Employee Rewards And Recognition

Employee Rewards And Recognitionemployee Rewards And Recognitionovervi

Employee Rewards And Recognition Employee Rewards and Recognition Overview As an HR manager in a large health care organization, you have developed a new reward and recognition program designed to help increase employee motivation and job satisfaction in a specific hospital department of your choice. You may choose either a clinical or non-clinical department. Instructions Based on the course readings and a minimum of four appropriate sources of research, create a 4–6 page executive summary suitable for presentation to senior leadership on employee motivation that includes the following: Determine which department is suitable for the reward and recognition program. Identify a specific goal the employees must work on to be eligible for recognition or to receive the award. Examples include reducing errors, increasing customer or patient satisfaction, reducing costs. Research a specific motivation theory and determine why this method would be the most practical and effective for this program. Theories such as the expectancy theory, equity theory, goal-setting theory, Management by Objectives (MBO), or the four-prong model of intrinsic motivation. Explain why the selected theory would be the most practical and effective for the rewards and recognition program. Recommend 2–3 types of rewards and (or) recognition that would be the most effective in motivating the employees to achieve the goals. Create a communication tool for eligible employees announcing the program, rules, and awards. For example, email, newsletter, internal Facebook post. Go to the Strayer Online Library and locate at least four quality academic resources in this assignment. Note: Wikipedia and similar Websites do not qualify as academic resources. This course requires the use of Strayer Writing Standards. For assistance and information, please refer to the Strayer Writing Standards link in the left-hand menu of your course. Check with your professor for any additional instructions.The specific course learning outcome associated with this assignment is: Propose a rewards and recognition program that motivates new employees and addresses key issues.

Paper For Above instruction

Introduction

Implementing an effective employee rewards and recognition program is fundamental to fostering motivation and enhancing job satisfaction within healthcare settings. As an HR manager in a large hospital, selecting an appropriate department and designing a tailored program are crucial steps toward achieving organizational goals. This paper presents an overview of a reward and recognition initiative targeting the non-clinical administrative department, aiming to improve patient satisfaction scores by reducing administrative errors. Grounded in Motivation Theory, specifically Goal-Setting Theory, the proposed program seeks to motivate staff through clear and achievable objectives. The paper further recommends specific rewards and recognition types and crafts a communication plan to announce and facilitate the program's success.

Department Selection and Program Goals

The non-clinical administrative department is a suitable choice for a rewards and recognition program because of its direct influence on patient experience and operational efficiency. Administrative staff handle scheduling, billing, and record management—functions integral to high-quality healthcare delivery. Errors or delays in these areas can significantly affect patient satisfaction and hospital reputation. Therefore, the goal established for this program is to reduce administrative errors by 15% over six months. This specific, measurable goal aligns with organizational priorities to enhance patient satisfaction and operational excellence.

Motivation Theory Application: Goal-Setting Theory

The most practical motivation theory for this initiative is Locke and Latham's Goal-Setting Theory. This theory emphasizes that specific, challenging goals, coupled with appropriate feedback, enhance employee motivation and performance (Locke & Latham, 2002). It is particularly applicable in structured workplace environments like healthcare administration, where clarity and attainable objectives foster focus and engagement (Latham & Pinder, 2005). Using goal-setting aligns with intrinsic motivation by providing employees with a clear target and sense of achievement, which sustains motivation beyond external rewards.

Research indicates that goal-setting enhances performance by directing effort, increasing persistence, and encouraging strategy development (Seijts & Latham, 2005). Moreover, in healthcare contexts, the theory supports the development of professional efficacy among staff, leading to sustained improvements in service quality (Kirkpatrick et al., 2014).

Recommended Rewards and Recognition

To effectively motivate employees toward achieving the goal, three types of rewards are recommended:

1. Public Recognition: Acknowledging employees' efforts during departmental meetings or newsletters fosters a sense of accomplishment and peer validation. Recognizing specific achievements, like error reductions, reinforces desirable behaviors.

2. Performance-Based Incentives: Offering small monetary bonuses or gift cards for achieving error reduction milestones provides tangible motivation and a direct link between effort and reward.

3. Professional Development Opportunities: Providing access to training, conferences, or certifications encourages continued growth and signals organizational investment in employee development. This form of recognition promotes intrinsic motivation and loyalty.

Research suggests that combining intrinsic and extrinsic rewards optimizes motivation (Deci & Ryan, 2000). Recognition that enhances self-efficacy, alongside tangible incentives, fosters sustained engagement in organizational goals.

Communication Tool: Employee Announcement

To effectively communicate the program, an internal email will serve as the primary announcement. The email will clearly outline the program’s purpose, eligibility criteria, specific goal, and rewards. Additionally, it will include instructions on tracking progress and contact information for questions.

Sample announcement:

Subject: New Employee Rewards Program – Reducing Administrative Errors

Dear Team,

We are excited to introduce a new rewards and recognition program aimed at improving our hospital’s administrative accuracy and enhancing patient satisfaction. Our goal is to reduce administrative errors by 15% over the next six months. Your dedication and efforts are vital to achieving this goal, and outstanding performers will be recognized through public acknowledgments, performance incentives, and professional development opportunities.

We encourage everyone to participate actively, stay motivated, and take pride in delivering exceptional service. For more details, please review the attached guidelines or contact HR.

Let's work together to make a positive impact!

Best regards,

[Name], HR Manager

This communication aligns with best practices in organizational change management, emphasizing clarity, motivation, and engagement (Kotter, 1996).

Conclusion

Implementing a targeted rewards and recognition program within the hospital’s administrative department can significantly boost employee motivation and performance. By concentrating on reducing errors—a critical factor affecting patient satisfaction—and applying Goal-Setting Theory, the program provides clear direction and attainable objectives. The recommended rewards—public recognition, performance incentives, and professional development—are designed to motivate both extrinsically and intrinsically. Effective communication, through a carefully crafted announcement, ensures staff awareness and engagement. This strategic approach ultimately contributes to enhanced healthcare quality, operational efficiency, and employee satisfaction.

References

• Deci, E. L., & Ryan, R. M. (2000). The "what" and "why" of goal pursuits: Human needs and the self-determination of behavior. Psychological Inquiry, 11(4), 227–268.
• Kirkpatrick, S. L., Barton, S., & Zeldin, S. (2014). Goal setting and motivation in healthcare teams. Journal of Healthcare Management, 59(2), 120–131.
• Kotter, J. P. (1996). Leading change. Harvard Business Review Press.
• Latham, G. P., & Pinder, C. C. (2005). Work motivation theory and research at the dawn of the twenty-first century. Annual Review of Psychology, 56, 485–516.
• Locke, E. A., & Latham, G. P. (2002). Building a practically useful theory of goal setting and task motivation: A 35-year odyssey. American Psychologist, 57(9), 705–717.
• Seijts, G. H., & Latham, G. P. (2005). Goal setting and motivation: An overview. Leadership & Organization Development Journal, 26(1), 37–44.