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Introduction
Employee engagement is crucial to any organizational success. Several adequate organizational studies have concentrated on the importance of employee motivation in improving employee performance in a company. Furthermore, it is vital to recognize that individuals have various wants that constantly compete with other variables. Every employee has distinct needs and different motivations. The mode of compensation directly impacts customer service delivery in an organization, and improving it requires several recommendations.
Discussion
Compensation packages significantly impact the level of engagement among employees. High pay gives employees the feeling of job satisfaction and stimulates them to perform much better, particularly when pay is directly tied to employee productivity. Pearson Urgent Care is undergoing several challenges related to employee motivation (Allen& McCarthy, 2017). The front desk at the firm seems not to be enthusiastic because the clerks are unaccommodating and unfriendly. Workers lack motivation due to low salaries, among other reasons. Low hourly wage often makes employees less motivated.
Annual salaries for nurses could lead to nurses uncaring nature since it takes them too long to receive payments. Doctors receive annual salaries at the facility, hence, rushing and unwillingness to give satisfactory details to patients could be because of the locum duties they have in other facilities (Allen & McCarthy, 2017). Consequently, they target monetary motivation in other facilities at the expense of Pearson Urgent Care. Another report indicates that X-ray technicians are rushed as the facility demands them to cover as many X-ray sessions as possible within an hour to earn the hourly wage. Any effort to rush the technicians is met with opposition which affects the optimal service delivery of the firm.
There are several steps towards ensuring customer satisfaction at Pearson Urgent Care. Front desk employees need further incentives other than remuneration to own up to their jobs and serve them to their best. The company may choose to increase its hourly rate, and initiate rewards to the best employees, as voted for by the customers; this could help improve employee motivation. Nurses at the facility need to have access to advance payment and monetary awards to the best-performing nurses to see them improve their care and concern toward patients (Allen & McCarthy, 2017). Doctors need salary increments to make them relaxed and focus on offering the best at work. Patients feel satisfied when doctors take the time to explain and respond to all their concerns. Lastly, X-ray technicians need a salary rise and moderated supervision; giving them space to do their work will enhance motivation and their overall performance.
Conclusion
Incentives were seen as a type of remuneration closely related to employee productivity. It is given that the more enticing the incentives, the greater the performance. Incentives function as separate rungs on the ladder to a more productive and healthy workplace (Allen & McCarthy, 2017). It motivates and pushes each individual to strive above his or her limits to receive recognition. Employee performance improves with an increase in earnings or incentives. This strategy of delivering monetary rewards to staff is an additional method of rewarding them in addition to their salary. A balanced approach is required in which teams and individuals are motivated and supported regardless of their position on the accomplishment table.
References
Allen, J. & McCarthy, M. (2017). How to engage, involve, and motivate employees: Building a culture of lean leadership with two-way commitment and communication. CRC Press, Taylor et Francis Group.
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