Ways in Which Compensation and Benefits May Be Used Strategically in Healthcare Organizations, Essay Example

Motivation is the process of calling out the desire to do something, incentive or inducement. In organizational management the way employees are interested in the job that they are doing effects the organizations efficiency and productiveness. In the case of a hospital organization the medical personnel, administration and other personnel of the medical facility have influence on the people who are treated and healed, their lives depend on the medical staff. Their motivation is the key to promoting their job, helping the staff enjoy what they are doing, helping people survive. It is important for the executives of the medical facility to know the proper approach to their subordinates, their interests and goals of being hospital staff. Motivating hospital staff raises their level of work and improves the way the personnel apply to their job and their patients. Executives must use their managing skills to improve the effectiveness of the personnel and attract more employees, helping them to set personal goals for the future promotion, whether by providing benefits or compensations for after-hour work and achievements.

The motivation system that takes place in hospitals is based on recognition. It is the basic motive for the personnel because it helps them to be confident at their job, and the less stress the staff suffers the more they devote themselves to people. The way of improving recognition of the workforce is by introducing programs in personnel teamwork and emotional self-confidence development. Here hard work should be compensated with bonuses or vacations, which would stimulate the personnel, arousing positive emotions towards their work. Besides the compensation the personnel should be aware that he receives benefits from the hospital. In most cases this is represented with discounts for medications, discounts on medical insurance, profit sharing ad stock sharing. The right strategy should provide higher compensations then other industries in the market give, in order to attract workforce. These compensations and benefits should most importantly be written down official in the organization’s policy, for the sake of avoiding internal chaos and possible lawsuits. If the healthcare organization earns profit based on the fees for service, it should use compensations in the form of rewards for productivity (Shi, 2007).

When making action plans for the improvement of employee motivation, individual motives and aims should be taken into consideration. Every individual of the personnel has his own priorities, whether it is the pay or the acknowledgment merit. Recognition is proven to be most efficient in hospitals especially when publicly made. Followed by public recognition the individual should be given a material reward. Healthcare organizations have a tendency to personnel shortage. This is because such organization like clinics and hospitals need highly qualified workers. This is because in these organizations lives are at stake, one mistake can fatally cause death, so risk is high and tension is on the staff. In order to make these tendencies drop, ordinary people should be attracted by work in such organizations. They may know that it is hard work, but they should be confident that it is rewarded. The government should provide higher pensions for medical workers, and the privileges for such personnel should be raised. In medical facilities the personnel can’t even count on work done bad, they have responsibilities over their patients that are treated at the hospitals. But when mistakes are made the personnel knows that the results may cause fatal consequences so it is important to keep the emotional and physical level of the workforce high. When mistakes are made a great emotional barrier occurs, the employee will have to explain himself to his senior, and may even be charged for his mistake. Since qualified medical personnel are greatly required, an organization such as a hospital does not often go into such serious measures as making employees redundant (Jacobs. 2007).

A medical facility like a hospital deals with peoples lives. The motivation of the workforce is of great importance. Only personnel who truly enjoy themselves here should attain this profession. By motivating the employees the hospitals rating rises, because the employees do a great job and their individual confidence rises as well. It is well known that a good mood and positive emotions are contagious, especially in hospitals this is of great influence when healing patients. Though the it is important to always evaluate the efficiency of the cost and value so that the organization would not be financially knocked out.

References

Islam & A.Z. Ismail. (2004). Ranking of employees’ reward and recognition approaches: A Malaysian Perspective. Retrieved March 29, 2009, from http://mpra.ub.uni-muenchen.de/10809/1/MPRA_paper_10809.pdf/

Nick Jacobs. (2007). On real hospital leadership. Retrieved March 29, 2009, from http://www.hospitalimpact.org/index.php?blog=1&cat=53&page=1&disp=posts&paged/

Shi L., (2007). Managing human resources in health care organizations. Sudbury MA: Jones and Bartlett  Publishers, Inc.

Young M., Haeberle K., Herzberg J., (2009). Compensation Efficiency. Retrieved Nov. 24, 2009, from http://www.ihstrategies.com/articles/177.pdf/