Healthcare Transcription: Incentive Program Proposal Analysis

This report presents a proposal for implementing a work-from-home incentive program within a healthcare transcription department. The author, a student, argues that offering flexible work arrangements can significantly improve employee motivation, reduce stress and burnout, and ultimately increase organizational productivity. The proposal is supported by research on benchmarking techniques, human motivation theory, and the advantages of remote work, such as access to a wider applicant pool and reduced office overhead costs. The report acknowledges potential disadvantages like performance monitoring challenges and information security risks, suggesting strategies for mitigation. The author emphasizes the benefits of this incentive program for both employees and the organization, concluding with a call to action for the administrator to consider the proposal and allocate funding for its implementation. The proposal is supported by several academic sources and real-world examples of successful companies using similar strategies.

Running head: HEALTH CARE MANAGEMENT
HEALTH CARE MANAGEMENT
Name of the Student
Name of the university
Author’s note

1HEALTH CARE MANAGEMENT
Dear (Name of the administrator)
This letter is to request a meeting with you to discuss, about the introduction of a new
incentive program in our company, with the aim to motivate the employees, which will
ultimately increasing the productivity of the organization.
While I have investigated about the large number of benchmarking techniques of various
organization in order to augment of productivity of the transcription unit, I have concluded that,
allowing the transcriptionists to work from home. It is known that, with the advancement of the
technological advancements, the role of the medical transcriptionist has become more
challenging, where they have to listen to the recorded dictation of the of the doctors and other
health care professionals (Hughes, 2003). They transcribe and interpret the dictations in to
diagnostic test results, operative reports, referral letters and some other documents, review and
assess the drafts developed by speech recognition software, making sure that a correct
transcription has been made. The task of translating the medical abbreviations and the jargons in
to appropriate long form is not an easy task (Wolfram & Gratton, 2014). They are also
responsible for identifying the inconsistencies, the missing information within the report that can
compromise the patients care. They are also responsible for following up with the health care
providers for ensuring the accuracy of the reports. They follow the confidentiality guidelines of
the patients and the requirements of the legal documentation. Most of the transcriptionist work
full time, although only one third of the transcriptionist work for part time.
Based on the findings of a survey and an interview that has been conducted in
transcription department, it has been found out that transcriptionists often feel stressed out and
face from burnout due to excessive workload. Mots of the transcriptionist have admitted that

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their job is flexible and does not always require physical presence at the office premises. This
work provides excellent opportunities to work from home, providing them a flexible working
schedule. I should bring this this to the notice of the administration that working from home
opens up a range of possibilities for procedure the business can work or structure themselves. As
evidenced by several benchmarking techniques, followed by different successful companies, it
has been found that, with increasing the number of employees, flexible working schedules are
providing certain benefits to the companies. It has been found to be directly related to employee
retention. Working from home can be advantageous for the working parents or single parents
with childcare responsibilities and accountabilities (Lăzăroiu, 2015). According to the theory of
human motivation, actions are often inspired by the desire to obtain reinforcement or incentives.
It is much similar to that of the operant conditioning that states that behaviors are often
performed for gaining reinforcement or avoid the punishment Lăzăroiu, 2015). The incentive
theory primarily argues that behavior is intrinsically motivated and the intrinsically motivated
behaviors are performed because of the sensation of personal satisfaction.
It is known from an article by Dunn, (1996), that home-working gives access to a bigger
pool of applicant, such as the disabled people, for whom working from home might be a
preferable option, naturally leading to productivity gains because of fewer interruptions and less
commuting time span. One of the important advantageous point is that working from home
increases staff motivation as it decreases the stress levels (Lăzăroiu, 2015). As stated by the
managers, apart from the benefits of the employees, it also tends to save the office resources like
office space, electricity and other facilities. Again, working from home can be a convenient
option for employees who lives far from the office and cannot access the office premises due to

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adverse weather conditions. The service can be useful for the female clients who can work from
home leading to improvements in the health and wellbeing.
Introducing the facility of working from home as an incentive is an excellent way of
benchmarking, bringing about a competitive advantage (Berridge & Robinson, 2016).
Introducing work from home as an incentive for the transcriptionist would not only drive the
productivity, but also helps to shape the behavior or outlook of the employees towards work. It
enhances the commitment in the work performances. Employers are now increasingly identifying
the damage that stress can do in the workplace, causing loss of productivity due to the absence of
the staffs. Working from home as a incentive would help the workers to get rid of the excessive
workload, by providing with flexible schedules. It provides scope for the development of the
resilience.
Apart from the advantages, we have also pointed out some of the disadvantages related to
the introduction of the incentive such as the challenges in monitoring performances. In that case
effective strategies should be made to manage the home workers and monitor their performances
(Wolfram & Gratton, 2014). Again, in some of the cases, it can also deteriorate the skills and the
work quality of the employees. Information security risk can also occur. Increase in the
telephone broadband bills might occur for supplying the employees with the telephone facilities
for the work. Apart from the literary sources, it has also been noticed that there are organizations
that periodically publishes the surveys and the best practice in the journal. They also publish
their periodical and findings on their websites.
I have identified that there are ten transcription departments and one department produces
an average of 275 lines per transcriptionist per hour. If the time for the conveyance is not wasted

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then this will cause an increase in the productivity of the organization. Thus, work from home
should be considered for the job of medical transcription. I look forward to speaking with you
soon and will be much obliged if you kindly review this idea of introducing this new ide of this
innovative incentive scheme and revise the funding related to the introduction of work from
home.
Thank you ,
(Insert your name)
Insert your contact)

5HEALTH CARE MANAGEMENT
References
Berridge, K. C., & Robinson, T. E. (2016). Liking, wanting, and the incentive-sensitization
theory of addiction. American Psychologist, 71(8), 670.
Dunn, R. (1996). Productivity standards: a survey of HIM professionals, Part II. Journal of
AHIMA, 67(6), 61-63.
Hughes, G. (2003). Using Benchmarking for Performance Improvement (AHIMA Practice
Brief). Journal of AHIMA, 74(2).
Lăzăroiu, G. (2015) Employee motivation and organizational performance. Review of applied
socio-economic research, 5(1).
Lăzăroiu, G. (2015). Work motivation and organizational behavior. Contemporary Readings in
Law and Social Justice, 7(2), 66-75.
Wolfram, H. J., & Gratton, L. (2014). Spillover between work and home, role importance and
life satisfaction. British Journal of Management, 25(1), 77-90.
Yuan, K., Le, V. N., McCaffrey, D. F., Marsh, J. A., Hamilton, L. S., Stecher, B. M., & Springer,
M. G. (2013). Incentive pay programs do not affect teacher motivation or reported
practices: Results from three randomized studies. Educational Evaluation and Policy
Analysis, 35(1), 3-22.