Employee Rewards and Recognition - Essay Example

"Employee Rewards and Recognition" is a great example of a paper on the health system. In any competitive and large healthcare organization setting, healthcare managers and executive teams seem to focus on daily healthcare improvements in quality, along with reducing substantial healthcare costs (Danish et al.,2010). In the intervening time, a secure healthcare economy results from a reliable, productive healthcare system that generates quality output. Therefore, while the healthcare executive team needs or require to get more from their clinical and non-clinical staff, their employees also look for more out of them. Thus. Workers' recognition and reward programs tend to be the best method and approach of motivating workforces to transform basic behaviors and work habits to benefit several healthcare organizations (Danish et al.,2010).Employing both reward and recognition programs in the healthcare system serves as a tool that enhances quality healthcare services and satisfaction for both patient and staff members, along with increasing employee performance.

Hence, in designing a suitable reward and recognition program in a healthcare organization, different aspects should be considered. These essential aspects involve identification of the organization's goals, identification of the desired workforce performance, or critical habits that will promote the organization's goals and determination of suitable rewards to be given (Fisher et al.,2015).In every healthcare system, all departments serve significant purposes. However, a reward and recognition program is best suited for the clinical department that offers a myriad of vital clinical services.

Such as diagnostic and healing interventions for acute and chronic medical conditions together with clinical roles that involve direct contact with patients for different medicinal purposes such as treatment, ongoing patient care, and diagnosis (London et al.,1997).For healthcare organizations to save patients' lives in most parts of America, healthcare givers should highly be appreciated and be motivated by a healthcare organization through the creation of a reward and recognition program because they work tirelessly to save the lives of many patients daily.

Since all nurses, physicians, and other medical practitioners, such as laboratory professionals, work on reducing any clinical errors and improving the quality of the health care system while attaining patient satisfaction, which is always stressful. They deserve to be highly rewarded and motivated for them to maintain and increase their excellent performance. Employee recognition and reward programs play a crucial role in increasing members of staff satisfaction and job engagement. For instance, in the United States, Trinity Health System is a perfect example of a healthcare organization with a developed and successful reward recognition program that acknowledges the tireless efforts of its several health workers (London et al.,1997).However, results-oriented healthcare organizations will have to motivate their workers to attain their specified goals and objectives.

Thus, for any employed healthcare giver or employee to qualify and be eligible for the rewards based on the organization's recognition and reward program, healthcare workers are required to improve on the well-being and satisfaction of the patient, serving as an organizational goal and objective. Therefore, engaged and committed employees in a healthcare organization are highly qualified for rewards and acknowledgment. They are to provide the best quality healthcare services to most patients, which results in patient satisfaction (Fisher et al.,2015).The Equity TheoryThis concept, founded by John Adams, explains how to achieve job satisfaction through employee motivation.

The equity theory proposes that workers in an organization weigh their involvement in a job against what they receive in return, meaning more rewards to employees results in more exceptional job achievements and satisfaction. Concerning this idea, workers in an organization who identify that they get more output or results from the work than their job efforts and involvement will experience work fulfillment. Certain aspects or factors within a workplace also guide how a member of staff identifies it (Cacioppe,1999).

Organizational jobs that seem to be clarified enhances better employment satisfaction because a clear and well-understood role generates employees that are contented, committed, happy, and shows much participation in done jobs. According to research, key job factors that include; different job skills, job importance and identity, self-sufficiency, and response significantly impact the mental state of a worker that inspires their job satisfaction, motivation, and their absenteeism level. Most employees, in this case, the health workers, compare their input and output ratio with other workforces.

If the outcome ends up being fair and reasonable, employees will automatically experience employment satisfaction. However, if it’s the opposite where workers identify inequity in their result and input ratio equated to different workers, the employees end up becoming dissatisfied, unhappy, and less motivated, thus not performing a quality job.Therefore, the Equity theory is the most effective and practical for the reward and recognition program because the approach shows that motivation is vital and is much needed for several workers in the healthcare organization to be productive.

Hence, organization management is responsible for establishing an appropriate reward and recognition program that motives its employees through financial and non-financial rewards approaches. This theory shows that for any administration to empower its workforce, members of staff should continuously be encouraged and allowed to voice out their views on how they want to be motived and rewarded. Rewards and recognition due to job performance evaluations enable improvement in workers' morale and response.

With an appropriate reward and recognition program, all workers get to understand the healthcare organization's goals and work towards achieving their vision as a team. An organization recognizes and rewards several employees in several ways to make them feel special and achieve organizational goals. These methods can be through: a) Annual bonuses that involve worker's compensation in addition to their salaries based on an individual or group job performance. b) Employee Appreciation Day, which entails an unofficial organization holiday used to pay respect to excellent-performing healthcare workers by giving out gifts and vouchers (Cacioppe,1999).