As an organization, there are multiple ways one can motivate their employees. Each company needs to evaluate their philosophies and values and determine which ways would benefit them.
Organizations can motivate their employees by job design, goal-setting, performance appraisals, and performance incentives. Cedar Creek is a privately owned assisted living facility in Crystal
River. They have been voted best of the best of assisted livings in Citrus County for 5+ years in a row. Cedar Creek must be doing something right. With interviewing a few of their staff, I can see how Cedar Creek gets that award time and time again. The hands on staff talk about how their suggestions and opinions are listened to and put into action at times. They appreciate …show more content…
Job rotation is when an organization moves employees around from tasks to tasks to prevent employees becoming bored with routine jobs. This form of job design lowers absenteeism and turnover. The employees will gain new skills, which in turns increase the total skill level for employees in the organization. With cross training employees, fresh ideas are brought into the organization. Within Cedar Creek there are not many ways to rotate staff around. They do have four hallways of residents, where the
Motivating Work 3 resident care staff rotates once a month to another hallway. This allows for a change in the daily job and a break for those that may be on a harder hallway at the time. Cedar Creek has been open for 12 years and has 20+ staff members that have been employed with them for 5+ years.
That is not the norm with long term care.
Job enlargement is a second way organizations can use job design. With adding a variety of tasks to the employees’ daily routine, it will utilize the employee pool more effectively.
Employees tend to be happier when organizations use job enlargement, which in turn creates better customer service. Happy employees make happy customers. An organization needs to …show more content…
It has been shown that tying employees’ goals to the organization goals benefits the organization. This is an area where Cedar Creek did not feel they use.
Performance Appraisals
According to Bauer, performance appraisal is a process in which a rater or raters evaluate the performance of another employee. Feedback for employees needs to be given on a regular basis.
They like to hear how they are doing. Leaders should not wait till the set time for a performance appraisal to give feedback. This needs to be done immediately either for positive or negative behaviors. Performance appraisals are done on a regular basis at Cedar Creek. Their first appraisal is after the first five days of orientation. The trainers report back to the leadership team how the trainee is doing on the tasks and interaction with the residents. The next performance appraisal is after a month of working. At this time they are evaluated on how they are completing tasks, interaction with residents and other coworkers, and tardiness and absenteeism.
All leaders are encouraged to give feedback in the given moment when a staff member is seen doing a good deed or a less desired act. It does not matter if the staff member is directly
Organizations can motivate their employees by job design, goal-setting, performance appraisals, and performance incentives. Cedar Creek is a privately owned assisted living facility in Crystal
River. They have been voted best of the best of assisted livings in Citrus County for 5+ years in a row. Cedar Creek must be doing something right. With interviewing a few of their staff, I can see how Cedar Creek gets that award time and time again. The hands on staff talk about how their suggestions and opinions are listened to and put into action at times. They appreciate …show more content…
Job rotation is when an organization moves employees around from tasks to tasks to prevent employees becoming bored with routine jobs. This form of job design lowers absenteeism and turnover. The employees will gain new skills, which in turns increase the total skill level for employees in the organization. With cross training employees, fresh ideas are brought into the organization. Within Cedar Creek there are not many ways to rotate staff around. They do have four hallways of residents, where the
Motivating Work 3 resident care staff rotates once a month to another hallway. This allows for a change in the daily job and a break for those that may be on a harder hallway at the time. Cedar Creek has been open for 12 years and has 20+ staff members that have been employed with them for 5+ years.
That is not the norm with long term care.
Job enlargement is a second way organizations can use job design. With adding a variety of tasks to the employees’ daily routine, it will utilize the employee pool more effectively.
Employees tend to be happier when organizations use job enlargement, which in turn creates better customer service. Happy employees make happy customers. An organization needs to …show more content…
It has been shown that tying employees’ goals to the organization goals benefits the organization. This is an area where Cedar Creek did not feel they use.
Performance Appraisals
According to Bauer, performance appraisal is a process in which a rater or raters evaluate the performance of another employee. Feedback for employees needs to be given on a regular basis.
They like to hear how they are doing. Leaders should not wait till the set time for a performance appraisal to give feedback. This needs to be done immediately either for positive or negative behaviors. Performance appraisals are done on a regular basis at Cedar Creek. Their first appraisal is after the first five days of orientation. The trainers report back to the leadership team how the trainee is doing on the tasks and interaction with the residents. The next performance appraisal is after a month of working. At this time they are evaluated on how they are completing tasks, interaction with residents and other coworkers, and tardiness and absenteeism.
All leaders are encouraged to give feedback in the given moment when a staff member is seen doing a good deed or a less desired act. It does not matter if the staff member is directly