HCM427-0801A-01 Human Resource Management in Health Care - Phase 3 Essay

HCM427-0801A-01 Human Resource Management in Health Care - Phase 3 Discussion Board - Essay Example secretary, we have been told that she is no longer interested with her job since she strongly feels that all of her improvement suggestions are not taken seriously by the doctors. Based on the medical secretary’s explanation, it is very clear that she is a leader in her own way because of her desire to develop improvement suggestions for the betterment of the health care organization. In line with this matter, self-management serves as an effective intrinsic motivation on her part. (Graham & Unruh, 1990) It means that simple one-on-one rewards such as a sincere acknoweldgement for her effort and determination to develop improvement suggestions is all she is asking for. Basically, there are two types of rewards that could improve the job performance and satisfaction of the employees. These are the company rewards which are offered by the organization management and the one-on-one rewards which are being extended by the employees’ bosses. Traditional reward system such as compensation and promotions are slowly becoming ineffective in terms of motivating the generation X and Y employees. (Craig, March-April 1989) Material rewards such as cash incentives could also result in demotivating the employees. (Anthony, Dearden, & Bedford, 1989; Cecil Hill, Spring 1989) Basically, the main reason why ‘pay-for-performance’ concept fails to work is because in exchange with the money, the pride and job satisfaction of employees suffer. Eventhough extrinsic rewards such as increase in pay or bonus given to employees could still be effective in some cases, a more recent study shows that intrinsic rewards / motivation such as congratulating the employees for a job well done either verbally, written on a personal note, through public recognition, or implementing a celebration for success in work performance is more effective in motivating employees to increase their work performance. (Graham & Unruh, 1990) The best way to retain and regain the job satisfaction of