According to Nolan (2010), the right incentive program can help with this process.
Nolan (2010) reports that a motivated and goal-oriented staff is essential to any optometric practice, since staff / patient interaction accounts for about 70% of the patient's total time in the office. If the staff is not content, patients will not be treated appropriately and will look for eye-care services someplace else. Also, the cost of finding and training new staff members is much more costly than ongoing training and retaining activities. In addition, staff productivity significantly influences a practice's volume. Nolan (2010) therefore recommends a three-part incentive process: The first is to set annual financial goals for the practice, or else the staff will not be motivated to achieve them. In the fourth quarter, establish specific goals in attracting new patients and retaining present ones, revenue-per-patient, eye-wear sales and cash receipts. Second is to schedule a staff meeting before the beginning of the fiscal year to cover the budget, goals and projections. People will always support what they help create. Third, implement a financial incentive or bonus that 1) grows practice-collected cash receipts, 2) grows net income or 3) compensates staff to a percent of revenue. Nolan's practice used this approach and turned his practice into a five-day operation, with revenues increasing from $356,000 in 2003 to $432,000 in 2004. Nolan concludes that all staff incentive programs should be based on overall team performance. Instead of pitting one person or group against another, it is important to recognize the overall accomplishments and importance of all staff members (Nolan, 2010).
Opperman (2007) recommends a production-based compensation for associates in a veterinary practice. He says the higher earning potential almost always results in better...
role of research problem in choosing an appropriate methodology. It also presents the research questions, methodology, and design that can be used by the researcher to analyze the research problem and proceed with his research study. The third section of the paper identifies two major qualities of team leaders that contribute to successful leadership and explains strategies that organization leaders can implement to develop these two qualities in their
As Moore and Anderson emphasize, "Another driver is that distance education students have as much right to expect effective library services as traditional on-campus students. Therefore, services have been enhanced to ensure easy access and equitable delivery of resources and services" (p. 384). Clearly, then, although the mission of many university libraries to provide the resources and tools students need to achieve successful academic outcomes has not changed in substantive
Generally, online students need to have a high level of self-motivation for their studies. Being aimed towards the adult, working student body, Strayer attracts students who are not motivated only by the subject matter of their studies, but also by what this can mean in terms of their self-development. This extra level of motivation is encouraged by the structure and aims of Strayer University. This relates to the individual needs
Individuals are asked to work toward those goals and values they hold while experience their thoughts and positive feelings." (Gregg et al., 2007) ACT is stated to have "shown positive outcomes for a wide variety of conditions including for chronic medical conditions, even when presented in very brief form." (Gregg, et al., 2007) Gregg et al. additionally states: "Diabetes researchers have called for the development of interventions designed to
The third position means stepping outside the situation and seeing issues from the point-of-view of a third party. NLP reminds us that people receive information in various sensory channels: the visual, the auditory, the kinaesthetic (perception of movement of effort) and the digital mathematical or reasoned thinking (Taylor, 2000). The idea being that people use all of these modes, but may have a preferred mode. Ethnographic approach: this takes its
Motivating Staff Over the past decade, there has been tightening of Labor markets and the cost of replacement that comes with filling job vacancies have been rapidly shooting upward over the years. An effective response that can assist workforce managers to solve this problem would be developing a fully integrated retention policy. An integrated retention policy shapes the retention initiatives that are focused using information that is relevant to the problem.
Our semester plans gives you unlimited, unrestricted access to our entire library of resources —writing tools, guides, example essays, tutorials, class notes, and more.
Get Started Now