IMPROVING PRODUCTIVITY.   Term Paper ID:30130 Click to get this paper

Essay Subject: Examines theories of motivation & motivational strategies in the workplace.... More...

6 Pages / 1350 Words 10 sources, 18 Citations, APA Format $24.00 Return to List of Papers

Paper Abstract: Examines theories of motivation & motivational strategies in the workplace. The value of specific rewards. Motivatiing workers based on Maslow's give hierarchial categories of needs. The "Zapp": theory of ownership and control of one's job. Gives example of best practices to boost productivity of healthcare services. Various methods of enhancing employee productivity. Paper Introduction: Improving Productivity in a Health Care Environment In an era of capitated payment plans and managed care, health care administrators in a number of settings ranging from hospitals and clinics to physicians’ offices and nursing homes are being challenged by the necessity of simultaneously improving productivity, reducing costs, and enhancing the delivery of high quality services to patients and other stakeholders (Saphir, 1999). Efficiency is a key variable in the debate over how such care providers must respond to tighter controls on fee reimbursement and related issues. This brief report will examine how health care service institutions can employ specific types of motivational strategies to enhance productivity. First, however, some commentary on motivational theory is needed to identify how performance and productivity Text of the Paper: The entire text of the paper is shown below. However, the text is somewhat scrambled. We want to give you as much information as we possibly can about our papers and essays, but we cannot give them away for free. In the text below you will find that while disordered, many of the phrases are essentially intact. From this text you will be able to get a solid sense of the writing style, the concepts addressed, and the sources used in the research paper. offices and nursing homes are being challenged by care providers must respond to tighter onmotivational theory is needed to identify how performance and productivityimportance many of these theories of is one of themajor determinants of effort and rewards can as Reitz notes an individual's response isseen as determined by performance Abraham Maslow made a needs for association with and acceptanceby according to Maslow but most heightenedproductivity or improved performance have been explored in a improvementsare of necessity an artifact of each department's performanceover several years it should of this type is complete changes name for encouraging employees to developing a system that encouragesand developed and performance measured against primary means ofmotivating employees to productivity sufficient control over the criteria in health careservices were identified by the MEDSTAT unscheduled absences turnover and workers' compensation the managed care arena Preston suggests that physicians inparticular have little control over the volume ofpatients with which can help to achieve superior performance a primary motivatorand that giving people the best formula for motivating a environment that people want to work in buildingpositive personal relationships important Frings claims that the more than positive results It ismore effective workers must be empowered to workers ownership of their own the health care field References Baum N Zapp employees for Maslow A Motivation and Personality New York Homewood IL Richard D Irwin Saphir A Study questions managed care health careadministrators in a number of settings high quality services to patients and otherstakeholders Saphir Efficiency types of motivationalstrategies to enhance workplace Management theorists including H positions performance as a function of abilities andtraits role others andincluding pay praise promotion and other benefits largely are seen as facilitating aworkers' individuals are motivated to satisfy physiological by self-actualization or the need to met through motivationalstrategies These theories suggested that productivity improvements must bepursued only after the analysis improvement inperformance or productivity A productivity analysis according of units ofwork per hour per staff motivational system called Zapp developed by a physician to treated as meaningful and responsibleindividuals jobsand make patients' experiences positive A system praise when they develop an innovative strategy forreducing costs pay practice membersproductivity bonuses This is because it is and benefit packages and frequentpraise and or recognition for a by Gemignani Results of the along with training as needed to redress those standards cannot beapplied to nurses and other hospital or institutionally conditions professional development activities rewardsand in health care settings Welsh takes the position that for benefits combined with recognition anopportunity opportunities or are responding to unsatisfactory jobconditions Productivity staff problems or concerns reassures workers that they issuing officialreprimands to employees who are frequently late and employees is a multifaceted set of strategiesrather than should not be the sole strategy usedto improve performance A full range of incentivestherefore appear to motivating employees and acceptingstudent interns Medical Laboratory Observer Gemignani J How does your productivity measure up Medical Improving Productivity in a Health Care Environment In an thenecessity of simultaneously improving productivity reducing controls on feereimbursement and related issues This brief are linked to human behaviors and expectations A great what motivatesworkers to productivity improvements fall within one be either intrinsic i e received directly from his or her immediate environment prior reinforcementhistory and strong case that motivation is based inlarge measure on five others At the fourth level Maslow identified esteem workers can be seen ashaving number ofdisparate occupational settings including of strategic planning lacking such planning it is all move to an assessment of units of in employeeactivities and or behaviors designed to enhance feel thatthey have ownership and control of their jobs that rewards everyone to continually look for outcomeexpectations Employees are rewarded both improvements is the provision ofmonetary rewards Reitz In the medical that affectwhether they can meet their goals Group and the American Productivityand arethose best practicing productivity management are improving productivity by working more hours per they will deal In order and productivity While many theorists believe too much money can actually medical workforce Frings contends that most job changes occur among employees and providingopportunities for career advancement Treating employees and competent people feel the more theywill contribute to use appraisal sessions and reward systems to take ownership over processes practices and outcomes Competitive pay jobs andtheir own outcomes more intimately links the personal goals practice satisfaction productivity American Medical News Fogel P A Harper Brothers Perry K Whether to pay productivity bonuses to home efficiency Modern Healthcare October Welsh J Pay ranging from hospitals and clinicsto physicians' is a key variable in the debateover how such productivity First however some commentary J Reitz have pointed out that perceptions and effort The value of rewards In the behavioralmodel of motivation willingness to increase productivity and improve needs followed bysafety needs and then by social fulfillone's potential Relatively few individuals move toward self-actualization of what motivates individuals to development and implementation ofrealistic productivity standards In other words performance to Fogel should begin with an examination member etc Fogel suggests that once athoroughgoing analysis energize employees and to achieve productivityimprovements Zapp is another A staff is zapped by of measurement for allactivities must be or improving service Many motivational theorists have concluded that the difficult to create a programthat gives employees job well done The best practices that boost productivity study show that organizations that effectively deal withgroup health deficits are highlyrecommended best practices In employed healthcare workers These workers recognition systems and career advancement opportunities are goodmotivators that most people money is not for achievement autonomy and good leadership are seen byWelsh as can be enhanced by providing skill developmentprograms cultivating an arevalued as individuals Building workers' self-esteem is also show decreasedproductivity often generates more negative any single strategy Frings In the health caresetting Intangible rewards and recognition systems confervalidity upon employees According be the best practices in Best practices that boost productivity Business Health Economics Reitz H J Behavior in Organizations era of capitated payment plans and costs andenhancing the delivery of report will examine howhealth care service institutions can employ specific deal has been written about motivation and motivationalstrategies in the of two categories The expectancy model work or extrinsic i e coming from time Specific rewards among which praise monetarybenefits and recognition figure hierarchal categories of needs At the lowest level needs as amotivating behavior followed fourth level esteem needs which can be health care In the health caresetting Fogel has but impossible to decide what constitutes a true service perfunctional department and then to a more detailed analysis productivity can bedeveloped Neil Baum described a their accomplishmentsare many and that they are better ways to do their monetarily and with respect torecognition and field however Perry reported that most physicians do not Instead it is better to motivatemedical staff with competitive salaries Quality Center of Houston Texas and reported Constant communicationregarding performance standards and the identification of performancedeficits week andseeing more patients each week However similar to motivate these workers improved working that monetary rewards are most likely toencourage productivity improvements be de-motivational Providing fair pay and fringe when people aresearching for new their inputwith respect can motivate performance improvements while seekingunderstanding of to the organization Docking pay or createincentives for improvement In essence motivating and benefit packages are clearlypart of this motivational effort but of the healthcare worker to the mission of the organization Achieving superior productivity HealthcareFinancial Management Frings C S Effectively staff Medical Economics Preston S H increases don't increase productivity McKnight's Long-Term Care News offices and nursing homes are being challenged by care providers must respond to tighter onmotivational theory is needed to identify how performance and productivityimportance many of these theories of is one of themajor determinants of effort and rewards can as Reitz notes an individual's response isseen as determined by performance Abraham Maslow made a needs for association with and acceptanceby according to Maslow but most heightenedproductivity or improved performance have been explored in a improvementsare of necessity an artifact of each department's performanceover several years it should of this type is complete changes name for encouraging employees to developing a system that encouragesand developed and performance measured against primary means ofmotivating employees to productivity sufficient control over the criteria in health careservices were identified by the MEDSTAT unscheduled absences turnover and workers' compensation the managed care arena Preston suggests that physicians inparticular have little control over the volume ofpatients with which can help to achieve superior performance a primary motivatorand that giving people the best formula for motivating a environment that people want to work in buildingpositive personal relationships important Frings claims that the more than positive results It ismore effective workers must be empowered to workers ownership of their own the health care field References Baum N Zapp employees for Maslow A Motivation and Personality New York Homewood IL Richard D Irwin Saphir A Study questions managed care health careadministrators in a number of settings high quality services to patients and otherstakeholders Saphir Efficiency types of motivationalstrategies to enhance workplace Management theorists including H positions performance as a function of abilities andtraits role others andincluding pay praise promotion and other benefits largely are seen as facilitating aworkers' individuals are motivated to satisfy physiological by self-actualization or the need to met through motivationalstrategies These theories suggested that productivity improvements must bepursued only after the analysis improvement inperformance or productivity A productivity analysis according of units ofwork per hour per staff motivational system called Zapp developed by a physician to treated as meaningful and responsibleindividuals jobsand make patients' experiences positive A system praise when they develop an innovative strategy forreducing costs pay practice membersproductivity bonuses This is because it is and benefit packages and frequentpraise and or recognition for a by Gemignani Results of the along with training as needed to redress those standards cannot beapplied to nurses and other hospital or institutionally conditions professional development activities rewardsand in health care settings Welsh takes the position that for benefits combined with recognition anopportunity opportunities or are responding to unsatisfactory jobconditions Productivity staff problems or concerns reassures workers that they issuing officialreprimands to employees who are frequently late and employees is a multifaceted set of strategiesrather than should not be the sole strategy usedto improve performance A full range of incentivestherefore appear to motivating employees and acceptingstudent interns Medical Laboratory Observer Gemignani J How does your productivity measure up Medical If this paper is not what you are looking for, you can search again: Search for: or Click here to request an essay written just for you.

Custom Papers:   Would you like our specialists to write an original, personalized term paper, essay, or research paper JUST for you?  No problem!  We will write a unique paper matching the EXACT instructions that you provide to us.  We can provide research material in MLA, APA, Chicago, Harvard, and Turabian styles.  No matter what type of paper you need for research, we can help immediately!  You—and ONLY you—will receive the one-of-a-kind paper that you order!  Depending on the level of difficulty and the number of pages you require, we can conduct the necessary research, write the paper from scratch, and email it to you in as little as 10 hours.  And, because we have such great confidence in our researching/writing expertise, we will re-write the paper for free if it does not match the instructions in your original order.  You are in good hands with Term-Papers-College.com!

  Home
  Samples


  Subjects A-Z
  Guarantee


  Search
  Search Questions


  Custom Research
  Custom Questions


  Privacy
  International