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Human Service Organizations Reward System: A Case Study

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Human Service Organizations Reward System: A Case Study
The Designing of Human Service Organizations Rewards System
Tina Whittington
HSM/220
October 6, 2013
Carey Driscoll Rogers

Implementing a Total Rewards Program: Four Phases
1. Assessment 3. Execution
2. Design 4. Evaluation

“Those who work for human service organizations often do so to have a positive impact on others’ lives. In addition to a bonus or pay raise, organization should have some type of reward system in place to recognize those employees who go above and behind for their organization and clients” (Wilkinson, …show more content…
For instance, a good human service worker is expected to be dependable, which means coming to work on time and keeping all appointments made with clients. You are expected to be able to communicate in a professional and courteous manner, while making split second discussion on how to solve clients’ problems. Human service workers are expected to maintain communication and contact with their clients on a regular bases, while making sure their paper work on each clients is in orderly fashion and up to date. You are expected to avoid biases opinions with clients and co- workers. Human services workers are expected to listen to their clients carefully in order to determine their needs. You are expected to refer clients to the right department, if you are not able to help them with their needs. Customer’s complaints are something you will be expected to follow up on as soon as they are received. In other words they are expected to be adaptable to all given situations no matter …show more content…
Incentives enable you to keep good help and attract more. Its pretty simple- incentives give the best people in the organization reason to stay. And good news travels fast- as others in the community are looking for paid jobs, they will naturally turn towards you organization as a place they want to work.
3. Incentives increase the productivity (or safety, or anything else you wish to promote) of members of your organization. If it is understood that increased productivity or a decrease in accidents, or longevity as a member of the organization gets fairly rewarded, then people will do their best to be productive and safe, or to remain with the organization. Bottom line, things that are reward get done.
4. An incentive program can decrease real and perceived favoritism by rewarding employees equally for actions or longevity. Jealousy or envy can deeply harm an organization, and are sure to spring up when employees are reward unequally. By having a program, you can be sure that one employee isn’t taken for a hamburger lunch to celebrate five years of service, and the other to the Tour of Argent” (The Community Tool Box,
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