Forms of remuneration for health managers and motivation at work for health workers

Joint Event on 49^th World Congress on Advanced Nursing Research & 27^th International Conference on Clinical Pediatrics

June 10-11, 2019 Berlin, Germany

Vanesa Sefa and Genc Rexhepi

Center for Psycho-Social and Medical Research, Kosovo

Posters & Accepted Abstracts: J Nurs Care

Abstract :

The problem of awarding bonuses and giving them day-to-day is increasing in all health institutions, and this is often the case for managers to be a topic of discussion. Motivation encourages employees ie managers in forming a certain position in deciding to carry out specific tasks, in the most efficient way, especially in awarding rewards. So we were interested in looking at what are the nursing preferences for job bonuses and how they affect rewards in work and motivation at work. Morese (2003) shows that managers are not as good at their judgment as motivating health workers. The self-administered body was distributed to 200 health workers in Gjakova and Peja. Where 73.5% were males and 25.5% females of different ages. Health workers in the professional aspect of the work were different in terms of their experience. With 24% of them had over 5 years of work experience, while over 10 years of work experience were 52 Manipulation contained negative apps in contrast to positive motivation and the benefits of both parties to the manager and worker (Manion, 2005) .With regards the interconnection of rewards and motivation at work by healthcare managers the results show that there are no gender differences regarding the award of prizes (P = 0.116). Reward is a form of motivation that boosts the job effort and for that we have 44% who completely agree and managers' bonuses create a positive atmosphere at work, where we have a positive average correlation (P = 0,000). The number of 42% of nurses concludes that the most common form that managers use for reward is the increase page. In the topic work the remuneration forms and the impact of motivation at work were intended to emphasize the importance of the rewards and the way the motivation that managers use for healthcare workers. The results of the study show that most of those who responded were unhappy with the reward allocation (31%). Those who responded were of the opinion that reward sharing is the most motivating form (40%). They felt they were willing to increase their work efforts in order to earn reward (41%) and health workers agree 38.5% to co-operate in rewarding groups. Towers (2003) observed about 35,000 employees in the US and noted that the importance of salary as a motivating factor depends on the objectives. The base salary is ranked second in terms of how it affects employee motivation.

Biography :

E-mail: vanesa-sefa@hotmail.com