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    We Need More Engagement Around Here22

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    Rianne Wong
    The document discusses alternatives to increase employee motivation and engagement at a Health Maintenance Organization (HMO) that faces disengaged workers. It analyzes increasing pay, linking pay to performance, giving rewards and recognition, and enriching jobs through intrinsic motivators. The recommended alternative is job enrichment through intrinsic motivators to add variety, reduce boredom, challenge employees' skills, give a sense of belonging, and provide benefits that outweigh costs despite some disadvantages like increased workload.

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    We Need More Engagement Around Here22

    Uploaded by

    Rianne Wong
    517 views4 pages
    The document discusses alternatives to increase employee motivation and engagement at a Health Maintenance Organization (HMO) that faces disengaged workers. It analyzes increasing pay, linking pay to performance, giving rewards and recognition, and enriching jobs through intrinsic motivators. The recommended alternative is job enrichment through intrinsic motivators to add variety, reduce boredom, challenge employees' skills, give a sense of belonging, and provide benefits that outweigh costs despite some disadvantages like increased workload.

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    The document discusses alternatives to increase employee motivation and engagement at a Health Maintenance Organization (HMO) that faces disengaged workers. It analyzes increasing pay, linking pay to performance, giving rewards and recognition, and enriching jobs through intrinsic motivators. The recommended alternative is job enrichment through intrinsic motivators to add variety, reduce boredom, challenge employees' skills, give a sense of belonging, and provide benefits that outweigh costs despite some disadvantages like increased workload.

    Copyright:

    Attribution Non-Commercial (BY-NC)
    Download as DOC, PDF, TXT or read online from Scribd
    Download as doc, pdf, or txt
    517 views4 pages

    We Need More Engagement Around Here22

    Uploaded by

    Rianne Wong
    The document discusses alternatives to increase employee motivation and engagement at a Health Maintenance Organization (HMO) that faces disengaged workers. It analyzes increasing pay, linking pay to performance, giving rewards and recognition, and enriching jobs through intrinsic motivators. The recommended alternative is job enrichment through intrinsic motivators to add variety, reduce boredom, challenge employees' skills, give a sense of belonging, and provide benefits that outweigh costs despite some disadvantages like increased workload.

    Copyright:

    Attribution Non-Commercial (BY-NC)
    Download as DOC, PDF, TXT or read online from Scribd
    Download as doc, pdf, or txt
    of 4

    Glory Gleir G. Guay Johanna Regine S.

    Wong

    BSA 3A MWF 11:05 - 12:05 PM

    We Need More Engagement around Here


    Problem Despite its success, Health Maintenance Organization faces an employee motivation problem as stated in the case. Many of these HMO employees do not feel strongly motivated to help accomplish their company goals. Most of their workers are not fully engaged or simply disengaged in their work, meaning, they are no longer committed to the company. Areas of Consideration A. Strengths
    i. HMO provides additional benefits to their employees aside from the

    equitable salaries that each of them receive.


    ii. They also provide their employees with adequate resources, giving each

    one of them the opportunity to do their best every day.


    iii. It also has a strong internal culture where there is a good relationship

    among supervisors and their subordinates. The employees perceive that their boss is doing a good job and so, sets a role model to his employees.
    iv. HMO also defines work expectancies to ensure that workers understand

    well their overall job expectations that they are anticipated to achieve. B. Weaknesses i. HMO has a management and staff problems wherein a lot of the employees are so laid back, indifferent and lack a sense of urgency.
    ii. Only a few of HMOs employees are given a chance to gain new learning

    experiences while other workers feel that their job is pointless and boring.
    iii. HMO has a high employee turnover since the employees, themselves,

    dont expect to be working for the company for at least another 3 years. C. Opportunities

    i. With its 25 local offices, HMO can provide better service to other

    organizations compared to other health care providers.


    ii. Diverse customers intensify the chances of different client connections.

    D. Threats i. HMOs competition for business has turned out to be more intense in recent years as other health organizations become more competitive. ii. Organizations continue to look for ways to reduce cost for medical and dental insurance and hence, arises a concern that a given company might shift to another health care provider that can offer lower costs. Alternatives To increase the employees motivation and engagement in HMO, we propose these several alternatives:
    A. As a primary motivator, HMO should increase all of its employees average

    work pay and benefits; or


    B. HMO should offer their employees more financial incentives by linking pay to

    performance rather than increasing all of the employees average work pay.
    C. The third alternative is to give rewards and recognition to HMO employees as

    a positive reinforcement; and


    D. HMO should focus more on enriching their employees jobs and making it

    more meaningful rather than motivating them with extrinsic motivators. Evaluation A. Increasing average work pays i. Advantages
    1. Most people have financial worries making money an all-important

    reinforcer and motivator. 2. Employees would feel more equally compensated with their work done and more likely be motivated to repay such favour. 3. This makes it difficult for the employees to find another company that may pay as high as HMO can pay.

    ii. Disadvantages 1. This reduces competition in the workplace and slows down HMOs level of overall productivity since everyone gets the same raise of pay.
    2. There is a little reason for the employees to work as hard as they

    could since everyone has equal financial benefit.


    3. As the cost of paying employees increases, so will the cost passed on

    to the organization and customers. 4. Costs of increasing salary outweigh the motivation that it can give. B. Linking pay to performance i. Advantages 1. This results in a higher level of productivity as each employee strives to earn the highest marks on each performance review. 2. It also helps create healthy competition amongst employees. ii. Disadvantages 1. There is a potential for rifts among employees. 2. Earning extra money doesn't arouse some employees to work harder. 3. Employees not receiving a merit pay might feel that they have been punished thus will discourage employees of low performance. C. Giving rewards and recognition i. Advantages
    1. As a positive reinforcement, it may motivate change in ones behavior. 2. As their hard work is recognized, this will let employees know that

    putting effort in their jobs is worthwhile and meaningful.


    3. Workers will be proud of what they have achieved and consequently

    satisfy their needs for self-esteem and self-fulfilment. ii. Disadvantages 1. Rather than focusing on creating the best possible output, employees may find ways to increase output only to receive rewards and recognition, which can actually lead to poor-quality performance.

    2. Offering these rewards for multiple times generates higher expenses. 3. Receiving so much reward may make an employee too arrogant,

    making him think hes too great that may only lead to his downfall.
    D. Job enrichment through intrinsic motivators

    i. Advantages 1. Workers may experience the meaningfulness of their work motivating them to give their best performance and enhance their self-efficacy. 2. Employees wont feel restricted or limited and will have more times to improve their performance quality thus lessens employee turnover.
    3. Workers will have high internal motivation, job satisfaction and growth

    satisfaction which will eventually lead to greater work commitment. 4. As employee's level of responsibility increases, he gets the opportunity to try new tasks, making it inevitable to learn new skills.
    5. It gives HMO a chance to test and see their employees' strengths and

    weaknesses which is useful both to the organization and employees. ii. Disadvantages
    1. It increases an employee's workload re-prioritizing their time and task.

    2. In some cases, it may not give the expected result. 3. It makes many changes in a workers job, making it time-consuming. Recommendation To enhance the motivation and engagement level of these HMO workers, we highly recommend job enrichment through intrinsic motivators because it also adds variety to employees' duties, which can, in turn, reduce their workplace boredom. Through this alternative, we can also reduce HMOs costs without sacrificing their service quality since it may as well challenge employees to stretch their skills beyond what they're used to doing at the company. With this, employees also get the sense of belonging to the organization and though given with some disadvantages, benefits still outweigh the costs.

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