...Employee Recognition Program Handbook Department of Human Resource Management September 2000 DHRM 01/30/2001 TABLE OF CONTENTS INTRODUCTION............................................................................................ 2 RECOGNITION/REWARD............................................................................. 4 PROGRAM DEVELOPMENT ....................................................................... 7 KEY POINTS TO REMEMBER - ELEMENTS OF SUCCESSFUL PROGRAM ............................................. 7 STEP- BY-STEP GUIDELINES............................................................................................................ 9 IDEAS TO HELP MEET YOUR BUDGET ................................................ 17 NO/LOW COST RECOGNITION IDEAS............................................................................................ 17 MODERATE/HIGHER COST RECOGNITION IDEAS........................................................................... 18 APPENDIX A ................................................................................................ 18 RESOURCES ............................................................................................................................. 19 Web Sites ................................................................................................................................................................................19 Magazine/Internet Articles..........................................
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...it important to reward your employees? The deepest principle of human nature is the craving of being appreciated, which is when rewards come into place. Rewards are an impressive technique for motivating good work performance. Mainly, rewards are given when any organization wants to motivate their employees or want to reduce the employee turnover rate so that the goals and objectives of the organization can be met. Rewards also come up with idea of recognizing. Varying in definition, rewards and recognition still give the same thought of motivating the employees to work for the organization. The strategic and operational goals can be met through rewards and recognition. Every organization requires a reward system so as to address compensation, benefits, recognition and appreciation. A strong employee reward program is essential for motivating the employees, creating a positive work environment and getting results. Through rewards, employees take pride in their work and in their job responsibilities, feel appreciated for the contribution, they heighten the level of commitment to the organization, improve relationship between workers. A reward is a consequence that occurs after an employee’s job performance and makes that performance happen more often. Whether a consequence functions as a reward depends on its effect. If an employee’s job performance is followed by a consequence and the job performance occurs more often, then that consequence was a reward. On the other hand...
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... investing money in the productivity of employees is senseless if HR and line managers do not understand the importance of recognition and rewards. In addition to money, most employees enjoy receiving recognition and praise for their accomplishments. It is crucial for managers to make their employees feel valuable. HR and line managers should understand the goals and principles of their employees and should be willing to follow them. The best managers are those who inspire their employees to do more than they were capable of doing. Working towards common goals is also a vital factor in organizations. Oftentimes, we forget about the purpose of an organization because we get so caught up in our daily routines. The main driver of an organization is individual performance. It is essential everyone within the organization understands organizational goals and vision. Doing this improves the overall productivity. Reward and Recognize The Greens at Pine Hill I & II has created an environment that continuously acknowledges employee needs and accomplishments. Money is rarely the reward, but rather time off or maybe just an extra hour or a half day, granting staff members some free time away from the property. This reward is often granted for putting in extra effort in the office. The staff members have created what’s called a “peer-recognition” program. This allows employees to recognize other employees and create a supportive workplace by doing our own rewarding....
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...Alignment of Reward and Recognition Programs with Organizational Strategies for Effective Total Quality Management Quality Function Management and TQM April 10, 2009 Total Quality Management (TQM) as a management philosophy emphasizes the importance of meeting and exceeding customer (internal or external) expectations through the continuous quality improvements. To achieve competitive advantage, total quality organizations develop and establish goals, plans, and policies. Employees are internal customers of organizations, the efforts of which are directed towards meeting the expectations of external customers (Chang, 2005). Employees are valuable assets of organizations whose knowledge, skills, and performance impact the overall performance and success of organizations (Boon et al., 2007). Studies have demonstrated that in the era of globalization, increasing competition, and re-organization, employees not only work for gaining profits but also search for organizations that acknowledge and celebrate their achievements and efforts (Campbell-Allen, Houston & Mann, 2008). The data from “World at Work” surveys has demonstrated that being dissatisfied with employers, in 2003, approximately one-third of employees were considering other jobs while by early 2007, over 54% of employees were poised to leave for other job alternatives (Huff, 2007). P. B. Crosby stated that “people really don’t work for money. They go to work for it, but once the salary has been established...
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...retain the best employees, companies must aim to create an environment where employees feel appreciated for their contributions. Recognizing their efforts and presenting them with monetary and non-monetary rewards help companies to create a right workforce for organization that can be partner in success. Recognition of their efforts and boosting their morale results in increased productivity and decreased attrition rate. The purpose of this study is to investigate the process of reward and recognition and how effective is the process in one of the Malaysian manufacturing unit of Bemis Asia pacific which is a subsidiary of Bemis co. Inc. Bemis Co. Inc. is a multinational company in North and South America. It was founded by twenty-five year old Judson Moss Bemis in 1858 in St. Louis, Missouri. It is a major supplier of flexible packaging and pressure sensitive materials used by leading food, consumer products, medical and pharmaceutical companies worldwide. The information was gathered through interview of employee working in Bemis Sdn Bhd. From the collection of data it was found that the company believes that recognition should be an on-going process and there is not a need for employee recognition program. Hence there is issue with reward system and there is no formal recognition program. Therefore study is concluded with some recommendations and there are some references used in the study. INTRODUCTION Background of Bemis co. Inc. Bemis Co. Inc. is a multinational company...
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...profit. Namely: employees, suppliers, customers, competitors, government agencies, clams, public entities and others. In my ideal company, all decisions made by owners are reasonable business decision. This decisions work for the good of everyone in the company and respond positively to those following: they are the only ones alternatively, are fair to all concerned, will create goodwill in the organization. Ideal company is one which gives its employees the opportunity to develop creative approaches in order to increase the profitability of the business while working towards the prosperity of society. Not only does an employee expect monetary rewards from an organization but also recognition for their hard work. Also, I dream to work in such an organization where the organization takes into consideration their work and reward them for it. My ideal company has to have a very comprehensive compensation package. I believe that those individuals that produce extra – ordinary results and are terrific ambassadors of company culture should be rewarded accordingly. These individuals are the most valuable assets of the...
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...profit. Namely: employees, suppliers, customers, competitors, government agencies, clams, public entities and others. In my ideal company, all decisions made by owners are reasonable business decision. This decisions work for the good of everyone in the company and respond positively to those following: they are the only ones alternatively, are fair to all concerned, will create goodwill in the organization. Ideal company is one which gives its employees the opportunity to develop creative approaches in order to increase the profitability of the business while working towards the prosperity of society. Not only does an employee expect monetary rewards from an organization but also recognition for their hard work. Also, I dream to work in such an organization where the organization takes into consideration their work and reward them for it. My ideal company has to have a very comprehensive compensation package. I believe that those individuals that produce extra – ordinary results and are terrific ambassadors of company culture should be rewarded accordingly. These individuals are the most valuable assets of the...
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...American Journal of Applied Sciences, 10 (3): 247-252, 2013 ISSN: 1546-9239 ©2013 Science Publication doi:10.3844/ajassp.2013.247.252 Published Online 10 (3) 2013 (http://www.thescipub.com/ajas.toc) RELATIONSHIP BETWEEN TOTAL QUALITY MANAGEMENT PRACTICES AND CONTRACTORS COMPETITIVENESS 1 Faihan Alotaibi, 1Rushami Zien Yusoff and 2Rabiul Islam School of Business Management, School of Economics, Finance and Banking, College of Business, University Utara Malaysia, 06010, Kedah, Malaysia 2 1 Received 2013-04-05, Revised 2013-04-15; Accepted 2013-04-17 ABSTRACT Total quality management is basically about continuous organizational success through the employment of customer satisfaction and by basing it on the contribution of all the employees constantly working to enhance processes, services and products. The competitiveness concept has been defined in multitude of ways; in the individual firm’s context, industries context and nation’s context. The aim of the study is to identify the relationship between total quality management practices and contractors competitiveness. In order to achieve the study objective in the present study, a survey conducted. Questionnaires distributed to the contractor’s managers in Saudi Arabia. The findings of the study turn out to be true; the study will contribute to both theory and practice. Through the present study, the researcher expects the findings to shed light on the research conducted hierarchical regression to analyse the relationships...
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...person, and analyzing the information gathered, the decision process becomes somewhat easier for management. By giving the employees a choice of which perks stays, and which perks are cut, the employees have a chance to analyze which are more beneficial to their overall morale, and which are of little significance to them. To benefit the overall financial standing of the company, in an already damaged economy, I would cut free lunch, massages, beach house access, and the $1,000 bonus. Massages could be budgeted as “special bonus” or reward to individuals with the highest productivity or accuracy percentages, on a quarterly or semi-quarterly basis. Other rewards or incentives, such as gift cards, thank you cards, or an occasional a free lunch to individuals whom show improvement in their levels, are less expensive and could be budgeted accordingly. An effective manager would want to develop a comprehensive program to reward and recognize employees whom deliver and possess the following attributes: self-leading, exceptional customer service, driving a high performance culture, and demonstrating teamwork while always having a positive attitude. I would...
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...substantial amount of study has stated the workplace appearance of top-level businesses. This study displays that these workplace beliefs disclose a variety of building blocks or characteristics. Involvement and Teamwork This is a sense of collaboration and teamwork within the business, with workers belief that they have the chance to influence directly to the businesses accomplishment, and to the greater public. Life Balance and Work The businesses guidelines, culture and practices favorably help workers even out opposing demands of family and work. Development and Learning The chances for workers to acquire new skills, and to develop in the business as their desire and performance dictates. Recognition and Reward Workers are appropriately given recognition and rewards, in non-monetary and monetary ways, for their achievements, and contributions. Open Communications A successful business displays honest and open interaction within the business, from employees to management, from management to employees, and throughout diverse elements of the business. Fairness, Respect and Trust In top-level workplaces, workers at this level are shown much respect, both as human beings, and as...
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...In the case, “Trouble at City Zoo”, we will study about a couple of problems at the environmental work. The Zoo is run by different departments, and each has a task and responsibility that makes the zoo work properly. These departments are: The board of directors: Make final decision about the zoo’s working staff, and the zoo in general. From job characteristic they need to have high significance and high autonomy because the decisions for the whole zoo are in their hands. The citizens task force: Review the zoo’s finances, operation and animal care. They need to have high Autonomy and feedback skills. The executive directors: is the CEO of the zoo, carrying out the strategy of the board. They need high feedback skill so they can know and be able to manage and solve the problems that are coming and see the results of the activities at the zoo. The chief operating officer: they have to report about all the operations, functions of the zoo (finance, human resources, maintenance and horticulture, education…). Need high level of feedback. The veterinarians: are the directors of animal health and nutrition at the zoo. Need high autonomy, low variety and high identity skills. The curators: they make recommendation such as what animals to acquire, if animals should be bred, design and plan animal exhibits. They need high level of feedback skills. The zookeepers: are the ones that work closer to the animals, normally they work with the same animals to know them better and report...
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...Informed by the theories mentioned above, the primary goal and objective of an employee reward and recognition program is to create a positive working environment, a culture of recognition and to motivate employees to achieve high performance. In order to accomplish this, goals must essentially follow the SMART concept which means goals must be specific, measurable, attainable, relevant and timely. Having structured, set goals is what upgrades goals to becoming objectives. Specific goals have higher probability in being accomplished; therefore we would like to encourage communication by letting employees provide open feedback to each other and recognize what they are doing well in, through the E-Awards recognition program which will be explained in detail further on. By providing positive feedback, it does not mean that we should ignore weaknesses; rather we are not making weaknesses the primary focus of the feedback. Imagine everyone criticizing each other, people will only learn how to hide their mistakes or shift the blames to others. Instead, we will focus on reinforcing desired behaviours by giving out rewards and recognition to those who are nominated by their peers. The goals mentioned must also be measurable because success must be monitored and evaluated. In order to meet company’s goals, management teams must keep track on how employees are doing and monitor their work progress. After these stages, goals must be verified that it is realistic and doable. Employees...
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...First off, we are creatures. We are animals. We're very sophisticated and good-looking and all that, but let's never forget that we're made of flesh and blood. In particular, our brains are incredibly complex evolved machines. Our brains govern basic processes such as breathing and food intake, and also enable us to appreciate the finer points of John Cleese's performances in Fawlty Towers. As creatures, we have needs. We need to eat, and so we eat. As rather intelligent and social creatures, we like to chat with one another, and so we do. We take turns and finish our conversations gracefully. And there are dozens and dozens more behaviors that are just as complicated, if not more so. How on Earth do we get all of this done? That's where habits come in. Habits help us through our day. When we are doing something that is habitual, we are not engaged in the task in the same way as when we are doing something that is not habitual. Just as an example, consider making breakfast in your own kitchen on any given weekday. Next time you do it, watch how effortlessly it happens. It's not exactly like an out-of-body experience, but it's close. Your movements through the kitchen are stereotyped. You grab the milk out of the fridge, turn toward the counter and give the door that little nudge you with your foot that you know it needs. If something is on your mind, you might not notice that you're sitting at the table and munching on your second piece of toast until you're halfway through it...
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...material to produce with a time period people can distinguish the original and pirated. Therefore, Dr.Martens should using this for sales promotional tools to promote their shoes, FIRST that other brands do not have this kind of service; SECOND easy to defeat those pirated products to imitate Dr.Martens design. 2. Lucky Draw Lucky draw is the simple way to attract people attention but the important part is the reward of the lucky draw. Dr.Martens can provide the 1st place a pair of special design shoes that the design is not selling at all. When the reward was attractive, Dr.Martens should set the condition of the lucky draw. The condition of lucky draw can be buy over RM1000 can get 2 name card for lucky draw. However, Dr.Martens normal price is between RM500-RM600, people may find friend to buy together or buy over RM1000 by himself because of the special design shoes of lucky draw. The name card will fill up the customer personally information. While the lucky draw result is out, Dr.Martens will contact or email to the ‘lucky guy’ to come over and take the reward. 3. Member Card - Birthday’s Present Register a member card of Dr.Martens it only cost RM10 and it got a lot of benefit to customer. To those who are consumer of Dr.Martens...
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...Jan. 28th, 2015 Sociology Tuskegee Syphilis Study Response It was not hard to find ethical violations in the Tuskegee Syphilis Study. The doctors of this study broke all four of the standard ethical rules. For example, by not curing the victim’s syphilis or even diagnosing it, they were broke rule number one. Do no harm, but this was only the first of many violations. Not only did they not tell the victims, they decided to do a case study on syphilis progression. They did this without informing their “patients”, but also without any voluntary participation. This counts as two violations because to do any study, the subject needs to be a volunteer and they also need to be fully informed of the risks involved and why it is being studied. This is known as voluntary participation and informed consent. In fact, these doctors committed two more violations by luring the test subjects to the clinic under false pretenses. Most subjects were convinced that they were participating in a public health demonstration. This violated the “informed consent” rule and the “do no harm rule”. By not informing the patients of the real goal of their participation, the subjects were brought to the clinic under false pretenses. They purposely manipulated their patients which is how they broke the “do no harm” rule. By allowing this to go on for so long, they infected several of the subject’s wives and many children were born with congenital syphilis. This is an ethical violation of protecting the...
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