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.
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.
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,
One-third of the respondents who did know about the motivations did not find them motivating (Bouchard, 2012). Since this report, the incentive plans have evolved to meet the needs and demands of health care providers and physicians. Medical institutions have gone through the steps to design an effective strategy that both parties can openly accept. Incorporating meaningful and result driven incentives has helped many healthcare facilities reach their desired goals by giving the best care for their
As the novel unfolds, T.C. Boyle’s The Tortilla Curtain reveals underlying racial tensions between white Americans and Mexican immigrants. As the novel shifts between perspectives from both sides, the issue of immigration and the reactions to it become the main focal point. Even when not directly discussing it, the most common symbol used to represent illegal immigrants is the coyote. In The Tortilla Curtain, T.C. Boyle uses a motif of coyote symbolism to reveal the animosity white Americans have toward Mexican immigrants. When coyotes are first introduced in the novel, they immediately show a parallel to Mexican immigrants and the border.
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
Motivation is therefore the force that transforms and uplifts people to be productive and perform in their jobs. Maximising an employee's motivation is necessary and vital to successfully accomplish the organisation's objectives and targets. However this is a considerable challenge to any organisation's 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).
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...
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)
Motivation is an important concept which is critical for understanding of and improvement in organizational behaviour and performance. It is therefore important for the managers to understand motivation. It is an important tool which they can use to get more out of their employees and increase organizational performance. Motivation can be defined as the factors, both internal as well as external which arouse in individuals the desire and commitment for a job (Mele, 2005, p. 15). Organizational performance on the other hand refers to the degree to which the organizational objectives have been achieved.
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
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...
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.
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)