Designing a reward System
Anonymous
September 28th 2014
HSM/220
Designing a Reward System
The success of a company is solely determined by the work of its employees. Employee productivity is the number one contributing factor to the success of a business. It is important for companies, and agencies to make sure their employees are performing to the best of their abilities. With that said employers must find effective ways to motivate and engage their employees.
The company must keep their goals in mind. The must make sure that quality is still a priority and not second to productivity. There are steps to be considered when designing and implementing a reward system. The goals and expectations must be clear. The employer must explain the task. It must be fair to all employees. It most set realistic goals. It needs to indicate clear deadlines. The employers evaluations of the work performed must be fair. It is important to deliver what has been promised to employees. The employees must be able to trust their employer; failure to provide what has been promised can lead to distrust and decline in motivations and performance within the employees. “In order for a rewards program to be successful, the specifics need to be clearly spelled out for every employee. Motivation depends on the individual 's ability to understand what is being asked of her. Once this has been done, reinforce the original communication with regular meetings or memos promoting the program. Keep your communications simple but frequent to ensure staff members are kept abreast of changes to the system (Encyclopedia of Small Business 2007)”.
It must be well structured. It must motivate by meeting each individuals personal needs. These needs are noted in our text as the following “ (1) physiological, (2) safety and security,(3) social/affiliation, (4) esteem/recognition, and (5) self-actualization( (Kettner, 2002, Chapter 6)”.
September 28th 2014
HSM/220
Designing a Reward System
The success of a company is solely determined by the work of its employees. Employee productivity is the number one contributing factor to the success of a business. It is important for companies, and agencies to make sure their employees are performing to the best of their abilities. With that said employers must find effective ways to motivate and engage their employees.
The company must keep their goals in mind. The must make sure that quality is still a priority and not second to productivity. There are steps to be considered when designing and implementing a reward system. The goals and expectations must be clear. The employer must explain the task. It must be fair to all employees. It most set realistic goals. It needs to indicate clear deadlines. The employers evaluations of the work performed must be fair. It is important to deliver what has been promised to employees. The employees must be able to trust their employer; failure to provide what has been promised can lead to distrust and decline in motivations and performance within the employees. “In order for a rewards program to be successful, the specifics need to be clearly spelled out for every employee. Motivation depends on the individual 's ability to understand what is being asked of her. Once this has been done, reinforce the original communication with regular meetings or memos promoting the program. Keep your communications simple but frequent to ensure staff members are kept abreast of changes to the system (Encyclopedia of Small Business 2007)”.
It must be well structured. It must motivate by meeting each individuals personal needs. These needs are noted in our text as the following “ (1) physiological, (2) safety and security,(3) social/affiliation, (4) esteem/recognition, and (5) self-actualization( (Kettner, 2002, Chapter 6)”.
Citations: "Employee Reward and Recognition Systems." Encyclopedia of Small Business. 3rd ed. Vol. 1. Detroit: Gale, 2007. 407-410. Gale Virtual Reference Library. Web. 29 Sept. 2014. Shafiq M. M., Naseem, M. A (2011). Association between Reward and Employee Motivation: A case study Banking Sector of Pakistan. Quibble, Z. K., (2005). Administrative Office Management: An Introduction. Pearson Education International, 8lh Edition, Oklahoma State UniversityHodgetts, R. (1997, May 12). EMPLOYEE REWARDS ADD UP UNDER POINT SYSTEM. Sun Sentinel. pp. 7. Retrieved from http://search.proquest.com/docview/388388158?accountid=458Kettner, Peter. M. (2002). Achieving Excellence in The Management of Human Services Organizations. Retrieved from Pearson education/University of Phoenix.