Staff Motivation at Sharp Healthcare

However costly, the benefits of effective and efficient recruitment and selection, along with appropriate policies and procedures for retention, could outweigh the costs as well as reduce the costs of high labour turnover. Armstrong (2006, p97) cites Purcell et al (2003) to state that 'the way managers implement and enact policies ' is crucial in achieving greater competitive advantage. This process spans from gathering the potential candidates for a job position to short listing and in the final stages, selection. They may have knowledge of suitable candidates; however it is the ability to recruit the right people for the right job through, essentially, a systematic and fair, procedural process.              However, choosing the right person for the right job is not always easy. Effectively conducting job analysis and targeting right potential candidates ensures a good match between applicants and the jobs (Delaney et al 1996). Argument has been given that under qualified employees may not able to effectively perform their job positions due to lack of knowledge and competencies, while on the other hand over qualified employees tend to experience less job satisfaction due to their higher qualification than a desired level for a given job (Johnson et al 2002). For every job in the organisation, a thorough job analysis, which includes

Motivation plays a vast part in the NHS as the people are the NHS's most important asset therefore staff need to make sure they are well motivated to ensure that jobs are done efficiently. Motivation is the desire to work that little bit harder. The NHS will try to improve motivating staff in order to achieve a desired goal and sustains certain goal directed behaviours. The NHS could offer improve motivation by their reward systems in order for workers to work harder.

Slide 0: Title Slide 1: Introduction. Horizon acquired Vista travel Moved several employees from Detroit to Houston. Bookings are down Costs are up New employees are dramatically underperforming.

Studies show that employees view praise as the most rewarding benefit they can receive from their employer. A study funded by Make Their Day – Employee Recognition

Improved recognition for employees at LJH Shailer Park can be done in a number of ways; firstly, by giving rewards to employees when they do something acknowledgeable, such as selling a house. The second way is to give employees certificates when they make an achievement in their work. Maslow’s Hierarchy of Needs supports this because it shows that a feeling of accomplishment is a requirement and a motivator in the fourth level. Herzberg’s Motivator factors also supports this recommendation due to the theory stating that achievement and recognition are factors for satisfaction.

It was a pleasure to work under your leadership at Sunrise Medical Center. I’ve gain much incite on what it takes to provide quality patient care. Though my employment at Sunrise Medical Center has been a good experience I believe certain measures could be implemented that could have motivated myself and other employees. After careful review of Toyota Culture: The Heart and Soul of the Toyota Way I’ve found extrinsic rewards work best for me. “Each individual has a set of fixed distinctive attributes. Moreover, people want to be distinctive—different from other individuals in important ways. (Liker, 2008)” Extrinsic rewards work best for me I get my satisfaction knowing that my hard work has not been in vain. If there happens to be a chance

In my opinion, Sharp’s approach can be replicated in other health care organization, although the smaller health care organizations may face some problems with it. In particular, the functioning and performing of Sharp’s approach will entail the distribution of other resources for efforts in a way that, giving the staff professional development and growth opportunities. Also, another effort would be supplying the staff with ample of trainings and educational classes such as seminars. As well as, it would entail resources for management to consistently have meetings or conferences with their staff and it would also entail resources for the administering of polls or surveys that is developed to get responses back from their staff.

Hospital Shared Services is a security company stationed in hospitals throughout the city of Denver and the surrounding areas. The company works under a bureaucratic culture meaning it emphasizes rules, policies, procedures, chain of command, and centralized decision making. (Gibson, Ivansevich, Donnelly, and Konopaske, 2009) The majority of the security officers working for the organization comes from a military background, meaning they are use to the procedures followed in a bureaucratic culture. However, there have been issues involving pay freezes, better job opportunities, job security, and lack of communication within the organization. These four factors are well known among the bottom of the chain to cause a lack of motivation.

This research paper will discuss the process of recruiting employees, interviewing them, and onboarding them in a way that inspires longevity. There are standard methods in the human resource process of bringing new employees into an organization which meet compliance, legal, and safety requirements. However, the methods presented here, in this research paper, will include substantiated practices that focus on a set of goals:

All organizations want to see an increase in productivity and a positive impact on the bottom line. Successful organizations realize employee retention and talent management is integral to sustaining their leadership and growth in the market place. The focus of this group project is on worker retention strategies. Worker retention strategies are programs designed to preserve existing quality workers by providing benefits and incentives. These benefits and incentives are provided to employees in various ways. Our group chose to

Spending money on routine company gift cards isn’t the same as offering personalised and specific praise based on an employee’s performance. Gifts and incentives can reinforce any verbal praise, but providing honest and thoughtful recognition is one of the most critical things leaders and HR departments can do to foster a positive company culture where people enjoy working. Organisations with the most effective recognition strategies have 31 percent lower turnover rates due to voluntary migration of staff members. [Officevibe.com: Employee Recognition: The Complete Guide

Recruiting is arguably one of the most critical roles of an HR manager (Pandey et al., 2012). Organizational performance can be credited with the identification and selection of the most talented individuals. An employee with high potential suggests that there is a future viability that is not present in the existing workforce (Yarnall, 2011). An appropriately structured recruitment strategy is essential for the future success of an organization and at times can determine whether that organization will grow or recede during a particular economic period. A successful recruiting strategy can improve recruiting effectiveness by 30% and reduce the time to fill that position by 28% (CEB, 2012). It is clear that whatever recruitment strategy is being used, the desired outcome has not been reached. This study examines recruitments strategies and their correlation on retention with the desire of finding the method

Many times both managers and supervisors lose sight of their employees; forgetting to give them a pat on the back for a job well done, or a thank you for coming in on short notice. Doing these simple things gives the employee sense of accomplishment, and motivates them to do more, it gives them the drive to accomplish those difficult tasks that are set before them; with them looking for the hopes of a reward after the job is properly completed. Those employees that have supervisors or managers that do not give them positive feedback; their confidence and incentive to do well drops; which has an effect on their attitudes, emotions, and their amount of incentive they put forth at their job (Lazaroiu, 2015).

A well develop employee is vital to the growth and the profit of a company. Organizations have envisioned the best method to recruit and retain the best talent for their organization. Enlisting and retaining the best talent is as intense as it’s ever been, with projections through 2012 demonstrating that, without precedent for U’s history, the quantity of more youthful laborers entering the work market won 't be sufficient to supplant the individuals who are taking off. By 2006, one in six laborers will be beyond 55 years old, while the 25-to-34 demographic will have contracted by almost 9 percent, as indicated by a study by the National Association of State Auditors, Comptrollers and Treasurers . Five criteria that a company can use to recruit and retain employees are:

In today's high paced work environment it is reported that employees consider recognition of their work and efforts rare and infrequent. Think about it - What better way to have an employee continue their good work and success then to offer them praise-verbal, written or ideally a public announcement (¶ 3).