Essay on Financial Incentives : Medical Insurance

Essay on Financial Incentives : Medical Insurance

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In addition to financial incentives, medical insurance should be available to all permanent staff. Staff should also have access to employer sponsored Employee Assisted Programs (EAP) if they feel they need professional mental assistance. With the creation of the Affordable HealthCare Act, medical insurance is now available to temporary staff; thereby, meeting one of the very basic needs of Maslow’s theory (Berman, Bowman, West, & Van Wart, 2016). In line with McGregor’s “Theory Y” (Berman, Bowman, West, & Van Wart, 2016), providing opportunities for staff to take a personal involvement in achieving their own personal goals and contributing to improvement of the department’s service process.
Work schedules have gone from sunrise to sunset in ancient times to 78 hours per week in the 1840s, to 40 hours per week based on the Fair Labor Standards Act of 1938 which was signed by President Franklin D. Roosevelt (Berman, Bowman, West, & Van Wart, 2016). In the 1970s a revolutionary movement marked a great effort towards Alternative or Modified Work Schedules for the average working American, despite union opposition. Versions of modified schedules were already in practice in the health, manufacturing, and some safety fields. Ultimately, hours of work have diminished as the years have gone by, discernible by efforts to ensure time for family, self, religion, and leisure, etc. Over the past 40 years many articles and studies have been written regarding the effects of AWS on the individuals, their families, the organization, and the community and/or public interest. Many government agencies, for the traditional workers, started to embark on some form of these types of programs in the 1980s and acceptance of them continues to grow. New emp...


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...ls are rewarded by having careers, opportunities, and salaries that help fulfill their basic needs.
Codependence, organizational creativity, flexibility and prosperity between an organization and its employees foster proper motivation and gains commitment that is necessary to elevate the organization’s vision. One cannot deny that employee benefits and job security that government organizations offer (extrinsic motivation), are strong motivating factors. In spite of this, when you speak to those who work in the area of human welfare education, most have a passion for what they do and the people they serve, therefore, the extrinsic motivators are secondary. Scholars refer to this behavior as “public service motivation or PSM” (Rainey, 2014), which most resembles McGregor’s Theory Y. It seems that motivation is strongest when we do it for the feeling of accomplishment.

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