Motivation Plan. About my mentor Essay

Tangie Stevenson realises for Medicredit Corporation, which is a worry and Recovery Agency, better known as The Outsource Group. This sureness is a third party order of battle self-confidence which a third-party accumulation agency is as agency that was non a party to the original pack amongst a creditor first-party and a debtor second-party. In close to cases, a third-party charm agency is used once internal first-party collection efforts throw off been considered unsuccessful. First-party collection agency usu aloney lasts for a period of months before the debt is sour 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 effect with, to the number and type of accounts that will be submitted on a routine basis. The fee can be as naive as a flat fee per account submitted or a performance perc entage fee on each amount that is collected. In some cases, it may be a combination of both. It is dependent upon the kinship that is agreed upon.As a collections managing director 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, supervise collections and past due accounts, reporting on the activities of the accounts receivable discussion section, and ensuring meterly collection of client 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 ac counts while ensuring customer satisfaction and retention. The PlanI get hold of established a forge to hang on the employees in Tangies department propel and satisfied. Keeping employees motivated and satisfied atomic number 18 classic elements of non 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 pull in, counterbalance or sell your organization cant move send without people.CEOs, company founders and managers the world over know that keeping the teams beneath them pitiful forward together in harmony means the difference between winning and dying. The plan that can be applied to Tangies department that would increase the motivation, satisfaction and performance would be to first, have the team members build ownership among themselves.They must nip as if they own the place and not just work here. Once of the principles of self-managed teams is to organize around a solid 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, resulting them to bring their ideas for value to the table and have input in the entire process. If the roles are in wish well manner specialized, have each of the members of the team exchange responsibilities often. This all makes them feel like 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 peculiar(prenominal) task, it will allow them to obtain 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 luck to productivity or places workers outside of their established place, it heads off other issues. The large risk is having people get burnt out or bored.Then, is to keep the team informed business leaders have a clearer situation on the bigger picture than their employees do. Its really great to differentiate subordinates whats going on. What a manager may take for park knowledge roughly how things are going or what challenges are fine-tune the road, employees should be informed of. Spreading the intel lets everyone in on the lay of the attain and at the same time strengthens the feeling among workers that they are an important asset to the organization.Then, is the fact that your employees are adults so treat them as much(prenominal). This is also important when it comes to motivation and satisfaction in the organization. Employees need to be mete outt 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 choose to keep people in the dark about trying times or issues, the fallout could be more stern 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 avenge 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 descent along with that persons paycheck to let him know that his work is truly outstanding. Rewarding them with small gives like tickets to a movie, a gift certificate to a grocery store or even super 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 running(a) Really Hard). Retrieved from http//www.forbes.com/sites/karstenstrauss/2013/09/08/7-ways-to-keep-your-employees-happy-and-working-really-hard/