivated. A national study was done in 2003 through 2004 by Healthcare@Work showed healthcare employees have the lowest level of commitment to their job. The study indicated that healthcare managers are lacking the necessary leadership skills that keep employees committed and motivated. The study also showed that healthcare organizations should look deeper into its management culture and rethink the effectiveness of its current leaders. Healthcare@Work found that challenges in the workplace if ineffective leadership and what steps needs to be done to improve this problem (Wilkins, 2004).
In my opinion, the intrinsic rewards that important to me on a job and as a student are sense of meaningfulness, sense of choice, sense of competence and sense of progress. These four intrinsic rewards are important fo...
The author believes that goals and desires require an individual to be motivated to move from one state of being to the next. This motivation encompasses the emotional, cognitive, social, and biological drives that trigger behavior (Maslow, 1943). Accordingly, the word motivation befalls the frequently used description of why an individual achieves a goal, and the term motivation originates from the Latin root movere, which means “to move.” Therefore, motivation stands as the state that “moves” an individual to act in a particular way. For instance, when one is lying on the beach on a warm summer day and begins to feel hot, the physical need to cool down might cause one to stand up, go to the water for a dip. If the heat remains too over-bearing,
Motivation is defined as an inner drive that encourages action or feeling towards a desired goal. It is moving forward and not staying static. A person’s efforts are energized, directed and sustained towards achieving their goal. It is a basic desire which begins with a physiological or psychological need which triggers a behaviour that is aimed at a goal or incentive. For example hunger motivates the need for food. Desires and goals are the inherent strength that drives us to move, take action or plan to achieve. The processes that give behaviour strength and purpose are needs, cognitions, emotions and external events. Reeve (5th Edition).
Provide at least two (2) specific examples of the use of human motivation within a health care organization. Human motivation plays important role when it comes to healthcare marketing because directive style of counselling patients on health-related issues can inadvertently increase resistance in the patients. Patient motivation is very important for the delivery of best care possible, so in order to achieve the best care possible the needs of the patients must be satisfied in a way a sustained change in behavior is achieved i.e. treatment or procedure should by internally accepted by the patients rather than imposed upon them. Health care professionals have a great role to play while delivering the health care because healthcare must be aimed at enhancing the patient’s self-efficacy, or confidence in their own ability to realize a particular treatment goal. Patient motivation involves not only providing reassurance and constructive feedback, but also giving them the skills and resources they need to achieve
It is important for manager to understand that what motivates the individuals. There are different kinds of motivation theories which reveal that individuals are motivated by different factors. For example there is extrinsic motivation and intrinsic motivation (Amabile, 1993). Extrinsic motivation refers to the motivation that one has for the extrinsic rewards such as pay, status, power, etc. Then there are intrinsic motivating factors such as the chance to exercise one’s skills, the opportunity to learn and personal development. Research suggests that various factors motivate employees in a different degree depending on their nature. It would therefore be important for the manager to understand that what are the motivating factors for individual employees and then provide them incentives accordingly so that they can work in a more productive fashion. Once the individuals work with greater excitement and vigour it would automatically lead to better performance.
Robbins and Judge define motivation by means of three elements. The first element is defined as being the process that account for an individual’s intensity which is concerned with how hard a person tries. The second element is direction that benefits the organization and the third element is persistence which is a measure of how long a person can maintain effort. Motivation is also driven by certain situations that vary between individuals and within individuals, at different times. (Robbins & Judge, 2007, p.186) These elements should not only be expected from employees but from managers as well.
...iverse competencies, and experience a rapid sense of progress. During the process of Intrinsic rewarding, employee will yield workable solutions, which often serves as a significant turning point in the organization’s culture. (Kenneth Thomas, 2009)
In daily life, we need motivation to improve our performance in our job or in studies. Motivation is an internal force, dependent on the needs that drive a person to achieve. In the other words, motivation is a consequence of expectations of the future while satisfaction is a consequence of past events (Carr, 2005). We need to give reward to our self when we did correctly or we has achieve our target. Reward is something that we are given because we have behaved well, worked hard, or provided a service to the community. Theories of motivation can be used to explain the behavior and attitude of employees (Rowley, 1996; Weaver, 1998). The theories include content theories, based on assumptions that people have individual needs, which motivate their action. Meanwhile according to Robbins (2001), motivation is a needs-satisfying process, which means that when a person's needs are satisfied by certain factors, the person will exert superior effort toward attaining organizational goals. Schulze and Steyn (2003) affirmed that in order to understand people’s behavior at work, managers or supervisors must be aware of the concept of needs or motives which will help “move” their employees to act.Theories such as Maslow (1954), McClelland (1961), Herzberg (1966) and Alderfer (1969) are renowned for their works in this field. The intrinsic reward or also be known as motivators factors is the part of Herzberg motivation theory. Motivators are involve factors built into the job or the studies itself such as achievement, recognition, responsibility and advancement. Hygiene factors are extrinsic to the job such as interpersonal relationship, salary, supervision and company policy (Herzberg, 1966. There have two factors that are called hygiene fac...
Job satisfaction includes challenging work, interesting job assignments, equitable rewards, competent supervision, and rewarding careers. The quality of work life and psychological rewards from employment are very important. It is doubtful, however, whether many of us would continue working were it not for the money we earn. This paper establishes the definition of compensation, overview of compensation philosophy, critical components of a compensation strategy, and an example of an effective compensation practice. (www.indiana.edu/~busx420/Book.../chap09.doc)
Motivation is the process of getting someone to act on a particular situation. According to (Adelhardt, S, K. 2015, December 2) lack of motivation in the workplace is the most problematic subject for all managers, because it leads to decreasing productivity, performance and yet it increases the chances of employee resignation. Many employers suppose that managers these days are struggling to motivate their employees due to lack of significantly vital experience as well as knowledge in the employee engagement developing process. One of the successful strategies that managers can use to increase employee inspiration is by offering an attractive remuneration and benefits to their employees. Remuneration and benefits such as an extrinsic bonus
Motivation is the force that transforms and uplifts people to be productive and perform in their jobs. Maximizing employee’s motivation is a necessary and vital to successfully accomplish the organization’s targets and objectives. However, this is a considerable challenge to any organizations managers, due to the complexity of motivation and the fact that, there is no ready made solution or an answer to what motivates people to work well (Mullins,2002).
Organizations strive for creative ways to enhance employee motivation and resolve conflicts with the desire to have employees perform better within the workplace. To motivate one has to be motivated. Motivation within the workplace has to be constant and requiring a goal. Motivation, if not repeated will not last. Therefore, learning to determine how different organizations apply motivation theories to motivate employees, analyzing conflict management strategies and what approaches work best in different organizations will influence the success of an organization.