...Companies that have systems that reward employees for their hard work and dedication are far more likely to keep those employees performing at levels that are greater than employers who use a punitive system approach Kettner (2002). Lawler (2000) argues “strategic success is heavily dependent on the ability of an organization’s reward system to support the strategic goals." As the director of an established not-for-profit, community based organizational provider that offers high quality educational, vocational, and training services to various segments of the local population, one would design a reward system that would work to keep employees motivated and eager to function at high levels, especially since the population that is being dealt with is high school juniors, seniors, and drop-outs. Kettner (2002) lists nine of the top 25 motivational factors as “1.Respect for me as a person, 2. Good pay, 3. Chance to turn out quality work, 4. Chance for promotion, 5. Opportunity to do interesting work, 6. Feeling my job is important, 7. Being told by my boss when I do a good job, 8. Opportunity for self-development and improvement, and 9. Large amount of freedom on the job.” To address number one, respect for the individual, there would be a rule in place that would not allow anyone, from board members to the general workers, to talk down to, threaten or bully anyone at any time. Respect for each other is vital, and disrespect on any level will not be tolerated. The second factor...
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...Rewards System Proposal Name: Felecia Simmons Professor John Muehl Total Rewards Date: February 12, 2012 Introduction Motivating the individuals that work for you is one of the most important functions that you will have as a manager. (People Skills, 2006) Simply stated getting employees to do the things they were hired to do is probably the biggest challenge a manager will face. You will always have individuals who will work their hardest for the rewards the company provides them. On the other end there are some employees that you can never keep happy not matter what rewards you give them. In this paper, I will discuss the concept of total rewards using the five elements total reward system. I will also discuss the impact of rewards systems on the organizational performance of companies in the Information Technology (IT) industry. Then I will look at the importance of direct financial rewards in comparison to other elements of the total rewards system for the IT industry. Lastly, I will look at the compensation and motivation practices, which are of particular importance in the IT industry. Total Rewards Concept The total rewards system concept is simply about the financial and non-financial benefits given to employees in trade for their services to the company. The employees will give the company their time, their abilities and efforts to support the company in return for the benefits the company provides. Total rewards involve the combination...
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...Reward System for a Human Service Organization Danielle Deutsch December 22, 2013 HSM/220 Mr. Kevin Larry Reward System for a Human Service Organization The way employees will fulfill your dream is for them to believe and share in your dream, making your organization the best it can be. As there are many rewards that can be used such as recognition, promotions, reassignment and non monetary bonuses (i.e. vacations, days off) or a simple thank you could be used. Rewards influence behavior, attitude, job satisfactions and performances. Rewarding and recognizing employees is tough for any organization. Though it can motivate employees to explore more effective ways to do their jobs, it can also discourage efforts. Reward systems should focus on positive reinforcement. Positive reinforcement is the most effective tool for encouraging desired behavior. It stimulates people to take actions because they to want and they get something of value (internally and externally) for doing it. An effectively designed and managed reward program can drive an organization to involve team members, individuals and managers in developing their own incentive and reward systems. In designing an effective reward system you need to include, performance payoff, total compensation package, incentive plans should include all managers and employees, systems must be administered...
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...1. Explain the organizational reward system this firm uses. Usually the tangible rewards that people receive from employment come in the form of salary, incentives and benefits. Also the tendency in the past was to have reward systems implemented for individual employees. However when the company with its diversification plans in mind went from traditional top-down approach to a better way, horizontal matrix system, the new concept of ‘team work” emerged. As stated below it is how Behlen Manufacturing Company in Columbus, Nebraska USA, has implemented their unique methods of rewarding systems and became the industry leader in customer satisfaction. Behlen has identified their most valuable asset as their employees thus naming them as “Partners in Progress” in all their articles. Founders of this company have understood that when they make the customer better-off; they themselves be better-off too. Further they firmly believed that for them to help them to grow, they have to pass on to the team “the heritage of Behlen”, the strength of work ethic and the entrepreneurial spirit of the earlier culture. According in Behlen Company they have implemented three major rewarding systems: 1). Gain Sharing – where all members share a usually fixed percentage of the documented savings or performance gain accomplished by the team. They earn monthly gain sharing up to $ 1an hour when a respective team meet a productivity goals. Eg. Being in a group that makes grain...
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...1 Designing a reward system Shirquana DeBerry HSM/220 May 13, 2012 Sally Paige Nichols Axia College of University of Phoenix 2 My mission within this organization is to boost morale and the overall work ethics of my employers. I feel that the employees perform their best and are more motivated to complete task when there are incentives involved. I want my establishment to be the type where all the employees are happy to be at work and there are no conflicts. I know that no company is perfect and that there are flaws in every establishment, but it is up to me to determine what those flaws will be and how we can improve them. Although people are motivated in different ways it is up to me to find out what that one thing is and make it better so that everyone involved is happy. I believe in creating a stress free environment for my employees and making sure that all of their basic needs are being met. Here at the Family Crisis Center I want to make sure that each employee is respected by each person that works in this office. We will have quarterly team building exercises to help promote communication within our company. By doing this it gives everyone from each department to have the opportunity to meet one another and also to meet any new additions that they have not yet had a chance to meet. This is also the perfect time in which each employee that is with the company will have the chance to meet any CEO or department head that they have not previously met...
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...Designing a Reward System In this paper, I will create a reward and recognitions systems that I am establishing for the human services organization. I will directly address the nine factors of motivation in terms of the reward and recognitions system, or R&R system, as it will be referred to for this paper. I will address how this system meets the nine motivation factors along with establishing how the system works to meet the basic needs of employees, offers competitive benefits, equally 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...
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...clients. A reward/motivation system can encourage and motivate employees to get as productive as possible while providing high quality, effective services. Employers would like to have high quality work, loyalty, commitment and service from their employees. Employers have reward systems in place to offer employees incentives perform to maximum efficient. The rewards can be monetary, recognition based, education, training, or material based. Having a good reward and well integrated reward system is very important to have maximum employee performance. There was a study conducted on motivation by P. Montana and B. Charnov in 1993. There was a questionnaire with 25 items motivating you to do your best work. Out of the 25 items only nine factors were chosen as the top preferences. They are respect for me as a person, good pay, chance to turn out quality work, chance for promotion, opportunity to do interesting work, feeling my job is important, being told by my boss when I do a good job, opportunity for self-development and improvement, and large amount of freedom on the job. These are some factors that should be considered when developing or implementing a reward system. Employees who chose to work in human services organizations often do so to have a positive impact on others' lives. Human service organization employees will work with other people’s and their problems and needs. A reward/motivation system should be in place to keep them motivated and happy. A reward system should...
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...Designing a Reward System Pamela Fabian HSM/220 August 17, 2014 Mrs. Serena McCall Designing a Reward System Having a motivation and reward system is an important part of a business. According to Kettner 2002 “There are nine major factors of motivation that have been studies and they are: respect for me as a person, good pay, chance to turn out quality work, chance for promotion, opportunity to do interesting work, feeling my job is important, being told by my boss when I do my job, opportunity for self-development and improvement, and large amount of freedom on the job. Rewards help to motivate employees to do their best work and gives them something to look forward to. As stated in the Encyclopedia of Small Business “The key to developing a reward program are as followed: Identification of company or group, goals that the reward program will support, identification of the desired employee performance or behaviors that will reinforce the programs goals, determination of key measurements of the performance or behavior, based on the individuals or groups precious achievements, determination of appropriate rewards, and communication of program of employees. To make the programs work for everyone certain guild lines have to be followed. In the early stages of developing reward strategies, incentive plans were often highly leveraged paying 15 percent to 30 percent of base pay. While these plans may have been financially attractive to employees, they encouraged employees...
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...qwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmrtyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmrtyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmrtyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmrtyuiopasdfghjklzxcvbnmqwer...
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...Designing a rewards system HSM/220 March 20, 2015 Shanti Anderson When creating a rewards system for employees, it is vital to understand the rewards system itself. A rewards system must be offered by managers that understand how effectiveness is to be achieved and what its employees consider to be the important factors in determining the quality of work life. There are four necessary reward system properties; basic needs satisfied, 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...
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...------------------------------------------------- University of Phoenix Material Reward System Worksheet Respond to the following questions in 200-300 words. How do the physiological, psychological, and social needs described in the textbook influence workplace reward systems? How can these systems affect employee motivation? We all have basic physiological needs ranging from the need to eat, drink breathe, and even the need to engage in sex. Our social needs range from the approval of our peers to healthy and growing relationships with our co-workers and fellow man. Our need to be accepted is paramount to human survival and interaction. Our physiological needs are necessary in order for our survival. Our needs are often what drive us to do certain activities and tasks. For example, if you are thirsty and the nearest source of water is a mile away from your location, you will travel that distance in order to satisfy that need. Applying this principle to the work setting can be difficult. You will have to gain an understanding of the needs of the employees. They range from complex needs to the more basic needs. A reward system that benefits the most employees would be ideal. If the majority of the employees feel a need to have a pay raise, then applying an incentive based program during each quarter may fit the need. Without some type of rewards system in place, employee motivation will definitely suffer. When people don’t receive the rewards that they feel they are justified in receiving, then...
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...Designing a Reward System Employers should begin from the principal that all individuals, not just women compared with men, should receive equal pay for equal work. Equal pay reviews must therefore look beyond gender and explore other diversity dimensions. This will help employers to spot circumstances where individuals are paid for unfairly, for no justifiable reason. It is in the self-interest of employers to explore the underlying issues, such as poor diversity training, weak performance management systems and biased on fairness as this contributes to better business performance. A diverse workforce can compliments benefits through increased productivity and performance, but managed badly, efforts to improve diversity can create conflict and tension in the workplace. Reward and diversity professionals need to work together to align the strategies need to achieve fair reward. They must make sure that pay and benefits are determined by the relevance against job-related criteria. Yet because most jobs are subject to changes by reviewing job descriptions regularly. This means monitoring the reward system using analytical job evaluation to determine where individuals are doing equal work, ensuring objectivity in all aspects of reward and communicating reward principles clearly to employees. An organization that recognizes individual diversity should create a flexible reward package, not one based on the ‘one size fits all’ theory. As a leader, don’t just read the assessment...
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...Total Rewards System Paper University of Phoenix Online HRM570/Employee Motivation and Compensation November 27, 2006 Total Reward System Developing ways to increase job satisfaction and employee motivation include a total reward system. A total reward system includes more than just an individual’s pay and benefits. An organization needs to design a reward system needs that is aligned with their mission, goals, and strategic plan. Throughout this paper, the role of rewards and motivation practices within the education industry will be discussed. The discussion will demonstrate how elements of a total reward system are used throughout a school district in North Carolina, New Jersey, and California. Five Elements of Total Reward System Organizations need reward systems that motivate performance, reward change, and encourage the development of individual and organizational capabilities and competencies (Lawler & Worley, 2006, p. 5). Therefore, understanding the five elements of the total reward system is essential to the implementation of a successful organization pay system. The five elements include direct compensation, indirect compensation, meaningful work, long-term career opportunities, and identity affiliation. These five elements help to provide job satisfaction and motivation. In the education industry creating a balance of these five elements helps to recruit and retain teachers. Cumberland County Schools System in Fayetteville, North Carolina...
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...The success of a company is measured by the profits that it makes. As a result of the changes in the market, this view needs to be altered. Comparing with the past, even though profit is vital in a company, it is not the most important factor. In the contemporary world, the employees of an establishment are the key factors in deciding success or failure. Companies have motivation and reward systems in use though it is unlikely that two different companies can have the same type of motivation. When reward systems and motivation are in use, employees are likely to work more efficiently which can make other key staff members with perfect skills and high degrees of work performance to be attracted to that company. Reward system management refers to a framework of envisioning the formulation of various reward systems, which can boost a salesperson's motivation. Reward system and motivations are vital in company operational management. The motivation of employees is a psychological feature wherein employees are stimulated in order for them to behave in a given manner with the main goal of accomplishing some given organizational objectives. It is important that organizations motivate their employees so as to obtain the best from them. The level of motivation in the sales force needs to be higher to enable them to meet the sales aims efficiently. Central to motivation is offering the employees with what they need most from the work they are doing (Agarwal, 1998, p. 102). The more the...
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...Motivation and Reward Systems Reward system is an organization’s most essential instrument for building and sustaining motivation in the workplace. A reward system is defined as the informal and formal processes by which performance of the members of the organization is identified, assessed, and rewarded. Obviously, rewards that are connected particularly to performance have the strongest effect on improving employee performance and motivation. Performance-based rewards fulfill numerous functions and objectives in organizations. The main principles comprise the correlation between motivation and rewards (Griffin & Moorhead, 2011). In particular, organizations would like their members to perform well and, consequently, have to motivate them to do so. When the reward system is related to greater performance, employees will most likely be driven to exert greater effort to get those rewards. When that happens, employee motivation becomes strongly tied to the organization’s goals. Proponents of behavioral sciences have long promoted the value of reward systems, the methods by which managers distribute rewards based on performance, tenure, or other aspects (Yukl, 2009). Obviously, reward systems are essential because employees accomplish the tasks they are rewarded for and poorly perform those which do not have any reward. However, before initiating organizational change, the reward system must be examined to identify whether it will positively or negatively contribute...
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