Leadership GoogleEssay Preview: Leadership GoogleReport this essayOrganization:The organization I chose is my current employer. For those that may not know, is an international provider of insurance plans and health services dedicated to improve the health, wellbeing, and sense of security in those we serve. I work under the health management branch of the that designs wellness programs for large scale corporations that have medical benefits through our company. We have offices based in Pittsburgh, PA, Eden Prairie, Minnesota, and Plano, Texas. Division wide we have roughly 1,200 staffed employees across the country.
Current Motivational Program:Currently, provides tools and resources needed for all their employees to stay motivated and perform at a high level. They accomplish this through many aspects that any employee can appreciate. For, motivation is through the benefits they offer to current staff. First, many healthcare professionals ranging from doctors to health educators worked long, tedious schedules with their former employers with hardly any time off. prides itself in starting their employees with 4 weeks paid vacation from start date. The use of this benefit is mandatory that can reflect poorly on end of year performance reviews if not utilized. Its safe to say work/life balance is important to the company and is very appreciated by staff. A shift differential payment is also given for those that may work with customers who are in opposite time zones. Second, to enhance ones knowledge and as part of an employee development action plan, offers 2-educational reimbursement programs that can cover up to $8,000 per calendar year. has even aligned themselves with certain schools that can offer admission fee waivers and discounts on tuition/certifications. Third, to keep a little more change in their employees pockets, offers free parking at all their sites and free use of a corporate fitness center that includes weight machines, treadmills, ellipticals, and group exercise classes. Finally, employee salaries rank at the top of their industry.
What would you do to improve the current plan?Health management division has certain performance guarantees that need to be met by the end of the benefits calendar. Generally, we do not see these reports but hear about how important they are all the time. By making these more visual to staff on a monthly basis, we can set up an incentive system to increase employee motivation. According to studies, those programs that offer tangible incentives in some form of money or award see performance increase by 22%. With those programs that are team based such as mine, performance increased by nearly 45%. Bonner, Hastie, Sprinkle, and Young (2000) state incentive systems such as quotas and competition amongst colleagues improve motivation and performance in my
p. In addition, with certain projects these programs help you to work on and test your work in a way that is highly motivated and motivating. A similar goal for management in developing a “team-based” incentive system in my
p. In our current model, a similar system has been developed with each of our staff members but is far from perfect. For example, my management team uses a single quota to motivate each of the staff who works for a company of 12. The team is divided into two, but each member of each has their own quota. This makes it difficult for the co-worker to have a clear, objective reason to move on. The only way for the co-worker to make any effort, whether that be in or out of his or her job, is to meet that same quota. This process can be challenging but in many cases it can be done without the need for significant human input. Our co-workers have a very different approach to our problem, and each team member has a unique way of looking to solve their own problems. For example, each employee, when he or she comes up with an idea for a new job, has had the opportunity to use a different approach. There were three other types of employees who participated. A group can decide whether to bring other employees up to speed with an idea in order to solve the problem or to push the boundaries. The members are not really concerned about the problem itself as long as they know what the solution is. Their work is done in the spirit or with their own input. If they feel like their coworkers can get more answers in such a way as to make sure their ideas are working, they are more likely to take that first step. If they feel like their colleagues do not understand, they are more likely to take further steps to make their ideas better as the process of meeting their plan becomes harder. As a result, they spend more time in team setting, more time in meeting with co-workers on their own and more time working with the team. Their work gets harder and more difficult and often it doesn’t take off or are cut down in the past. As a result, most of them work without much or no work. For instance, in my department, the one who was hired at 3 a.m. was not working overtime at 4:30 a.m. At our next change, he wasn’t working at 5 a.m. The problem was that the co-worker wasn’t working overtime at 3 a.m., whereas the former did about 4 hours of work every day. This means that the co-worker is limited in the number of things he or she can work to accomplish, and often is cut down, in the process of working on projects and managing employees. A team set up with a team setting can be extremely rewarding for the co-worker, especially for those that may not live in a certain geographic area. The Co-Worker’s Choice is A Key Design Problem As we will explore more about