Topic 7: Pay And Benefits Incentives
Grand Canyon University Topic 7: Pay And Benefits Incentives-Step-By-Step Guide
This guide will demonstrate how to complete the Grand Canyon University Topic 7: Pay And Benefits Incentives assignment based on general principles of academic writing. Here, we will show you the A, B, Cs of completing an academic paper, irrespective of the instructions. After guiding you through what to do, the guide will leave one or two sample essays at the end to highlight the various sections discussed below.
How to Research and Prepare for Topic 7: Pay And Benefits Incentives
Whether one passes or fails an academic assignment such as the Grand Canyon University Topic 7: Pay And Benefits Incentives depends on the preparation done beforehand. The first thing to do once you receive an assignment is to quickly skim through the requirements. Once that is done, start going through the instructions one by one to clearly understand what the instructor wants. The most important thing here is to understand the required format—whether it is APA, MLA, Chicago, etc.
After understanding the requirements of the paper, the next phase is to gather relevant materials. The first place to start the research process is the weekly resources. Go through the resources provided in the instructions to determine which ones fit the assignment. After reviewing the provided resources, use the university library to search for additional resources. After gathering sufficient and necessary resources, you are now ready to start drafting your paper.
How to Write the Introduction for Topic 7: Pay And Benefits Incentives
The introduction for the Grand Canyon University Topic 7: Pay And Benefits Incentives is where you tell the instructor what your paper will encompass. In three to four statements, highlight the important points that will form the basis of your paper. Here, you can include statistics to show the importance of the topic you will be discussing. At the end of the introduction, write a clear purpose statement outlining what exactly will be contained in the paper. This statement will start with “The purpose of this paper…” and then proceed to outline the various sections of the instructions.
How to Write the Body for Topic 7: Pay And Benefits Incentives
After the introduction, move into the main part of the Topic 7: Pay And Benefits Incentives assignment, which is the body. Given that the paper you will be writing is not experimental, the way you organize the headings and subheadings of your paper is critically important. In some cases, you might have to use more subheadings to properly organize the assignment. The organization will depend on the rubric provided. Carefully examine the rubric, as it will contain all the detailed requirements of the assignment. Sometimes, the rubric will have information that the normal instructions lack.
Another important factor to consider at this point is how to do citations. In-text citations are fundamental as they support the arguments and points you make in the paper. At this point, the resources gathered at the beginning will come in handy. Integrating the ideas of the authors with your own will ensure that you produce a comprehensive paper. Also, follow the given citation format. In most cases, APA 7 is the preferred format for nursing assignments.
How to Write the Conclusion for Topic 7: Pay And Benefits Incentives
After completing the main sections, write the conclusion of your paper. The conclusion is a summary of the main points you made in your paper. However, you need to rewrite the points and not simply copy and paste them. By restating the points from each subheading, you will provide a nuanced overview of the assignment to the reader.
How to Format the References List for Topic 7: Pay And Benefits Incentives
The very last part of your paper involves listing the sources used in your paper. These sources should be listed in alphabetical order and double-spaced. Additionally, use a hanging indent for each source that appears in this list. Lastly, only the sources cited within the body of the paper should appear here.
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Human capital is defined as an employee’s economic value based on their experience and skills. It comprises intangible assets such as intelligence, education, skills, training, health, and other employee qualities that employers value, like loyalty and reliability. Human capital is thus considered an intangible asset or quality that is not outlined on a company’s balance sheet (Boon et al., 2018). Besides, it increases productivity, economic growth, and profitability. Therefore, human resource managers can improve human capital by investing in their employees through education, training, and benefits. HR managers should note that human capital can depreciate if exposed to prolonged periods of unemployment (Boon et al., 2018). The purpose of this paper is to discuss how to leverage human capital at VA Health Care System and describe performance indicators, rewards and incentives, and the motivation plan.
Tasks and Performance Indicators That Contribute To the Overall Employee Performance
Tasks that contribute to employee performance at VA Health Care System include coaching, performance appraisals, constructive feedback, and assigning employees goals and development plans. Coaching has been a major approach to improving employee performance in the organization. Employees are assigned coaches who take them through a non-judgmental and interactive process that enables the coach and an employee to develop a performance plan focused on specific performance areas. Performance appraisals in the organization also include employee self-appraisal, which gives employees a perceptive of the job performance and increases their engagement, thus improving their performance. Giving employees feedback after appraisal helps them identify their strengths and weaknesses. Consequently, they tend to improve on the weak areas, which improves their performance. Furthermore, supervisors assign employees goals and development plans that align with the overall organizational goals.
Setting individual goals for employees has been key to improving their performance.
Performance indicators refer to objective measure performance for a specific objective. Performance indicators that contribute to employee performance include ER wait time, which identifies the number of times patients wait before receiving care at the ER (Burlea-Schiopoiu & Ferhati, 2020). Average patient stay is an indicator used to assess the hospitalization period, thus motivating employees to improve their job performance to reduce patient stay. Readmission rates indicator monitors how many patients are being readmitted, reflecting the quality of care provided in the hospital (Burlea-Schiopoiu & Ferhati, 2020). Readmission rates promote employee performance as the healthcare professionals implement best practices and provide high-quality to lower readmission rates.
Identifying an Employee’s Strengths and Skills to Leverage Their Performance
Recognizing an employee’s strengths and skills is crucial to increasing their efficiency. A key component to promoting success in an organization is leveraging every employee’s strengths and skills to contribute to the overall organization’s goal. I will identify an employee’s strengths and skills by conducting a performance appraisal to help identify the strengths and weaknesses (van Woerkom & Kroon, 2020). Besides, I will have informal interviews with the employees and ask them about their perceived strengths and weaknesses. I will also carry out personality tests, which focus on an individual’s interpersonal strengths and thus help identify strengths such as leadership, motivation, communication, and organization (van Woerkom & Kroon, 2020). After identifying the strengths and skills, I will make a list for each employee and place them in positions or assign duties that they can best apply their strengths and skills and build on them.
Strategies to Improve Employee Performance
Employee performance will be improved by assigning employees individual goals and offering them a framework to achieve them. Employees will be involved in developing their goals to make them more interested in attaining them. Supervisors will arrange for regular face-to-face meetings with employees to monitor their attainment of the set objectives and support them in addressing challenges to improve their performance (Neher & Maley, 2019). Mentorship programs will also be used to improve employee performance. Mentors will be tasked with nurturing their mentees and assisting them in career development. Furthermore, employees will be encouraged to develop innovative solutions that will help them meet their goals and objectives (Neher & Maley, 2019). Employee performance will be improved by offering employees opportunities for career growth, such as training and career development programs, which significantly improve performance.
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Creating an employee recognition system to appreciate employees who attain their objectives is another strategy that will improve employees’ performance. The recognition system will involve giving employees rewards and incentives to motivate them to do better in order to achieve their goals. Rewards and incentives benefit both the employees and the employer. Recognition for outstanding performance and productivity is associated with increased employee morale, job satisfaction, and engagement in organizational activities, which increases productivity and profits (Lazear, 2018). Rewards and incentives will include monetary incentives such as bonuses, paid time off, cash awards, and non-monetary incentives like training opportunities and promotions. Monetary incentives will encourage initiatives to improve patient care resulting in improved job performance (Lazear, 2018). On the other hand, non-monetary incentives will be valuable to employees since they will acquire knowledge and skills and qualify for advancement opportunities.
Integrating Rewards and Incentives
Rewards and incentives are major levers that managers can use to motivate and foster individual and group performance, leading to an improved overall organizational performance, growth, and productivity. I will integrate rewards and incentives at VA Health Care by first identifying what the employees want as rewards and incentives (Kang & Lee, 2021). This will ensure that the rewards will have the desired impact in motivating the employees and driving performance. Modern managers cannot assume that all employees are similar, and they should understand their employees’ general behavior and needs (Kang & Lee, 2021). After identifying what employees want, I will communicate to all employees about the rewards and incentives and the criteria they will receive them.
Communication is vital to ensure that all employees are aware that they will be rewarded for their outstanding performance, which will drive motivation. Equity in the reward process will be observed by comparing the performance and incentives given to an employee with the performance and incentives other employees get for similar work (Kang & Lee, 2021). Furthermore, other employee factors will be considered when choosing the rewards and incentives, such as the level of education, skills, work experience, and position in the organization hierarchy.
Vision for the Overall Culture
My vision for VA Health Care is to have a culture that recognizes and appreciates employees bearing in mind that they are the organization’s most variable asset. I aspire to create a culture where the organization’s leadership and supervisors applaud employees who constantly perform at their best every day to attain its goals. Besides, I envision a culture where employees are constantly appreciated to motivate them rather than where appreciation is done once or twice a year. Daily appreciation will include managers saying words like “Good job” and “Well done,” which go a long way to motivating employees and making them feel appreciated (Hussain et al., 2019). Furthermore, I aspire to create a culture where employees collaborate to achieve personal and organizational goals rather than competing.
Conclusion
Human capital is an intangible asset that includes employees’ qualities work experience, and skills. Employees’ strengths and skills can be identified through performance appraisal and informal interviews, and the manager should leverage them by assigning employees duties that align with their strengths and skills. Employee performance can be improved through assigning individual goals, mentorship, regular feedback, encouraging creativity, and rewards and incentives. Rewards and incentives make employees feel appreciated, boost their morale, improve motivation, and productivity.
References
Boon, C., Eckardt, R., Lepak, D. P., & Boselie, P. (2018). Integrating strategic human capital and strategic human resource management. The International Journal of Human Resource Management, 29(1), 34-67. https://doi.org/10.1080/09585192.2017.1380063
Burlea-Schiopoiu, A., & Ferhati, K. (2020). The Managerial Implications of the Key Performance Indicators in Healthcare Sector: A Cluster Analysis. Healthcare (Basel, Switzerland), 9(1), 19. https://doi.org/10.3390/healthcare9010019
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 organization support. SEISENSE Journal of Management, 2(2), 69-82. https://doi.org/10.33215/sjom.v2i2.121
Kang, E., & Lee, H. (2021). Employee compensation strategy as sustainable competitive advantage for HR education practitioners. Sustainability, 13(3), 1049. https://doi.org/10.3390/su13031049
Lazear, E. P. (2018). Compensation and incentives in the workplace. Journal of Economic Perspectives, 32(3), 195-214. https://doi.org/10.1257/jep.32.3.195
Neher, A., & Maley, J. (2019). Improving the effectiveness of the employee performance management process: A managerial values approach. International Journal of Productivity and Performance Management. https://doi.org/10.1108/IJPPM-04-2019-0201
van Woerkom, M., & Kroon, B. (2020). The Effect of Strengths-Based Performance Appraisal on Perceived Supervisor Support and the Motivation to Improve Performance. Frontiers in psychology, 11, 1883. https://doi.org/10.3389/fpsyg.2020.01883
Leveraging Human Capital – Rubric
Tasks and Performance Indicators
16.5 points
Criteria Description
Tasks and Performance Indicators
5. Excellent
16.5 points
A comprehensive description of the tasks and performance indicators that contribute to the overall employee performance is included.
4. Good
14.36 points
A clear description of the tasks and performance indicators that contribute to the overall employee performance is included.
3. Satisfactory
13.04 points
A description of the tasks and performance indicators that contribute to the overall employee performance is included and minimally describes the tasks and performance of employees.
2. Less than Satisfactory
12.21 points
The written proposal does not include a description of tasks and performance indicators.
1. Unsatisfactory
0 points
A description of the tasks and performance indicators that contribute to the overall employee performance is included but is incomplete or lacks details.
Identifying Employee Strengths and Skills to Leverage Performance
16.5 points
Criteria Description
Identifying Employee Strengths and Skills to Leverage Performance
5. Excellent
16.5 points
There is a well-developed description of leveraging on employee strengths and skills to improve performance.
4. Good
14.36 points
There is a detailed description of leveraging on employee strengths and skills to improve performance.
3. Satisfactory
13.04 points
There is some description of leveraging on employee strengths and skills to improve performance.
2. Less than Satisfactory
12.21 points
The written proposal includes a description of leveraging on employee strengths and skills but the description is incomplete or lacks details.
1. Unsatisfactory
0 points
The written proposal does not include leveraging on human capital.
Strategies to Improve Performance
16.5 points
Criteria Description
Strategies to Improve Performance
5. Excellent
16.5 points
The written proposal includes a comprehensive description of strategies to improve employee performance and thoroughly discusses rewards and incentives for performance improvement.
4. Good
14.36 points
The written proposal includes strategies to improve employee performance and discusses rewards and incentives for performance improvement.
3. Satisfactory
13.04 points
The written proposal includes a detailed description of strategies to improve employee performance and adequately discusses rewards and incentives for performance improvement.
2. Less than Satisfactory
12.21 points
The written proposal includes strategies to improve employee performance but they are incomplete or lack details.
1. Unsatisfactory
0 points
The written proposal does not include strategies to improve employee performance.
Integration of Rewards and Incentives to Remain Competitive
16.5 points
Criteria Description
Integration of Rewards and Incentives to Remain Competitive
5. Excellent
16.5 points
The written proposal includes a clear description of the integration of rewards and incentives to remain competitive in the marketplace and recruit and retain employees.
4. Good
14.36 points
The written proposal includes an appropriate description of the integration of rewards and incentives to remain competitive in the marketplace and recruit and retain employees.
3. Satisfactory
13.04 points
The written proposal includes a vague description of the integration of rewards and incentives to remain competitive in the marketplace and recruit and retain employees.
2. Less than Satisfactory
12.21 points
The written proposal includes a thorough description of the integration of rewards and incentives to remain competitive in the marketplace and recruit and retain employees.
1. Unsatisfactory
0 points
The written proposal does not include a description of the integration of rewards and incentives to remain competitive.
Culture Within the Organization
11 points
Criteria Description
Culture Within the Organization
5. Excellent
11 points
There is a well-developed description of the aspired culture within the organization relative to the employees being the biggest asset.
4. Good
9.57 points
There is a detailed description of the aspired culture within the organization relative to the employees being the biggest asset.
3. Satisfactory
8.69 points
There is some description of the aspired culture within the organization relative to the employees being the biggest asset.
2. Less than Satisfactory
8.14 points
The written proposal includes a description of the culture within the organization but is incomplete or lacks details.
1. Unsatisfactory
0 points
The written proposal does not include a description of the culture within the organization.
Thesis Development and Purpose
7.7 points
Criteria Description
Thesis Development and Purpose
5. Excellent
7.7 points
Thesis is clear and forecasts the development of the paper. Thesis is descriptive and reflective of the arguments and appropriate to the purpose.
4. Good
6.7 points
Thesis is comprehensive and contains the essence of the paper. Thesis statement makes the purpose of the paper clear.
3. Satisfactory
6.08 points
Thesis is apparent and appropriate to purpose.
2. Less than Satisfactory
5.7 points
Paper lacks any discernible overall purpose or organizing claim.
1. Unsatisfactory
0 points
Thesis is insufficiently developed or vague. Purpose is not clear.
Argument Logic and Construction
8.8 points
Criteria Description
Argument Logic and Construction
5. Excellent
8.8 points
Clear and convincing argument that presents a persuasive claim in a distinctive and compelling manner. All sources are authoritative.
4. Good
7.66 points
Argument shows logical progressions. Techniques of argumentation are evident. There is a smooth progression of claims from introduction to conclusion. Most sources are authoritative.
3. Satisfactory
6.95 points
Argument is orderly, but may have a few inconsistencies. The argument presents minimal justification of claims. Argument logically, but not thoroughly, supports the purpose. Sources used are credible. Introduction and conclusion bracket the thesis.
2. Less than Satisfactory
6.51 points
Sufficient justification of claims is lacking. Argument lacks consistent unity. There are obvious flaws in the logic. Some sources have questionable credibility.
1. Unsatisfactory
0 points
Statement of purpose is not justified by the conclusion. The conclusion does not support the claim made. Argument is incoherent and uses noncredible sources.
Mechanics of Writing (includes spelling, punctuation, grammar, language use)
5.5 points
Criteria Description
Mechanics of Writing (includes spelling, punctuation, grammar, language use)
5. Excellent
5.5 points
Writer is clearly in command of standard, written, academic English.
4. Good
4.79 points
Prose is largely free of mechanical errors, although a few may be present. The writer uses a variety of effective sentence structures and figures of speech.
3. Satisfactory
4.35 points
Some mechanical errors or typos are present, but they are not overly distracting to the reader. Correct and varied sentence structure and audience-appropriate language are employed.
2. Less than Satisfactory
4.07 points
Frequent and repetitive mechanical errors distract the reader. Inconsistencies in language choice (register) or word choice are present. Sentence structure is correct but not varied.
1. Unsatisfactory
0 points
Surface errors are pervasive enough that they impede communication of meaning. Inappropriate word choice or sentence construction is used.
Paper Format (use of appropriate style for the major and assignment)
5.5 points
Criteria Description
Paper Format (use of appropriate style for the major and assignment)
5. Excellent
5.5 points
All format elements are correct.
4. Good
4.79 points
Appropriate template is fully used. There are virtually no errors in formatting style.
3. Satisfactory
4.35 points
Appropriate template is used. Formatting is correct, although some minor errors may be present.
2. Less than Satisfactory
4.07 points
Template is not used appropriately or documentation format is rarely followed correctly.
1. Unsatisfactory
0 points
Appropriate template is used, but some elements are missing or mistaken. A lack of control with formatting is apparent.
Documentation of Sources
5.5 points
Criteria Description
Documentation of Sources (citations, footnotes, references, bibliography, etc., as appropriate to assignment and style)
5. Excellent
5.5 points
Sources are completely and correctly documented, as appropriate to assignment and style, and format is free of error.
4. Good
4.79 points
Sources are documented, as appropriate to assignment and style, and format is mostly correct.
3. Satisfactory
4.35 points
Sources are documented, as appropriate to assignment and style, although some formatting errors may be present.
2. Less than Satisfactory
4.07 points
Sources are not documented.
1. Unsatisfactory
0 points
Documentation of sources is inconsistent or incorrect, as appropriate to assignment and style, with numerous formatting errors.
Total 110 points
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Lopes Write Policy
For assignments that need to be submitted to Lopes Write, please be sure you have received your report and Similarity Index (SI) percentage BEFORE you do a “final submit” to me.
Once you have received your report, please review it. This report will show you grammatical, punctuation, and spelling errors that can easily be fixed. Take the extra few minutes to review instead of getting counted off for these mistakes.
Review your similarities. Did you forget to cite something? Did you not paraphrase well enough? Is your paper made up of someone else’s thoughts more than your own?
Visit the Writing Center in the Student Success Center, under the Resources tab in LoudCloud for tips on improving your paper and SI score.
Late Policy
The university’s policy on late assignments is 10% penalty PER DAY LATE. This also applies to late DQ replies.
Please communicate with me if you anticipate having to submit an assignment late. I am happy to be flexible, with advance notice. We may be able to work out an extension based on extenuating circumstances.
If you do not communicate with me before submitting an assignment late, the GCU late policy will be in effect.
I do not accept assignments that are two or more weeks late unless we have worked out an extension.
As per policy, no assignments are accepted after the last day of class. Any assignment submitted after midnight on the last day of class will not be accepted for grading.
Communication
Communication is so very important. There are multiple ways to communicate with me:
Questions to Instructor Forum: This is a great place to ask course content or assignment questions. If you have a question, there is a good chance one of your peers does as well. This is a public forum for the class.
Individual Forum: This is a private forum to ask me questions or send me messages. This will be checked at least once every 24 hours.
Important information for writing discussion questions and participation
Welcome to class
Hello class and welcome to the class and I will be your instructor for this course. This is a -week course and requires a lot of time commitment, organization, and a high level of dedication. Please use the class syllabus to guide you through all the assignments required for the course. I have also attached the classroom policies to this announcement to know your expectations for this course. Please review this document carefully and ask me any questions if you do. You could email me at any time or send me a message via the “message” icon in halo if you need to contact me. I check my email regularly, so you should get a response within 24 hours. If you have not heard from me within 24 hours and need to contact me urgently, please send a follow up text to
I strongly encourage that you do not wait until the very last minute to complete your assignments. Your assignments in weeks 4 and 5 require early planning as you would need to present a teaching plan and interview a community health provider. I advise you look at the requirements for these assignments at the beginning of the course and plan accordingly. I have posted the YouTube link that explains all the class assignments in detail. It is required that you watch this 32-minute video as the assignments from week 3 through 5 require that you follow the instructions to the letter to succeed. Failure to complete these assignments according to instructions might lead to a zero. After watching the video, please schedule a one-on-one with me to discuss your topic for your project by the second week of class. Use this link to schedule a 15-minute session. Please, call me at the time of your appointment on my number. Please note that I will NOT call you.
Please, be advised I do NOT accept any assignments by email. If you are having technical issues with uploading an assignment, contact the technical department and inform me of the issue. If you have any issues that would prevent you from getting your assignments to me by the deadline, please inform me to request a possible extension. Note that working fulltime or overtime is no excuse for late assignments. There is a 5%-point deduction for every day your assignment is late. This only applies to approved extensions. Late assignments will not be accepted.
If you think you would be needing accommodations due to any reasons, please contact the appropriate department to request accommodations.
Plagiarism is highly prohibited. Please ensure you are citing your sources correctly using APA 7th edition. All assignments including discussion posts should be formatted in APA with the appropriate spacing, font, margin, and indents. Any papers not well formatted would be returned back to you, hence, I advise you review APA formatting style. I have attached a sample paper in APA format and will also post sample discussion responses in subsequent announcements.
Your initial discussion post should be a minimum of 200 words and response posts should be a minimum of 150 words. Be advised that I grade based on quality and not necessarily the number of words you post. A minimum of TWO references should be used for your initial post. For your response post, you do not need references as personal experiences would count as response posts. If you however cite anything from the literature for your response post, it is required that you cite your reference. You should include a minimum of THREE references for papers in this course. Please note that references should be no more than 5 years old except recommended as a resource for the class. Furthermore, for each discussion board question, you need ONE initial substantive response and TWO substantive responses to either your classmates or your instructor for a total of THREE responses. There are TWO discussion questions each week, hence, you need a total minimum of SIX discussion posts for each week. I usually post a discussion question each week. You could also respond to these as it would count towards your required SIX discussion posts for the week.
I understand this is a lot of information to cover in 5 weeks, however, the Bible says in Philippians 4:13 that we can do all things through Christ that strengthens us. Even in times like this, we are encouraged by God’s word that we have that ability in us to succeed with His strength. I pray that each and every one of you receives strength for this course and life generally as we navigate through this pandemic that is shaking our world today. Relax and enjoy the course!
Hi Class,
Please read through the following information on writing a Discussion question response and participation posts.
Contact me if you have any questions.
Important information on Writing a Discussion Question
- Your response needs to be a minimum of 150 words (not including your list of references)
- There needs to be at least TWO references with ONE being a peer reviewed professional journal article.
- Include in-text citations in your response
- Do not include quotes—instead summarize and paraphrase the information
- Follow APA-7th edition
- Points will be deducted if the above is not followed
Participation –replies to your classmates or instructor
- A minimum of 6 responses per week, on at least 3 days of the week.
- Each response needs at least ONE reference with citations—best if it is a peer reviewed journal article
- Each response needs to be at least 75 words in length (does not include your list of references)
- Responses need to be substantive by bringing information to the discussion or further enhance the discussion. Responses of “I agree” or “great post” does not count for the word count.
- Follow APA 7th edition
- Points will be deducted if the above is not followed
- Remember to use and follow APA-7th edition for all weekly assignments, discussion questions, and participation points.
- Here are some helpful links
- Student paper example
- Citing Sources
- The Writing Center is a great resource