Motivation Plan. About my mentor Essay

Tangie Stevenson lops for Medicredit Corporation, which is a direction and Recovery Agency, better known as The Outsource Group. This mental representation is a third party exhibition way which a third-party hookup agency is as agency that was non a party to the original obtain in the midst of a creditor first-party and a debtor second-party. In close cases, a third-party appeal agency is used once internal first-party collection efforts welcome been considered unsuccessful. First-party collection agency usu bothy lasts for a period of months before the debt is cancelled over to a third-party collection agency.A creditor assigns accounts to a third-party collection agency for a fee. The fee differs depending on a wide variety of factors ranging from the collection agency that the creditor chooses to break away with, to the number and type of accounts that will be submitted on a routine basis. The fee can be as primary as a flat fee per account submitted or a performan ce percentage fee on each amount that is collected. In some cases, it may be a combination of both. It is dependent upon the family that is agreed upon.As a collections bus Tangie oversees all activities re new-fangledd to the companys credit and collections. She is responsible for formulating, implementing, and maintaining credit and collections policies, observe collections and past due accounts, reporting on the activities of the accounts receivable department, and ensuring epochly collection of guest accounts receivables. She also provides training, direction, and evaluation of credit and collections employees.In addition to overseeing the collection department staff, she tracks customer feedback through the review of incoming letters, emails, and phone calls and the analytical data collected through outside reporting agencies. She also identifies errors or glitches in collection procedures and recommends solutions to increase collections on delinquent accounts while ensur ing customer satisfaction and retention. The PlanI take a shit established a scheme to preclude the employees in Tangies department actuate and satisfied. Keeping employees motivated and satisfied argon primary(prenominal) elements of not only getting the most out of your employees, but also in retaining your best employees. The best employees are always in high demand, and will change companies if they are not kept motivated and satisfied at work. It doesnt matter what you wee-wee, discover or sell your organization cant move away without people.CEOs, company founders and managers the world over know that keeping the teams beneath them sorrowful forward together in harmony means the difference between winning and dying. The plan that can be applied to Tangies department that would increase the motive, satisfaction and performance would be to first, have the team members build ownership among themselves.They must odor as if they own the place and not just work here. Once of the principles of self-managed teams is to organize around a unhurt service or product. One way to inspire this feeling is to have each of the members become familiar with what the other members are doing, furnishing them to bring their ideas for expediency to the table and have input in the entire process. If the roles are to a fault specialized, have each of the members of the team exchange responsibilities often. This all makes them feel homogeneous its mine, and most people, when its theirs, really dont want to fail.Next, you must trust the employees to leave their comfort zones. This means to allow them to do more than one unique(predicate) task, it will allow them to find and become more confident in their abilities while making them feel more valuable to the organization. Even though as a manager it may feel like allowing individuals to try new things presents a put on the line to productivity or places workers outside of their established place, it heads off other issues. The larger risk is having people get burnt out or bored.Then, is to keep the team informed business leaders have a clearer attitude on the bigger picture than their employees do. Its really Copernican to dictate subordinates whats going on. What a manager may take for harsh knowledge about how things are going or what challenges are trim the road, employees should be informed of. Spreading the intel lets everyone in on the lay of the agriculture and at the same time strengthens the feeling among workers that they are an important summation to the organization.Then, is the fact that your employees are adults so treat them as such. This is also important when it comes to motivation and satisfaction in the organization. Employees need to be cover upt with in a respectable manner. In any organization there is going to be bad news. It could have to do with the individual or the company as a whole but just remember to treat employees accordingly.As a manager, if you cho ose to keep people in the dark about trying times or issues, the fallout could be more grave than the issue itself. When people are left out, they tend to make things up. An important part of the plan is to remember that money matters, but not as much as you think. Compensation packages are a big deal when employees are hired, but once hired the motivation tends to go downhill. The motivation then comes from things like the challenge of the work, the purpose of the work, the opportunity to learn, and the opportunity to contribute.Last, is to reenforce and recognize employees if theyve done something truly outstanding. Instead of telling others that your employees are doing such a great job, take the time to bring a specific person into your office or write an email or demean along with that persons paycheck to let him know that his work is truly outstanding. Rewarding them with small commits like tickets to a movie, a gift certificate to a grocery store or even exceedingly wish for tickets to a sports game is a good reward.Reward employees with time off, you will be astounded to see how quickly your employees get to work when you offer to let them leave a little early or if you give them the option of coming to work a little late the next day.ReferenceForbes. (2013). 7 Ways to Keep Your Employees Happy (And workings Really Hard). Retrieved from http//www.forbes.com/sites/karstenstrauss/2013/09/08/7-ways-to-keep-your-employees-happy-and-working-really-hard/