Employee Rewards and Recognition
Rewards and recognition are undeniably important aspects of employee motivation. It helps enhance employee performance through improved job satisfaction (Alzyoud, 2018). Typically, every employee wishes to be rewarded or recognized for the work performed. Therefore, as the head of human resources at Anthem Inc., a leading healthcare organization, employee rewards, and recognition will be important. The information in this paper focuses on showing how rewards and recognition can be employed for the clinical department of Anthem Inc.
Department suitable for the program
The rewards and recognition program will target the clinical department in Anthem Inc. The department will be targeted because of reduced performance and increased complaints among its current workers. Recently, there were claims of overworking and poor treatment from the management, which is thought to have reduced employee morale. Directing the reward and recognition program to this department will motivate workers to deliver the services effectively. According to Rai et al. (2018), an effective workplace environment can make it easier for an organization to achieve its strategic objectives. The organizational goals entail becoming a countrywide health provider, and the lack of motivation within the clinical department can be the reason for failure. Thus, the reward system is a primary requirement for the department.
Specific goals for employees to achieve to qualify for rewards and recognition
As discussed above, rewards and recognition accrue to employees who perform well. For Anthem Inc., specific targets will be set for employees to qualify for the reward system. The first target for workers in the clinical department of Anthem Inc. entails reducing customer complaints to zero. Research conducted within the company regarding customer reviews showed a notably increasing number of complaints claiming poor treatment while receiving clinical attention. The clinical department will take on this target wholesomely to reduce the complaints to zero. Upon attaining the target, every department worker will receive a 5% salary bonus reward. Further, the department will be recognized for its outstanding performance across the organization.
Second, employees will be required to create ways of improving patients’ experience while attending the clinical departments of the company. Notably, the department will not take this objective wholesomely but will be based at individual levels. The reward and recognition program will consider employees who come up with the best methods for modifying their services to improve customer experience. Essentially, such an employee will receive an incentive for the contribution and be recognized in the company magazine. The last objective for the employees will entail rewarding and recognizing employees within the clinical department based on the service they offer and as reviewed by customers. Therefore, the company will create a channel to request patients to leave their reviews regarding the services they received upon visiting the clinical department. The reviews will be matched to which employee is in the office to ascertain their performance. Employees who rank best will be subjected to promotion as a form of reward.
Specific motivation theory for consideration
Strikingly, establishing objectives to be achieved by employees to qualify for the rewards and recognition system suits well with the goal-setting theory. Setting goals motivates workers to work toward attaining them. It is worth noting that while employees work hard to achieve goals set for them to qualify for rewards and recognition, the overall departmental performance will be enhanced. According to the goal-setting theory, employees are motivated to chase goals they feel they are part of (Locke & Latham, 2019). Notably, this explains why the objectives of the clinical department have employees at the center of their development. Additionally, the employees will be continuously involved by giving feedback on their progress. The goal-setting theory is also suitable for the case of Anthem Inc. due to its emphasis on motivating individuals to achieve targets. It is worth noting that the theory recognizes that their motivation should be given for targets achieved and targets not achieved. Thus, implementing the rewards and recognition system for Anthem Inc. will consider the nature of motivation for targets not achieved.
Recommended types of rewards and recognition
Notably, Anthem Inc. can consider two types of rewards and recognition in motivating their clinical department workers. The first type entails monetary rewards. Essentially, this type of reward covers all forms of motivational tips paid to work in the form of money. It is the most common type of reward applied by most organizations. According to Hussain et al. (2019), money is a great motivator for all workers. However, it should not be considered entirely as the only means to motivate workers. In the case of Anthem Inc., the monetary type of reward will be effective in motivating workers to attain their set objectives. Specifically, monetary rewards should be attached to every objective attained in the form of employee salary increases. On the other side, non-monetary rewards can be considered by Anthem Inc. Non-monetary rewards include things such as holiday incentives and recognition in the company magazine as an excellent employee. Both forms of motivation should be considered in motivating Anthem Inc.’s clinical department workers.
Communication tool for eligible employees
Effective communication is unquestionably important to ensure everyone is on board for the reward and recognition system. As the human resource manager, I will consider email communication as the best tool for announcing the reward and recognition program, rules, and awards. The tool is selected due to its effectiveness for personal and group messages. As a result, communication aimed at individual employees and those targeted at all employees across the department will be made. For instance, communication regarding introducing the rewards and recognition program will be made to the entire clinical department. However, rewards and recognition from individual concerned employees and personal email communication should be used.
Consistently, the email communication tool will be created through a planned event by the human resources rewards and recognition committee. The committee will develop the recognition and reward program and communicate with the targeted employees. As the human resource manager, I will be the head of the committee. The committee will set the rules for awarding the rewards and recognition. Attaining the set targets will be the primary rule for being rewarded by the committees. Awarding monetary types of motivation will be easier because they will be based on an employee’s personal level. In regards to recognition and other rewards, such as promotions and luncheons, committee meetings will be held for discussions. The committee will also play an important role in collecting opinions and feedback from employees through an email sent to them. As a result, changes like continuous improvements will be achieved.
References
Alzyoud, A. A. Y. (2018). The influence of human resource management practices on employee work engagement. Foundations of Management, 10(1), 251-256.
Hussain, S. D., Khaliq, A., Nisar, Q. A., Kamboh, A. Z., & Ali, S. (2019). The impact of employees’ recognition, rewards, and job stress on job performance: Mediating role of perceived organizational support. SEISENSE Journal of Management, 2(2), 69-82.
Locke, E. A., & Latham, G. P. (2019). The development of goal setting theory: A half-century retrospective. Motivation Science, 5(2), 93.
Rai, A., Ghosh, P., Chauhan, R., & Singh, R. (2018). Improving in-role and extra-role performances with rewards and recognition: does engagement mediate the process? Management Research Review. https://doi.org/10.1108/MRR-12-2016-0280
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Question 
As an HR manager in a large healthcare organization, you have developed a new reward and recognition program designed to help increase employee motivation and job satisfaction in a specific hospital department of your choice. You may choose either a clinical or non-clinical department.
Employee Rewards and Recognition
Instructions
Based on the course readings and a minimum of four appropriate sources of research, create a 4–6 page executive summary suitable for presentation to senior leadership on employee motivation that includes the following:
1. Determine which department is suitable for the reward and recognition program.
2. Identify a specific goal the employees must work on to be eligible for recognition or to receive the award.
Examples include reducing errors, increasing customer or patient satisfaction, and reducing costs.
3. Research a specific motivation theory and determine why this method would be the most practical and effective for this program.
Theories such as the expectancy theory, equity theory, goal-setting theory, Management by Objectives (MBO), or the four-pronged model of intrinsic motivation.
4. Explain why the selected theory would be the most practical and effective for the rewards and recognition program.
5. Recommend 2–3 types of rewards and (or) recognition that would most effectively motivate employees to achieve goals.
6. Create a communication tool for eligible employees announcing the program, rules, and awards.
For example, email, newsletter, and internal Facebook posts.