Motivation is a very important factor, which should be considered in any business organization. Motivation boost the morale of the employees to continue struggling to meet the goals of the organization, as the success of the organization is seen as the success of the employees. When the employees are recognized and rewarded as per their performance in the organization, they will feel part of the organization, which will be their basis of focusing on the goals and targets of the organization ( Endsley et al., 2004 ). The two theoretical frameworks chosen for this analysis are individual incentive plans and group incentive plans.
Individual incentive plans are focused on the individual level where an employee is recognized and rewarded as per the individual efforts applied to accomplish or achieve a specific task in the workplace. Some of the individual incentive plans, which are mostly applied in different businesses organizations are commissions, piece rates, bonuses, and pay increase for the employees as per the individual performances. Individual incentive plans and measures applied are seen to be doable at the individual level, as the individual employees are in direct control of the situation ( Cromwell et al., 2011 ). The individual incentive plan is relevant to the topic, as the motivation of healthcare professional and empowering him/her in the field of technology will have positive impacts on the patients. A motivated health care professional will be satisfied and he/she will attend to the patients without having side thoughts regarding the remuneration and rewards. Additionally, technology is very important to healthcare professionals and patients, especially at the current digital error. Such empowerment proves that the patient will receive healthcare services at the highest level and they will be satisfied.
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Group incentive plan is another framework applied when motivating the employees as a group without considering the individual efforts. Group incentive plan encourages teamwork, as the employees will be recognized and rewarded as per the goals, targets, and accomplished tasks achieved while working as a team. It is difficult to establish the individual efforts in such incentive plan, which will be disadvantageous to the focused and hardworking employees grouped with low performing employees at the workplace ( IHA.org, 2017 ). The plan is relevant to the topic in that health care professionals need cooperation among themselves through consultations when attending to the patients. Using it to motivate such professionals and offering them training regarding technology will portray positive impacts among the patients. Since most of the healthcare professionals are recognized and rewarded through training, it should be in line with the technology applied when treating or responding to emergency cases affecting patients seeking medical attention.
The two theoretical frameworks are very important to any business organization. Both incentive plans are applied in different circumstances at the workplace, as the employees are required to work as a team and sometimes required to work individually on some specific tasks. I could not apply both of them in my research and decided to pick individual incentive plan. The individual incentive is a method of rewarding the employees as per their individual efforts. However, the individual efforts and abilities of the employees will be known and they can be offered more support in terms of training and even promotions ( Gregg et al., 2006 ).
The frameworks are very important and should be applied together in any business organization. They are essential for organizational success. Individual incentive helps in identifying individual efforts and abilities at the workplace while group incentive plan helps in encouraging the employees to work together as a team in the organization. Applying both incentive plans at the workplace will enable the employees to understand the importance of both individual and groups efforts while undertaking their duties.
References
Cromwell, J., Trisolini, M. G., Pope, G. C., Mitchell, J. B., & Greenwald, L. M. (2011). Pay for Performance in Health Care: Methods and Approaches. RTI Press Publication. NO. BK-002-1103. Retrieved February 15, 2014
Endsley, S., Kirkegaard, M., Baker, G., Murcko, A. C. (2004). Getting Rewards for your Results: Pay-for-Performance Programs. Family Practice Manager, 11(3), 45-48
Gregg, G., Arwen, B., & Laura, J. (2006, February 1). How Many Interviews Are Enough? An Experiment with Data Saturation and Variability. Sage Journals, 18(1), 25. http://dx.doi.org/10.1177/1525822X05279903
IHA.org (2017). California’s Value Based Pay-for-Performance Program. Retrieved March 2, 2017 from http://www.iha.org/our-work/accountability/value-based-p4p
