...Can merit pay and promotion be a more motivational factor for employees than just the occasional extrinsic reward of employee-of-the month recognition? Week 7-Applied Research Paper Holly GM591 Leadership and Organizational Behavior Abstract I. Overview of Organization The Cleveland Clinic Foundation often referred to as CCF, is a well-known “non-profit academic medical center that integrates clinical and hospital with research and education” (CCF, 2011, p. 1). CCF is also considered as the leading world class care hospital that is located right here in Cleveland, Ohio. It comes as no surprise that they are consistently voted in as the best hospital, always ranking at the top of the charts with the number one spot in patient care and service in the world. They are also continuously recognized for their excellent service by their patients and organizations that recognize excellence in comparison with other hospitals. My familiarization and experience with the Clinic has enabled me to view and compare its reward systems from both as a volunteer, an employee’s perspective; and now as an observer. My first association with the Clinic began in 1999 as a student volunteer from the John Hay High School Thematics program; who currently still partners with CCF having almost been ten years later. I have not only put in time with volunteering throughout my high school years from 1999 through 2002 in various...
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... | |(hereinafter referred to as ‘Employee’) | |on under the terms and conditions of employment below : | | | | |1. |Commencement |Effective from | | | |of Employment( |( Until either party terminates the contract. | | | |( for a fixed term contract for a period of | |* day(s) /week(s) / month(s)/ year(s), | | | |ending on | | | | | | |. | | |2. |Probation Period( |( No |( Yes | |* day(s) / week(s)/ month(s) | | |3. |Position and Section | ...
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...France The trial period allows the employer to evaluate the skills of the employee in his new position, notably regarding to his experience, the trial period has a double objective: For the employer: the supervisor carefully considers whether the employee is able to meet the standards and expectations of the job For the employee: Make sure that the job fit with his expectation and that it in his area of expertise. It’s therefore the first step of the contract of employment. Let’s now focus on the four elements of the trial period in France: 1. The trial period is not compulsory it’s just a possibility in favour of the 2 parties. 2. To be admit the trial period has to be written in the contract or letter of engagement 3. based on legal duration set by the Labour Code, collective agreements or employment contracts depending of the kind of contract and the position. A maximum duration of this period allows the employee to be protect against the possible abuse of power from employer: According to the article L1221-19 of the code of labour: For the permanent contract: 2 months for workers and employee, 3 months for the technicians and 4 months for the executives. For the temporary contract: there is no conventional disposition so it’s depends of the contract duration. Contract under 6 months: maximum of 2 weeks. Contract more that 6 months: maximum of 1 month For the temporary agency contract: the maximum duration is fixed through a...
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... Work-Life and Diversity Challenges “The employee began working on January 1. It is July 15, and the employee requires time off for a family emergency” (HRM/445 Course Syllabus). Family emergencies happen from time to time and require employees to take time off from his or her job. To take time off work an employee must be eligible to take such leave whether it is sick time, vacation time, comp time, or FMLA. “The Family and Medical Leave Act (FMLA) is the principal law governing the provision of leave to employees for parental and medical reasons” (Walsh, 2007, p. 312). Employees are entitled to FMLA leave when the following criteria are met: the employee has worked for the employer for at least 12 months before taking any leave, the employee has worked 1,250 hours during the 12 months before taking any leave, the employer has 50 employees or more, and the employee notifies the employer timely of the need for leave. Employees are required to give the employer as much notice as possible for the leave he or she is requesting. In the situation presented the employee would not be entitled to FMLA because he or she has not worked at least 12 months for the company before the need to take time off for a family emergency. The time off requested by the employee only states it is a family emergency and does not indicate what the exact emergency is. FMLA requires that a “qualifying event” must occur for an employee to be entitled to take leave. Qualifying events are...
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...2015(commencement of employment will start from the date the employee sign the employment contract) under the terms and conditions of employment below: Basic terms of contract: 1. Employee's job title: Factory Manager 2. Basic monthly salary: The employee’s basic salary will be Rs9000 which will be provided on the first day of the month, which include a Dearness allowance of Rs500. The employee will be given Meal allowance, travelling allowance will be Rs500 per month and Attendance allowance of Rs1000 per year if the employee has an attendance of 90% leaving public holidays. Also the company follows the grade pay as fixed by labour law. 3. Duration of the contract: The contract is valid till three year from the date of commencement of the job. The company has probation and the employees will kept for probation period of 200days, the employee after that we will offer a permanent job. 4. Accommodation: The employer shall provide suitable accommodation free of cost in the nearby location. 6. Food: The employer shall provide one meal per day to the employees free of charge, tiffin time of half an hour from 2pm to 2.30pm will be given to employee. 7. Working days and working hours: The employee shall have to work 5 days per week from Monday to Friday. And working hours will be 8 hours per day from 9am to 2pm and again from 2.30pm to 5pm and an half hour break in between, which is included in the total working hours and the employee has to work a total of 40 hours per week. 8...
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...induction period try to avoid the following: • providing too much, too soon; the new employee should not be overwhelmed by a mass of information on the first day. Keep it simple and relevant; • pitching presentations at an inappropriate level. They should be suitable for everyone in the audience and for their roles within the organisation; • the office manager or HR providing all the information. It should be a shared process involving the team; and • creating an induction programme which generates unreasonable expectations by overselling the job. INDUCTION PLAN 1 week In advance of start date Action | Responsible | Allocate work area | Line manager | Confirm desk is ready | Line manager | Confirm that equipment is available | Line manager | Contact new employee and agree time to attend on first day – who to ask for etc | Line manager | Inform all staff of imminent arrival of new employee/new role | Line manager | Set induction meeting dates in advance, including regular review | Line manager | Agree dates for input with other employees and give induction record sheet to relevant parties | Line manager | Day 1 Action | Responsible | Meet new employee and welcome to the company | Line manager | Introduce new employee to other staff | Line manager | Show new employee where desk/work area is | Line manager | Set up of relevant equipment – e.g. phone...
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...the company. Therefore, an internship of contract is also considered a Contract of Service. ESSENTIAL CLAUSES OF CONTRACT OF SERVICE HOURS OF WORK An Employment Contract must clearly state 1. The daily work hours, 2. Number of working days in a week or a month as well as 3. Number of days for rest in a week. An employee is covered by Employment Act is not required under his/her contract of service to work more than 8 hours in a day or 44 hours in a week. Employers that require their staff to work over twelve hours per day are required to apply for overtime exemption from the Ministry of Manpower(MOM). EMPLOYEE BENEFITS In Singapore, employee benefits include annual leave, medical leave and healthcare benefits, retirement fund contributions, staff incentives and bonuses as well as related family (maternity and childcare) benefits. DESIGNATION TITLE AND JOB SCOPE The Employment Contract must clearly state the designation of the employee. It must also clearly define the job scope to be fulfilled by the employee. LEAVE ANNUAL LEAVE Employees must have served at least three months with their employer to be entitled to annual leave stipulated in the employment contract. According to the MOM, an employee is entitled to at least seven days of annual leave in the first year of service. However, the standard practice in Singapore is 14 – 25 days of annual leave per annum and it varies from company to company....
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...Introduction Gratuity is the payment made by the employer to his ex- employee for his past services. Gratuity is similar to a gift given by employer for appreciation of past services of his employee . The technical definition of gratuity given by ICAI is “gratuity is a voluntary payment made by an employer in appreciation of services rendered by employee . Who is eligible for Gratuity ? As per Payment of Gratuity Act 1972, any employee who has been in continuous service for 5 years is eligible for gratuity . During the above mentioned 5 years , employee is eligible for casual leave and sick leave without affecting his eligibility. In case of death of an employee , the above condition 5 Years of continuous service is not applicable i.e. even if an employee dies after 2 years of service , he/she is still eligible for gratuity . How is gratuity calculated? a) Gratuity calculation formula for employees receiving monthly salary (15/26) * Last Salary Drawn * Completed years of service When calculating completed years of service , if an employee worked for more than 6 months , it will be considered as full year . Example : Employee worked for 14 years and 7 month , then completed years of service = 15 years Example: Employee worked for 14 years and 5 months ,then completed years of service = 14 years Example: Employee worked for 14 years and 6 months, then completed years of service = 14 years Last salary drawn = basic salary + dearness allowance b) Gratuity...
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...ENVISION, LLC COMPENSATION REDUCTION AGREEMENT Hourly (Plus Benefits) Employee NAME OF PARTICIPANT: Insurance will become effective July 1, 2013, provided all necessary paperwork has been promptly returned to Envision, LLC. I elect to reduce my compensation by the following amount (s): (Check One) |UnitedHealthcare |Guardian | | | | |Employee Coverage |Employee Coverage | |$10.00 per pay period ($20.00 per month) for my coverage under the |$16.78 per pay period ($33.56 per month) for my coverage under the | |Group Health Insurance Plan. |Group Health Insurance Plan. | | | | |Employee and Spouse Coverage |Employee and Spouse Coverage | |$179.22 per pay period ($358.44 per month) for coverage of myself and |$34.27 per pay period ($68.54 per month) for coverage of myself and | |my spouse under the Group Health Insurance...
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...funtions POSDCORB -Employment (Planning, Organising, Staffing, Directing, -Compensation Cooperating, Reporting & Budgeting) -T&D -Human Relationship -Problem Solving COMPENSATION: Compensation is the remuneration received by an employee in return for his/her contribution to the organization. (or) Compensation is the sum total of monetary and non-monetary pay provided to an employee by an employer in return for his work performed. (The reward or the remuneration given to the employee for his employment .) COMPENSATION Monetary Non monetary (By means of case this benefit given to the employees) -The services provide employees Monetary benefit; 1.Salary/wages 2. Incentives 3. Fringe benefits 4.Allowances 5.Conveyance Non-Monetary benefit; Facility...
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...allows an eligible employee with a total of 12 workweeks of leave during any 12 month period. In this case he wants to care for his father although he was absent for almost all Tony’s life eventhough if the employee’s parent has a serious health condition. So that he needs a leave for that. (Halbert- Ingulli, 2010, p 137).” We can note that Parent means a biological, adoptive, step or foster father or mother, or any other individual who stood in loco parentis to the employee when the employee was a son or daughter as defined in paragraph (c) of this section. This term does not include parents “in law.” 2. Does it matter whether the size of the business can have any effect on whether Tony is eligible for family leave under the FMLA? Yes, that matter because the fact is that this company has more than 50 employees that has effect in Tony’s eligibility. The FMLA applies to all employers with 50 or more employees on the payroll (including part-timers and employees on leave) in 20 or more workweeks (not necessarily consecutive) in the current or preceding calendar year. Under the current FMLA, covered employers must grant an eligible employee up to a total of 12 workweeks of unpaid, job-protected leave during a 12-month period for any the “FMLA-qualifying” events. An “eligible employee” is an employee of a covered employer who: • Has been employed by the employer for at least 12 months. • Has been employed for at least 1,250 hours of service during the 12-month period immediately...
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...Payroll | Page | 1.0 | Add new Fixed Deduction/Earning to Employee Record | 2 | 2.0 | Add new Unfixed Deduction/Earning to Employee Record | 6 | 3.0 | Override Pay Calculation | 10 | 4.0 | Fast Data Entry for Festival Advance | 14 | 5.0 | Resignees Payroll | 21 | 6.0 | Compute Payroll with Bonus | 23 | 7.0 | Stop Salary | 29 | 8.0 | Hold and Release Salary | 30 | 9.0 | View Payroll Reports | 32 | 10.0 | Month End Closing | 39 | 11.0 | Print CP22A (Termination to LHDN) | 40 | 12.0 | Print Statutory Reports (HRD) | 43 | 13.0 | Export to Disk File – (SOCSO, Tax, Bank) | 44 | 14.0 | Print Year-End Tax Reports – EA, CP159, CP8D | 51 | 15.0 | Print Report – Allowance & Deductions Transaction | 55 | 16.0 | Print Report – Transaction Summary | 57 | | | | No | Steps | Input Data | Expected Result | Remarks | 1.0 | Add new Fixed Deduction/Earning to Employee Record | Test Status: | Pass / Fail | 1.1 | * Employee Module > * Data > Employee Master * * | * Enter an employee # and click [OK] button in the Find page Employee# | : ______________________ | * * | | | 1.2 | * Employee Module > * Data > Employee Master > Fixed DOE * | * * * Click “New” icon S/N | : Auto generated | DOE | : ______________________ | Amount | : RM100.00 | Initial Amount | : RM120.00 | Currency | : Ringgit Malaysia | Pay cycle | : Month End | From | : ______________________ | Effective Date...
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...distributes said benefits and treats employees as individual people. Rewards and Recognition Summary According to the “Employee Reward and Recognition System” (2007), reward systems and recognition systems should be formed separately, and with that in mind, the R&R system that I am forming will encompass the two systems separately and work to integrate them both to make one system with two parts. This rewards system needs to be able to include multiple factors along with monetary compensation, such as learning opportunities, advancement opportunities, emotional rewards, lifestyle opportunities (Tropman & Jossey-Bass, 2009). In addition, there are reports explaining how giving the same rewards in a predictable way can be unhelpful as a motivating factor. “Why are holiday bonuses so ineffective? Because doling out a predictable reward at the same time every year--consultants call it "jelly bean motivation"--is not only a poor motivator, but can actually have the opposite effect on excellent employees who see no appreciation or acknowledgement of their beyond-the-call performance.” (Eastern, 2012). For this reason, a large part of the R&R system will be ensuring that the majority of the rewards and recognitions are never given on the same date and are never the same thing. The Recognition System Side The recognition side of the R&R system is an essential part of employee...
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...competitive benefits, equitable distribution, and employees treated as individuals. To ensure basic needs are being met the company must offer competitive pay scales, as money is the biggest motivator to every employee. Basic needs are described as the ability to support themselves and their families. This includes housing, food, transportation, utilities, etc. Also, an employee must feel their worth to the company and should be compensated accordingly. Employees want to know the company values their work. This gives each employee the motivation to give 100%. To ensure competitive benefits are offered, a company must know the financial responsibilities of offering these benefits. After knowing the numbers, the company's management must then determine what they can afford to offer in a benefits package. These benefits will vary depending on each employee's position but should be competitive on that pay scale to other companies. Benefits should be offered to every employee. If the company cannot afford to do this, they must shop around for cheaper companies to offer these benefits. Some form of benefits package shall be implemented on each pay scale. Each employee must be treated as an individual. To make sure this happens, I would implement a confidential survey to each employee. This will not only give the company a general consensus of wants and needs, but also individual data as well. Learning what is important to...
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... |…………………………………………… | | | | | |…………………………………………… | | | | | |……………………………………………. | to _______________________________________ (herein after referred to as "the employee") 1. Commencement Employment will begin on ……………………………… and continue until terminated as set out in clause 6 of the guidelines. 2. Place of work ………………………………………………………………..……… 3. Job description 2. Job Title …………………………………………………………………………. (e.g.. Domestic worker, child minder, gardener, etc) Duties: See attached job description 4. Hours of work (See Guideline 5) 1. Normal working hours will be ………. hours per week, made up as follows: Monday / Tuesday / Wednesday / Thursday / Friday: ……….... am...
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