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Benefits education
Employee motivation and job performance
Employee motivation and job performance
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The workforce of most Emergency Medical Services is a mixed bag of minimum wage earners (nonprofessional), professional and technical employees. The difference between these two employees is stark. Professional and technical employees have a strong and long-term commitment to their career and area of expertise. * These employees differ in their approach to work from those that who are nonprofessionals. Professional and technical employees are not typically driven by money or a promotion to a supervisory position. The reason being that these employees are customarily compensated well for the work they perform or certification(s) they possess. Instead, the driving force for them is the challenge of the work being performed. These people tend to be problem solvers who value support.* There is a need for these people to feel like their peers think that their work is important. …show more content…
This is due to continually having to continually update their training and knowledge. Motivating these employees is challenging for management and supervisors. Many times, supervisors permit these employees autonomy to follow their interests and allow them to structure the workload in ways that makes them most productive. Rewarding the professional and technical employees is done by providing them with educational opportunities, like attending conferences, increased training in more specified areas, and workshops. These rewards enable the employees to network with their peers and keep updated with the current trends in their area of specialty. Supervisors should engage and ask questions of the professional and technical employees to demonstrate managements interest in the work they do.* Through these processes the company can provide open dialogue with the staff and provide a positive work environment. This will aid in the retention of these valuable
In 2005, Congress reauthorized the legislation for the NHTSA. Under the Safe, Accountable, Flexible, Efficient Transportation Equality Act: A Legacy for Users or SAFETEA-LU, Congress then created the Federal Interagency Committee on Emergency Medical Services. The EMS system today is still a serious career that is competitive to get into. Medical Assistance is integrated into Law Enforcement, Fire Fighters, and anyone in public safety because it’s an honorable career and works to improve the safety of the community in which we live in.
An incentive or reward system refers to a program designed by an organisation to reward high performance and motivate workers on an individual and group basis (Corby et al. 2009, p. 2). Rewards are useful to a company operating in a competitive market. Although used interchangeably, rewards and recognition where the former can be monetary or non-monetary but has a cost to the company, while the latter is meant to offer psychological reward, for instance, oral public recognition or end of the year award. While the company does not provide financial incentive, it provides non-financial in the form of cars for its Sales Division consultants. This improves the working condition of the employees, but it does not improve their financial stance. Wright (2004) notes that some employees are more concerned with status, for instance, an executive desk, attractive office or business card (p. 76). Such incentive make the jobs and company attractive.
Emergency Medical Technicians work with law enforcement and firemen in many different environments on 911 calls involving the need for emergency medical services. The modern EMT started as just “the good samaritan that would help the careless traveler bandage up his leg in 1500 B.C.” and has evolved throughout the years to what we all know for them to be today ("Emergency Medical Services"). This career has changed quite a bit over the years from “instituting the first ambulance in 1865, to using a helicopter for medical evacuations during the Korean War in 1951, to the New York City EMS being absorbed by the FDNY in 1996” ("Emergency Medical Services"). In this day and age, Emergency Medical Technicians work
Emergency room physicians are on the front lines in a crisis, caring for everyone from trauma victims to sick kids. An ability to think quickly and care for a wide variety of patients makes them valuable assets at every hospital. It also brings some perks. When sudden illness or acute injury strikes, patients turn to hospital emergency rooms for immediate medical assistance. An ER doctor, or emergency medicine specialist, is a physician who diagnoses and treats illnesses and injuries in a hospital emergency room or other urgent care setting. Emergency medicine is a financially rewarding career, and it also comes with the reward of saving lives. ER doctors require intensive training to know how to shoulder their intensive responsibilities.
Their job usually gives them occupational control, so they are able to be their own boss. Also, their job tends to have a lot of job security due to the fact that they are their own boss and have training that many other careers do not have. Lastly, the high level of education needed to become professional leads to an elitism within the profession and a commitment to the craft with the oath . An example of a professional would be a doctor.
The better trained the company's managers and supervisors are to identify personnel problems in the workplace, the more quickly and effectively the employer can take prompt and appropriate action to resolve the workplace
Emergency medical technicians are a dynamic component to every community; whether rural, suburban, or in the city. Emergency medical technicians are the conduit between an emergency room physician and the patient providing emergency medical support until the patient is
In today's complex business environment; traditional approaches like monetary incentives are not the only prime motivators. In addition to expecting financial incentives for their performance, employee's expectations are much more. Appreciation, recognition and opportunities for personal growth; must be catered for to harness maximum productivity. Furthermore in an era where change is imperative for the organisation's survival, highly motivated employees, represent flexibility and show willing to change; a vital component for the success of any organisation.
Emergency Medical Services are a system of emergency services committed to delivering emergency and immediate medical care outside of a hospital, transportation to definitive care, in attempt to establish a efficient system by which individuals do not try to transport themselves or administer non-professional medical care. The primary goal of most Emergency Medical Services is to offer treatment to those in demand of urgent medical care, with the objective of adequately treating the current conditions, or organizing for a prompt transportation of the person to a hospital or place of greater care.
Reward and recognition has to be promoted for small and large achievements. An effective reward’s program keeps employees engaged, dedicated, and committed to the organization.
Incentive reward engagement offers a win-win situation for the employees and the company. Kelleher believes that incentive is a form of recognition and builds engagement through company’s and employee’s obligations towards a common goal (2014). The company has a “Growth Incentive Scheme” for the production workers. Special monetary incentives are provided should the workers achieve the monthly output target. Through the rewards, employees feel motivated towards their work and thus, contribute towards the company’s
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.
First, the “National EMS Core Content”, created with the intent of making available a comprehensive list of knowledge and skills needed for out-of-hospital emergency care (Freel, 2000). Second, the “National EMS Scope of Practice Model”, which divides the national EMS core content into distinct levels of EMS practice (Freel, 2000). For instance, it established the nationally recognized EMS provider levels: Emergency Medical Responder, Emergency Medical Technician, Advance EMT, and Paramedic accompanied with the minimum entry-level requirements (Erich, 2010). Third, the “National EMS Education Standards” replaces the current models for National Standard Curricula (NSC) (Freel, 2000). In essence, these standards stipulate the “minimum terminal learning objectives” for each practice level in Emergency Medical Service (Freel, 2000).
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
Different companies and departments of those companies have very different approaches to motivate their workers to being the best they can. For example, I worked for three years at a food Store called Wegmans when I was younger. I worked as a cashier which was interesting to say the least. Managers were always trying to motivate the cashiers to go that much faster, be that much friendlier, and to be more efficient at every opportunity. They took many different approaches to find what would motivate each cashier, which was a difficult task considering how young each cashier was, the large number of us their were, and how different each employee was from the other.