Reward Management System

Reward Management System
TERM PAPER OF PERFORMANCE MANAGEMENT TOPIC: REWARD MANAGEMENT
SYSTEM {draw:frame} SUBMITTED TO: SUBMITTED BY: OVERVIEW: REWARD
MANAGEMENT Reward management is about the development, implementation, maintenance
communication, and evaluation of reward processes. These processes deal with the assessment of
relative job values, the design and management of pay structures, performance management, paying
for performance, competence or skill (contingent pay), the provision of employee benefits and
pensions, and management of reward procedure. Employers and mangers should pay attention to
their employees and special attention to the best employees. This is done to encourage good
performers, to push them to greater heights. ... Show more content on Helpwriting.net ...
The effectiveness of an organization's performance and reward management can have a major
impact not only on morale and productivity but also its ability to attract and retain staff. Many
companies have found that far from complementing the stated aims of the business, their
performance and reward systems were actually driving counter–productive behavior. Motivation and
Reward System Management Employee motivation is the psychological feature that arouses an
employee to behave in a certain manner for accomplishing certain organizational goals. It is
imperative for the organization to enhance motivation level of the employees in order to bring out
the best in them. The motivation–level of the sales force must be kept high in order that the sales
force efficiently realizes the sales goals. Reward system management is the framework that
envisions formulation of different types of reward systems to boost the motivation of the
salespersons. *Role of Compensation and Rewards* in Organization: Compensation and Reward
system plays vital role in a business organization. Since, among four Ms, i._e__ Men, Material,
Machine and Money, _Men has been most important factor, it is impossible to imagine a business
process without Men. Land, Labor, Capital and Organization are four major factors of production.
Every factor contributes to the process of
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Total Rewards Essay
Introduction Total rewards is an effective tool utilized by employers or leaders to reward their
employees based upon their job productivity, proficiency, and accomplishments. The ability to
understand established processes and procedures must be exercised by leaders in the conduction of
meetings in order to reach a desired end state. Ted's professionalism and resilience were put to the
test, following verbal comments pertaining to Rebecca's job performance from two of the
organization's executives, Peter Strong and Margo Arms. Every job within an organization must
have a salary cap regardless of the employee's competency, work ethic, and production. Employees
serving within a position after reaching its maximum rate of pay and possesses ... Show more
content on Helpwriting.net ...
Ted, one of the most popular managers within the company exercised resilience at its finest when
the two executives interrupted him while he was greeting the committee at the onset of the job
evaluation meeting. The meeting was held to discuss job rating reviews, but as Ted was outlining the
purpose of the meeting, the two executives wanted to bypass Ted's plans for the meeting and discuss
Rebecca's job rating in an effort to enhance total compensation within the power of the organization.
In the U. S. Army, most master resilience trainers defines what the two executives were trying to do,
as effective praise. I highly recommend employers and leaders to understand everything within their
ability to enhance total compensation to their employees or individuals because valued, selfless, and
courageous efforts should be recognized and rewarded. I remember countless occasions when my
Soldiers SGT Ni, SSG Stevens, and SGT Tippens would motivate their Soldiers to score high on the
Army Physical Fitness Test (APFT). A few Soldiers would maximize the standards set forth by the
Army during every administered company–level APFT. In return these three Sergeants would come
to me to have the Soldiers stand in front of a formation of other Soldiers and reward them with a
three or four–day weekend pass, do physical training on their own for thirty days, and even get a
certificate of achievement for their accomplishments. There are strengths and weaknesses found in
every

New and Improved Rewards at Work Essay
Employers have been coming up with innovative employee rewards to boost morale and
acknowledge employee needs for creativity and personal goal accomplishment. Some of the latest
potential employee rewards include using the internet at work for personal reasons such as
shopping, communicating with friends, or personal finances; bringing a pet to work; instituting a
controlled napping policy, and the sports and office betting pools..
Determine how innovations in employee benefits can improve the overall competitive compensation
strategy of the organization.
Workers feeling, which includes competitive compensation and reward strategies, professional
growth and development, career paths and succession plans and the organizations leadership ...
Show more content on Helpwriting.net ...
Variable pay is a way to reward employees for contributions to organizations goals and dangle "a
carrot" for future performance. It is also linked to the financial performance of the company, but can
be tied to productivity, team work, safety, quality or other company/stakeholder metric.
Variable pay is a type of pay–for–performance plan that was once used for executive employees, but
is now used to award employees at all levels, also considered merit pay. Merit pay increases are
universal and are separate from cost of living adjustment. Merit increase is typically based on an
employees' performance and once determined becomes part of the base pay.
Team–based rewards are based on the team outcomes or accomplishment and can include noncash
rewards such as trips, time off, or luxury items.
Company–wide rewards are based on the entire performance of the company. This is usually in the
form of profit sharing.
Progressive companies are using variable pay more as the workforce compensation, thus ensuring
when employees prosper the company prospers. This is yet to be proven especially in the recent
economic downturn and payouts have been off because of sluggish performance. With stocks
undervalued other compensation such as benefits and perks are more meaningful. (G&A Partners,
2014)
Explain how innovative benefits could be tied to

Rewards
Rewards
Companies reward their employees with both tangible goods, as well as praise. For example, a sales
department may offer a monthly bonus to the highest earner. Not all tangible rewards come in the
form of money. Some companies host free lunches, or give away company gear to good workers.
Many managers choose to reward their best employees by simply praising them for a job well done,
or by recognizing the hard work they put in to a project.
Workplace reward systems are incentive programs that encourage employee engagement and
productivity by offering bonuses, increased pay, additional time off or other awards for a job well
done. Reward systems recognize staff members who excel in areas such as customer service, loyalty
and sales ... Show more content on Helpwriting.net ...
The appreciation of those skills can be a greater motivator than any reward or threat.
Employees need direction. A flaw with consequence–based leadership styles is that it doesn't tell
employees how to succeed. It tells them they must succeed, but not how to do so. That doesn't mean
that transactional leadership doesn't work. It just means that employees still need some direction
from above. When leaders are more involved, employees know they can count on them to provide a
direction.
Transactional leadership can encourage unethical behavior. When in their best interest, employees
can resort to unethical means to achieve results. The temptation of rewards and fear of consequences
is compelling. It can encourage deception or illegal activity. Employees may sabotage the company's
interests in pursuit of their own. As a precaution, businesses need to be clear on the terms employees
must work under. Employees are also less likely to resort to unethical behavior when their leaders
are able to earn their loyalty.
This is not to say that transactional leadership does not work. Rewards and punishments are great
tools to motivate. However, they may be far more effective when combined with other leadership
styles and motivation tools. Making employees feel included can provide greater motivation and
overall satisfaction.
The transactional style has always been effective. It has also been overused by many companies.
Employees can be more

The Total Rewards Program
Organization Overview
This paper will discuss the total rewards program. This company is a beverage and bottling
company that has been in business for over 100 years. Currently we operate in about 3 continents
and in about 20 different countries all over the world. SZT Corp is the home to over 20,000
employees with about 2,000 management–level employees worldwide.
Armstrong (2012) affirms that definitions of total rewards characteristically includes not only
traditional, quantifiable elements such as salary, variable pay and benefits but comprises also more
intangible non–cash components such as gaining knowledge, ability to acquire and act or take
responsibility, progress in career, and the conducive environment provided by the organization. SZT
Corp requires a pretty complex and flexible total rewards program to meet the needs of their multi–
national colleagues. The total rewards programs has to slightly vary for each country that SZT Corp
operates in and must cover compensation, benefits, performance and recognition, learning and
development, and a work–life balance. SZT Corp has to maintain a total rewards program that
remains competitive with the competitors in the different nations all over the world.
Total Rewards Strategy
In order to meet the HR needs of this company, HR must accomplish the elements discussed in the
succeeding paragraphs that address the fundamentals of this type of total rewards system while
complying with the regulatory environments.
The

The Trouble With Rewards Essay
The Trouble with Rewards
Organizational Development & Culture
Alfie Kohn is a lecturer and author whose primary focus is behavior management in schools, in the
workplace, and in our parenting techniques. In 1993, Kohn published "Punished by Rewards". In
this work, Kohn listed five main arguments against the use of performance–based reward systems.
The arguments against such reward systems are:
Rewards Punish
Rewards Rupture Relationships
Rewards Ignore Reasons
Rewards Discourage Risk–Taking
Rewards Undermine Intrinsic Motivation
On its face, it seems contradictory that a reward would be an unhealthy means to assist the process
of learning or behaving. How else would the unpleasantries of learning, of working, or ... Show
more content on Helpwriting.net ...
However, as the order was not mine, I instructed my co–worker who was working on this account to
call the customer to make sure that all was well. As a result, the customer wrote a letter to the CEO
praising my co–worker's effort and efficiency in resolving her problem. This resulted is his receiving
a corporate service award and a monetary reward. Needless to say, I was not pleased. I had done the
work, but yet was not recognized. This made me feel that it is not necessary to put forth such effort
since it was a thankless function. I felt punished for doing a good job because it was not noted in the
least.
Rewards Rupture Relationships
The idea of "there can be only one" is the bedrock of American values. There has to be an ultimate
winner and then there's everyone else. Logically following this thought process would lead us to the
understanding that rewarding the "one" causes a breakdown in relationships. The following are the
reasons that I would agree that rewards rupture relationships:
They emphasize the difference in power between the person handing out the reward and the person
receiving it.
Excellence depends on teamwork.
Employees will not ask for help when needed.

Problems will be concealed so that reputations remain intact.
Rewards create competitiveness among employees and this undermines collaboration and
teamwork.
An example where rewards rupture relationships can be viewed by

Psychology: Extrinsic Rewards
3) Extrinsic Rewards
The buck system is a simple way to control certain behaviors and rewards on a daily basis. It is
passed during instruction, in the hall and anytime a behavior should be rewarded. It should be made
clear to the students that they don't have to be rewarded for what is expected of them, but using
bucks is a choice by the teacher. Items can range from nickel candies and school supplies to the
most popular one, lunch with the teacher. Initially, auctions may seem expensive, but be creative and
smart. Don't start off big, or students will always expect big items, but remember to have at least one
really "good" thing each time and be selective on how and when to use them. For students that
challenge the teacher daily, try "paying" the student for every single positive thing that they do. This
way, when the teacher has to charge them, they can pay. It may seem unfair, but it works.
4) B.F Skinner
Behaviorist psychologists (Skinner, 1953) said that behavior can be explained by human's
motivation to approach pleasant and ... Show more content on Helpwriting.net ...
He used the example that (Skinner 1972 as cited in Robins, G (2012)) if a person moves into the
shade because it is hot, he is more likely to repeat this behavior the next time the sun is hot. He
described this phenomenon as 'operant conditioning'. The cooling down reinforces the behavior. He
argued that if the students are consistently praised, rewarded and acknowledge for learning or
having in a certain way, they would behave in the same way again, this creating 'conditions which
are optimal for producing the changes called 'learning' (Skinner 1969: 10 as cited in Robins, G
(2012)) and allowing the teacher to influence the behavior of pupils at will without resorting to

Starbucks Total Reward Management Case Study
Total Reward Management Starbucks is one of the most recognized brands in the country. It
specializes in coffee brewing, although it has diversified its products to include tea and milk based
beverages. The company's total reward management system includes both the traditional and the
custom–made benefits. The company's total rewarding system is called 'Your Special Blend'. It
includes several perks, assistance, and benefits. The company checks whether the partners are
eligible twice every year. In order for partners to qualify, they must have worked a minimum of 520
hours. The system utilized by the company offers professional growth opportunities through the
educational assistance program (Starbucks, 2012). The recognition offered acts as ... Show more
The students receive tuition discounts at the City University of Seattle and at Strayer University.
Partners also get tuition reimbursement for partners who are already qualified to receive benefits and
who have offered their services for one continuous year. The company offers vacation benefits,
which are dependent on a partner's position, place of work, and length of service. Partners who
choose to work during holidays are paid one and a half times their base hourly rate. All the partners
who have worked in the company for at least ninety days are eligible for a 401(k) program. The
company matches the workers contribution by adding 100% of what the partners pay on the first 4%
of the eligible pay. In addition, the company has an equity reward program and a discounted stock
purchase plan. Partners get tuition assistance, education benefits, and paid vacations. Starbucks has
a recognition program. The company recognizes the contributions made by workers at all levels of
achievement. It offers discounts for in–store merchandise. Partners do not have to pay for the
beverages they take while on their work breaks (Starbucks,

Why Total Reward Is Important
Why a Total Reward Program is Important
As the labor force becomes more highly developed and demanding, rivalry between organizations
for talented employees is drastically increasing. It is extremely important that organizations make
their company more enticing as an incomparable career opportunity. Instituting a total rewards
system into an organization can do much to help it invite the paramount talent available and
significantly condense turnover. The longevity of an organization's employees is contributed to its
total reward system. According to Heneman (2007), total rewards is defined as all of the tools,
whether intrinsic or extrinsic, offered to the employer that may be employed to attract, motivate and
retain employees. This could ... Show more content on Helpwriting.net ...
With the Baby Boomers about to retire, the employment philosophy for Gen X and Gen Y is
changing as well. It is now fairly common for today's labor force to change jobs every couple of
years, rather than maintain longevity with one company. Turnover costs for many corporations are
costly and can drastically affect the financial functioning of an organization. An organization that is
successful in reducing their labor costs will be able to enjoy a better profit margin. Strategic
planning must be implemented to assess the cost of turnover, build retention strategies, and
strategize for anticipated and unforeseen turnover and a shifting labor force culture. Organizations
are aware of the tight labor market and are heightening their visibility to the situation. Rewards
effectively designed by an organization allow their business to entice and magnetize top talent from
a shrinking labor pool. By offering what employees value, usual companies can reduce the
migration of employees to other organizations by employing what their employees say they value
most (WorldatWork, 2007, p. 17).
Martin (2006) maintains that:
A direct link exists between employee motivation and product/service quality. When employees are
aware of the company's goals and objectives, and know the significant role they play, they will
provide higher quality products and services. Implementing a model to reward employees for
meeting company goals is one

Bus 325 Reward System Research Paper
Rewards System
Bus 325
Mariah Lopez
June 18, 2018
Professor Kraychir A motivated workforce can be a significant success when employees are
motivated to work at a higher levels of productivity. Also this means the whole organization is more
effective at reaching it's goals. Rewards can be a positive outcome when it comes to boosting your
organizations self–confidence and higher employee satisfaction. Having a reward system can always
be a good outcomes because this shows how much your workers are willing to work to achieving a
goal in order to receive something in return. This not only gets things done but brings out another
side of your organizations as a whole. Of course when using a reward systems and you decide to put
one in place for your organization, there should be a good enough reward placed. Just for example a
worker will not work two times as hard for something they do not want. The reward has to get your
organization, employees motivated to achieve the goal you have set. There are aligned
organizational goals, when an employee helps achieve one of its goals a heft reward often follows.
And that's what get the worker bees running, seeing that hard work pays off in the end. Employees
no matter what rank they are in tend to work harder towards a goal if something is ... Show more
This type of motivation, intrinsic involves being appealing in your behavior only because it's
personal when you are achieving your reward. Normally this person is motivated by ones self–gain
knowing that they are reward with knowledge rather than money. For instance, lets use a sport if
someone who's motivated in the intrinsic way they are only playing because they actually enjoy
playing the sport. Solving a mystery because you enjoy the rush of adrenaline and the challenge of
solving that mystery. Those are all examples of an intrinsic

Choka Enterprise Rewards System
THE UNIVERSITY OF THE WEST INDIES
OPEN CAMPUS
MGMT3062 – Compensation Management – Semester 2
Student Name: Edditon Edmonson
Student Number: 308004287
Coursework Assignment
CHOKA Enterprise Rewards System
PROPOSAL:
OBJECTIVE
An effective reward system is organized to stimulate, inspire and motivate individuals to enhance
their overall job performance. Our system is design to appeal and retain staff of the right quality
with an understanding of the financial status of the organization. This reward system is design to
boost the functions and core values of the organization that our employees will continue to with
success.
FACTORS TO CONSIDER * Performance associated pay * Incentive * Job Evaluation * ... Show
–––––––––––––––––––––––––––––––––––––––––––––––––
Three points if the job is of equal value 3.
–––––––––––––––––––––––––––––––––––––––––––––––––
Two point if it close to the equal value 4.
–––––––––––––––––––––––––––––––––––––––––––––––––
One point if there has two flaws 5. –––––––––––––––––––––––––––––––––––––––––––––––––
No point if it less valuable.
–––––––––––––––––––––––––––––––––––––––––––––––––
–––––––––––––––––––––––––––––––––––––––––––––––––
The point that has been achieved for each job is counted using the categories of comparison to make
an aggregate. The supervisors will organize the jobs in structured method according to the whole
points that has been accumulated.
–––––––––––––––––––––––––––––––––––––––––––––––––

–––––––––––––––––––––––––––––––––––––––––––––––––
THE REWARD SYSTEM CYCLE
–––––––––––––––––––––––––––––––––––––––––––––––––
There two types of incentive system, short and long term incentives. The short term incentive would
be appropriate for this type of job as it relates to the production cycle. The short term incentive is
associated with jobs that have a specific time span of whether daily, weekly, fortnightly or monthly.
For this organization, we focus our attention on the monthly incentive payment, being associated
with the completion of the main objectives and standard of the job.
–––––––––––––––––––––––––––––––––––––––––––––––––

Reward And The Reward System
Reward system creates positive culture in the organization. The organization culture will be affected
depending on the way the reward system strategies are developed, adjusted and implemented.
Various cultures within the organisation such as human resource, entrepreneurship, innovation,
competence based fair and participative culture. It also affects communication, motivation and
satisfaction of the labor force. For instance, if the firm appreciates the efforts of employees, then
they will work hard to achieve their personal value. On the other hand, of the firm give equal
rewards to all the employees without considering individual effort then most of the staff will slack.
For instance, the company can give extra bonus to employees who show ... Show more content on
Helpwriting.net ...
the employees and the employer. The company can modify the reward system depending on the
need of the firm. For instance, quality of food, customer service and presentation skills are more
important in food industry. So the company gives reward to staff who takes cooking courses,
customer services courses.
For instance, rewarding all the employees can create united structure in the organization which
promotes more team work and discourage competition within the firm.
On the other hand, rewarding employees depending upon the performance can differentiate the
higher performing staff and the lower performing staff which means individual efforts is rewarded.
In such cases the individual focus on individual performance rather than team performance.
So depending upon the organization structure, the reward system can be designed carefully in a way
that it meets the firm's target. The food industry or company should never underestimate the affect a
good reward system has on the growth of an organization.
REQUIREMENTS
An effective reward system should honor the needs of the employees in order to accelerate the
organization growth. Some of the basic needs include:–
COMPENSATION
Basic salary of an individual.

BENEFITS
Bonus, sharing of profit, health, insurance,

Employee Motivation, Recognition, and Rewards
Employee Motivation, Recognition, and Rewards u06a1 Adriane L Thompson
athompson74@capellauniversity.edu BUS 3004
Developing a Business Perspective
February 20, 2011
Introduction
This paper will address why employee motivation, recognition and rewards keeps employees
working effectively and efficiently. Employee motivation is very important to a company's
production and quality of work, It is important for management and companies to recognize
employees' hard work and have an incentive program to show appreciation.
Companies should welcome quality employee–training programs essential to keeping employees
motivated about learning new concepts. An incentive, promotions and reward programs from
management shows how ... Show more content on Helpwriting.net ...
In doing so you will find that, the employees will enjoy where they work respect their co–worker
and upper management, and produce a better quality of work, without the complaint. This will
inadvertently make the workplace an enjoyable experience and revenue for the company.
References
Kruse, D, Freeman, R, Blasi, J, Buchele, R, & Scarf, A. (2003). Motivating employee–owners in
esop firms. . Cambridge, Ma: Ownership Association Inc
Hiles A (2009)
Tough Times Demand Focus–Total Rewards Strategy
Benefits Quarterly: 2009 Fourth Quarter, Vol. 25 Issue 4, p44–47, 4p
Understanding Employee Motivation
James R. Lindner June 1998
Journal for Quality & Participation; Oct2010, Vol. 33 Issue 3, p4–8, 5p

The Keys to Turbo–Charging Intrinsic Motivation
Robinson C, Oct 2010
http://edweb.sdsu.edu/people/arossett/pie/Interventions/incentivesrewards_2.htm
Rewards and Recognition
Ryan S n.d
Spargins, E. (1992). Hands on: managing people: motivation: employees as family. 14(13),

Positive And Non Harmful Rewards
On the other hand, you also want to make the positive counter behaviour seem more attractive. You
should try to increase the attractiveness of the alternative, 'good' behaviour by rewarding yourself
and turning the behaviour in to something more fun.
Self–control can be quickly improved if you acknowledge the successes you make with little
rewards. Humans seek for that positivity rush, the release of dopamine, which can often be the cause
for bad behaviours. But instead of getting the rush from checking your Facebook every five minutes,
you can seek to turn it around and feel the rewards once you don't check your social media.
When it comes to rewarding the right behaviour, the focus should be on positive and non–harmful
reward. For instance, even if over–eating isn't your problem you don't want to replace smoking with
eating a cookie, as this can quickly cause you another problem altogether.
What could positive and non–harmful rewards be? It should be an action you love and it's a good
idea to swap between a few ideas, to avoid being stuck with another behaviour. For example, you
could go to movies if you avoid being late from work for a whole week. You could buy your
favourite magazine or sleep an hour longer on a Sunday morning. At work, you could take ten
minutes off to chat with a colleague if you finish a task in a specific amount of time.
The key is to find a reward that gives you the feeling of accomplishment and which you don't take
for granted. For instance, if

Total Rewards
Running head: TOTAL REWARDS
Total Rewards: Strategically Achieving Business Results
Strayer University
Abstract
Total Rewards reflects what employees' value from its employer. It focuses on five elements that
attract, motivate, and retain the talent to achieve business goals. These elements are: Compensation,
Benefits, Work– Life, Performance and Recognition and Development and Career Opportunities
(WorldatWork, 2007, p. 4). This paper describes the five advantages of a total rewards approach,
five ways a total rewards strategy can go astray, six steps involved in the design of a total rewards
program and eight steps involved in the communication process of a total reward program
(WorldatWork, 2007, p. 15–64). Finally, the paper ... Show more content on Helpwriting.net ...
The organization must look at the current rewards, and assess the rewards mix and its effectiveness
(WorldatWork, 2007, p. 28). Next step is establishing a total reward strategy that links to the
organizational goals, culture, and change efforts (WorldatWork, 2007, p. 32). Once the strategy has
been identified, developing an effective rewards strategy requires determining the purpose and scope
of the program, eligibility of individuals in specifics aspects of the program, a baseline for
measurement and goals, funding for the program, selection and structure of the plan and the timeline
for implementation (WorldatWork, 2007, p. 35). After plan development, the action begins––
implementation. This involves obtaining management approval, forming an implementation team
and conducting pilot test of the plan, before communicating to the entire organization
(WorldatWork, 2007, p. 39–40). Once the plan is implemented, communication begins by educating
employees on the plan and showing how it links to the overall business strategy. This step helps set
the plan expectations and aids in the employee understanding of a total rewards package. The
information allows employees to make better career choices and confirms the organization's
commitment, which builds trust and loyalty (WorldatWork, 2007, p. 40). Evaluation and revision is
the final step of the process.

Reward Management Essay
Reward Management (RM) has been defined as the distribution of monetary and non–monetary
rewards to employees in an effort to align the interests of the employees, the organisation, and its
shareholders (O'Neil, 1998). In addition O'Neil (1998) also suggests that a RM system can serve the
purpose of attracting prospective job applicants, retaining valuable employees, motivating
employees, ensuring legal requirements relating to direct and indirect rewards are not violated,
assisting the company in achieving human resource and business objectives, and ultimately assisting
the organisation in obtaining a competitive advantage.
Various conflicts in the RM system can affect the benefits that can be obtained. It has been argued
that ... Show more content on Helpwriting.net ...
Similarly, Cascio (1991) suggests that the combination of the following five requirements along
with a performance based pay system can also have a very significant impact on performance. The
first of these is skill variety, where a wide variety of tasks or procedures is available to the
employee. Next is task identity, where the employee can clearly identify the output of a task as a
product of their efforts. This is followed by task significance, where the work is recognised as
important and meaningful. After this comes autonomy, where the employees have a major say in
work planning and execution. The final requirement is feedback, where employees receive
constructive advice or criticism on their performance.
The rewards offered can be extrinsic such as wages, incentives and bonuses, or intrinsic such as job
satisfaction, an internal feeling of worth and a sense of well being on the job.
O'Neil (1998) suggests six minimal criteria for the design of a performance based pay system. The
first of these criteria is that the reward system should be self–funding, that is, the performance
increases should as a minimum offset the cost of the rewards provided. The second criterion is that
the distribution of the rewards must be consistent, fair and justifiable. In addition reward plans must
be transparent and clearly communicated. The third criterion

New And Improved Rewards At Work. Creating And Implementing
New and Improved Rewards at Work
Creating and implementing new and improved rewards systems at work has been a tool of success
for many organizations. Corporations use these rewards to boost employee morale and to allow their
employees "me time". Throughout the course of this paper, I will determine how innovations in
employee benefits can improve the overall competitive compensation strategy of the organization.
Next, I will explain how innovative benefits could be tied to specific jobs. Thirdly, I will critique the
effectiveness of equity–based rewards systems versus those with more creative approaches. Then, I
will discuss the key elements of integrating innovation into a traditional total rewards program.
Finally, I will recommend a ... Show more content on Helpwriting.net ...
Lastly, these newly developed compensation strategies can also encompass a variety of diverse pay
systems that fluctuate from flexible pay to talent and ability based pay.
Explain how innovative benefits could be tied to specific jobs. Employers have been coming up with
innovative employee rewards to boost morale and acknowledge employee needs for creativity and
personal goal accomplishment. This is a positive sign for both employers and employees because it
brings a personal element to the work relationship. Employers are displaying signs of empathy via
the acknowledgment of their employees' needs. Additionally, employees will begin to feel a sense of
trust and loyalty to the employer because of their demonstrated acts of compassion. A few of the
most up to date employee benefits include use of the Internet during work hrs. for personal reasons;
allowing employees to bring their pets to work; establishing a controlled napping policy, and sports
and office betting pools. However, there are some innovative benefits that could be tied to specific
jobs. For example, Anytime Fitness, provides their franchise owners' a discount on the initial
franchise fee for each additional club purchased as well as ensure that they are granted an exclusive
territory. No other fitness franchise is offering potential franchise owners those type of benefits

Reward and Fairness Issues in Performance Related Pay
1. Introduction
Performance related pay (PRP) is a financial rewarding system which is directly associated with the
work accomplishment of employees. It seems that the basis of this process is cash or bonus
payment: employees will be awarded cash or bonus when they achieve a greater performance. In the
late 1980s and early 1990s, the system of payment by performance was widely applied in both
private and public sectors in many organizations in the United Kingdom. Brown and Armstrong
(1999) claimed that there are more than 50 percent of the UK companies had implemented this
method to motivate their employees during that time.
However, in fact, Kohn (1993) indicated that there are not quite much research existing which
explicitly indicates ... Show more content on Helpwriting.net ...
Job enlargement is to assign more jobs to workers in order to enhance their responsibility that allows
them to complete the whole cycle of work process instead of one part concerning. As to freedom
concerning job duties, it increases more independence in decision making that relates to the
responsible tasks of employees. The formal commendations could demonstrate the appreciation of
employees' performance and value the importance of works they have done. In addition, the promise
of enhancing the chance of promotion can be used as reward when workers accomplish a certain
standard or present best performance in certain periods. Generally speaking, the main purpose of
these rewards is to improve the satisfaction of employees by building up their self–recognition and
personal achievement. The attractiveness of non–financial incentive could be illustrated clearly by a
simple example of the dedication to adored leisure activities or hobbies of individuals. Even though
they would not receive any money from those activities, they still keep doing them.
Evaluation of Non–financial Rewards
Each person could be motivated by different things. Therefore, matching rewards with every
employee's expectation needs to be realized as Williams (2002) suggested. Moreover, factors that
motivate employees really well in one level might de–motivate or create dissatisfactions in other
levels. Consequently, to realize the real motivator of each employee, organizations

Should Animals Be A Food Reward And The Second Being An...
Abstract (Project Manager: Trista Riddle) This project was written to determine whether animals
will dance according to, two separate kinds of training. The first type being a food reward and the
second being an affectionate reward. Our paper is based on a study conducted at Butler University
by students in the Department of Psychology. This study was performed on 270 cats and dogs, but
for this particular situation we cut the sample size to 119 cats and dogs. These cases were randomly
selected to keep the data as accurate as possible. The additional articles that were examined looked
at each type of training addressed in this study as well. Additional sources did not specifically
address whether or not the animals danced but the obedience level between the types of training and
simple tasks. Keywords: Cats, dogs, food, affection, training, dancing, Pearson's Chi Square. (Data
Collection Manager: Brooke Grady) Data Analysis The study of "Cats and Dogs", was done by a
group of students that attended Butler University for a project. This study was to test and also learn
whether or not cats and dogs could dance depending on the type of training that they received. This
training included either getting rewarded with a treat, or being rewarded with affection. The
population of this study included 270 of both cats, and also dogs. For our project, we decided to
narrow this study down to 119 rather than 270. We determined that cats will more likely dance if
they

Employee Reward System Essay
INTRODUCTION
A reward system is defined as a structures method of evaluating and compensating employees based
on their performance. It also refers to all the monetary, non–monetary and psychological payments
that an organization provides for its employees in exchange for the work they perform. Reward
systems can help to boost company morale, as well as productivity levels which increase overall
revenue for the company. An effective reward system is essential for high satisfaction and
motivation of employees at work. It is concerned with the process of employee attraction,
motivation and retention.
DESIGNING OF REWARD SYSTEMS
The benefits of this proposed effective reward system should possess the following factors that must
be considered.
 Motivation of Performance – when certain specifiable conditions exist, reward systems have been
demonstrated to motivate performance. For example, performance–outcome expectancy,
attractiveness and effort–performance expectancy.
 Promotion, Training, Development, Employee Morale, Compensation, Benefits, Attractive Salary
and Incentive Plan
 To motivate employees
 To support the goals of the organization by aligning the goals of employees with these
 To be ethical with the Rewards Schemes and setting targets
 To be affordable, easy to administer and comply with legal ... Show more content on
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The reason for that is traditional pay compensates an employee on the basis of either a fixed hourly
rate or an annual salary. Traditional pay assigns a grade level to each position in light of the
education and experience that is required to perform the job, which, in turn, infers a job's relative
significance to other positions within an organization. In addition, this pay scheme allows pay levels

to be based in part on results of market testing. The pay system is consistent and at least appears to
provide objective measures of employee

Reward Management : A Progressive Reward System
The aim of this appointment is use your experience and expertise in reward management to develop
a progressive reward system that mitigates the risk of avoiding similar industrial action. You are
expected to prepare a report that discusses the components of a reward system and recommends a
progressive approach to the practice of reward management. You will be expected to justify your
recommendations.
Introduction
Along with rapidly change of environment, the competition between organizations has increased and
become drastic. For organization, maintaining the competitiveness in industry is base on talents and
how to obtain and keep them in firm is a vital task to the organization. However, there was news
about US fast–food workers strike over low wages in nationwide protests in December of 2013. It
caught the attention to some organizations that had tried to imitate those fast–food companies'
business strategies. In this strike event, those protesters required to increase the standard of
minimum wage in this fast–food industry. The reason why those workers appeal to increase their
wages is that their salaries cannot afford their daily expenses. Due to this event, organization should
pay significant attention on worker's welfare and requirement, in order to meet the double win
situation. Organization's performance is based on and closely related to individual's performance
outcome, stimulating employee's performances has become the effective factor of an organization.

Are Non-Monetary Rewards in the Workplace Beneficial
Are Non–monetary Rewards in the Workplace Beneficial?
Many high performance companies understand the importance of offering awards and incentives
that recognize, validate, and value outstanding work. They help keep the employees motivated and
productive, and are effective methods of reinforcing company expectations and goals. When the
management of a department gets together to put an incentive program into place, they have to
decide which awards are worth the effort. They also have to consider the perceived value of earning
the award, as well as the effort that is required to earn it. Management and employees may perceive
non–monetary incentives to be more valuable than the retail value of the award in cash. Non–
monetary rewards in ... Show more content on Helpwriting.net ...
According to research performed by Allen and Helms (2002), they confirmed the importance of
regular expressions of appreciation by managers and leaders to encourage behavior of employees to
reach strategic goals. Developmental opportunities, such as being assigned to special projects, can
also be a powerful form of non–monetary recognition. Being chosen to accomplish a company
initiative is motivating. It helps employees gain new skills and experiences, demonstrates trust in
their abilities, and adds variety to an individuals work.
Successful Recognition Janet Wiscombe (2002), an associate editor of Workforce, stated that
compensation is a right and recognition is a gift. To successfully recognize employees, emphasize
on the success instead of dwelling on the things that went wrong. Deliver recognition and reward
openly and publicly. Give recognition in a personal and honest manner. Tailor the recognition and
reward to the unique needs of the people involved. Timing is crucial, so contribution should be
recognized throughout a project. Reward contribution close to the time when an achievement is
realized, since delays can weaken the impact. Strive for a clear, unambiguous, and well–
communicated connection between accomplishment and reward. Make sure people understand why
they received an award and what criteria were used to determine it. Also, recognize recognition by
recognizing the people who recognize others for excellence. Non–monetary

Reward and Recognition
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 ................................................ ... Show more content on
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Agencies should develop procedures for employee recognition awards to enhance good employee
relations, develop programs that raise morale for all employees in the agency, and improve agency
and state government operations. Agency Heads are encouraged to: § § § Develop a plan for
employee recognition programs that links with the agency's mission and goals Allocate resources to
implement the programs and provide internal training for the programs Promote and serve as an
advocate for agency employee recognition programs
3 DHRM 01/30/2001
RECOGNITION/REWARD
Employees not only want good pay and benefits, they also want to be valued and appreciated for
their work, treated fairly, do work that is important, have advancement opportunities, and
opportunities to be involved in the agency. Recognition and rewards play an important role in work
unit and agency programs to attract and retain their employees. It is the

Extrinsic Motivators And Interactive Rewards
Student Name: Student Number: Lecturer's Name: Unit Code: Unit Name: Assessment Title: Due
Date: Date of Submission: Extension Details (if applicable): Word Length (excluding list of
references):
INTELLECTUAL PROPERTY STATEMENT I certify that this assignment is my own work and is
free from plagiarism. I understand that the assignment may be checked for plagiarism by electronic
or other means. The assignment has not previously been submitted for assessment in any other unit
or institution. Name: (Please print) Signature: Date: Research Title:
Extrinsic motivators and interactive rewards: How does the use of extrinsic motivators, such as an
online rewards system, improve on task behaviour? ... Show more content on Helpwriting.net ...
This research aims to determine how the use of extrinsic motivators hinders or enhances 'on–task'
behaviour, particularly during the last hour of the school day. The data collection techniques will be
that of a mixed method approach, combining quantitative and qualitative data analysis
methodologies.
Research Question
Does the use of 'Class Dojo points' improve on task behaviour in the last hour of the school day in a
grade 3 classroom? Rationale:
This research project will focus on classroom reward systems and their effect on 'on task' behaviour
in a grade 3 classroom. This research is important because there is much debate in the education
world as to the effectiveness of extrinsic motivators as all students respond differently to different
behaviour management techniques. This research project will provide me with insight into how a
formal reward system improves or worsens on task behaviour, with a particular focus on the last
hour of the school day. This research focuses on the National Priority Area of "classroom
management" as well as Graduate Teaching Standards 4.2 "Uses positive reinforcement to promote
learning" and 4.6 "Manages challenging behaviour". The literature indicates that the most popular
viewpoint is that extrinsic motivators have a damaging effect on intrinsic motivation. While there

Managing Employees Through Performance And Reward
Managing Employees through Performance and Reward
By Afsar Ahmed
Table of Contents
Introduction 2
Importance of Reward Management 2
Formulating Effective Reward Policies 3
Relationship between Rewards and Performance 4
Conclusion 5
Questions to be asked by Audience 6
Question 1 6
Question 2 6
References 8
Introduction
Employee management is a key concept for organisations this is because it helps them to achieve
goals and targets. It is noticed that reward management serves as the major strategy that is used by
the human resource management in order to attract and keep hold of competent employees. In
addition to this the method, also is the means of developing the performance of employees as it
involves implementing ... Show more content on Helpwriting.net ...
According to Kehoe and Wright (2013) the reward frameworks are exceptionally pivotal for an
organisation and it entails frameworks, projects, and practices that affect the activities of people.
The motivation behind rewards frameworks is that it provides a methodical method to convey
positive outcomes. The reason of this system is to give a positive outcome for contribution to deliver
constructive execution.
Moreover, with the help of reward frameworks it would be easier for the Human Resource manager
to implement effective reward policies and it might comprise diverse types of recognition,
advancements, reassignments, non–money related rewards for example vacations etc. Imran et al
(2014) stated that when workers surpass their objective or surpass their standard they must be
remunerated promptly as a process for motivating them. By doing this, representatives directly
connect the prize with conduct and higher performance they have achieved. Also, the effective
reward framework must concentrate on the positive feedbacks as well as uplifting response
energises the desired method in companies. This wishes representatives to take constructive actions
encouraging rewards as reward projects must be legitimately defined in the company to support
positive conduct, this leads to higher

Reward Management
Effective Reward Management "Effective reward management is critical to organizational
performance." Effective reward management, as a system, is the most powerful tool available to
reinforce organizational values and translate them into employee actions (read behavior). Here, the
'organization' does not only refer to a business structure, but any institution (or activity) that
involves people working together, and requires their voluntary contributions in order to operate
successfully. Whether it is a school, a hospital, an NGO, a government agency, a political party, or a
religious foundation, all require a matrix through which the performance of its individual members
can ... Show more content on Helpwriting.net ...
Furthermore, Schuler and Jackson (as cited in Esteves & Caetano, 2010) state that the focal point of
success of companies today is centered on the effective use of human resources. In today's
knowledge–based economy, innovation has become the principal source of competitive advantages
in global business; the success of firms now depends more on their intelligence capability – such as
employee creativity – than traditional material assets (Amabile et al., as cited in Zhou, Zhang &
Montoro–Sánchez, 2011). The creative capability of individual and collective knowledge workers is
the fuel that powers innovation in firms. While creativity leads to the production of new and useful
ideas in any domain, innovation is the successful implementation of those creative ideas within an
organization (McLean, as cited in Zhou, Zhang & Montoro–Sanchez 2011). In highly dynamic
business environments, innovation and creativity have become crucial for creating competitive
advantages for the firm. People are the most vital resource of an innovative organization, and all
innovation–based firms, in order to succeed, have to learn how to manage, motivate and reward their
people (Gupta and Singhal, as cited in Zhou, Zhang & Montoro–Sanchez 2011). Various
experimental studies indicate that higher economic compensation correlates positively with
increased innovative behavior by employees (Eisenberger., Cameron and

Reward Systems
Introduction
Reward Management (RM) has been defined as the distribution of monetary and non–monetary
rewards to employees in an effort to align the interests of the employees, the organisation, and its
shareholders (O 'Neil, 1998). In addition O 'Neil (1998) also suggests that a RM system can serve
the purpose of attracting prospective job applicants, retaining valuable employees, motivating
employees, ensuring legal requirements relating to direct and indirect rewards are not violated,
assisting the company in achieving human resource and business objectives, and ultimately assisting
the organisation in obtaining a competitive advantage.
Various conflicts in the RM system can affect the benefits that can be obtained. It has been argued ...
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The fourth criterion is to ensure that the system is integrated with all other HRM functions, and that
the employees can control and influence the performance outcomes. Communication of the system
is the fifth criterion, the system, its objectives and the rewards must be effectively communicated to
all participants. The final criterion is that the system must be evaluated on a regular basis to ensure
the objectives and returns are being achieved. In addition RM has strong links with the following
Human Resource Management (HRM) functions; job analysis, recruitment, performance assessment
and union management relations.
As stated by Lawler (2002) individual based pay should be used to reward persons for their skills,
knowledge and competencies relative to their external market value. Multiple pay for performance
approaches should be used as rewards. Reward systems should be tailored to fit the characteristics
and requirements of the individuals that an organisation wishes to attract and retain.
Reward Management in the subject organisation
The subject organisation is a national company which was formed in 1976 and has thirteen branches
throughout Australia. The core business activities are the importation, sales, hire, and spare parts
backup of various types materials handling and mobile equipment throughout Australia. In addition
the company is also a national fleet management service provider. The company employs

Aflac Inc. ‚Äì Reward and Performance Practices
Aflac Inc. – Reward and Performance Practices
Abstract
Through rewards and recognition programs, organizations seek to find ways to motivate their
employees with hopes of receiving better job performance, better job satisfaction, and lower job
turnover. Aflac has developed a corporate culture that has been devoted to keeping its employees
well cared for on an ongoing basis. With more than 4500 employees in the US, Aflac have
consistently been recognized as one of the best and most ethical companies to work for in corporate
America. Aflac's reward structure is considered a performance base structure that focuses on
recognizing and rewarding their employees. Rewards are given based off of individual
performances, team ... Show more content on Helpwriting.net ...
AFLAC believes in always motivating its employees to achieve their goals on a daily, weekly, and
monthly basis. Pat Patterson, manager of employee communication for AFLAC, states that," It's
continuing and ongoing. Employees have to know that daily, not just once a year that we think
they're significant. It wouldn't be worth anything if once a year were the only time ."
Monetary Rewards
Research shows that monetary reward programs play a big part in attracting and retaining top–
performing employees . Items such as base salary, short and long–term incentives, health, welfare,
and retirement benefits are all items that AFLAC offers its employees. In addition to these, there are
also several incentive awards and contest available to AFLAC employees that offer monetary
rewards based off of performance. However, AFLAC also offers monetary rewards based off of
service. For example, AFLAC Way Honors is a recognition program that is tied to the company's 15
basics of customer service . This is a program where colleagues are encouraged to nominate other
colleagues based off of that colleagues use and understanding of the 15 basics of customer service.
Mangers approve and set the award value in point which can be redeemed for merchandise.
Another program known as, The Spot Award, allows managers the opportunity to reward employees
who they see extending him or herself beyond the normal concerning helping a customer or
colleague. The Spot Award along with a pair of

Intercultural Employee Motivation And Rewards
B673I A03: M3 Assignment 2
Syed M. Kazmi
Argosy University
Professor: Dr. David Rall
Module 3: Assignment 2 – Intercultural Employee Motivation and Rewards
March 11, 2015
According to (Olve, Roy and Wetter , 1999), it is important to understand motivation and cultural
influences to define reward system. It is essentials for a meaningful and measurable reward system
to motivate employees and to provide opportunities for professional development. Meaningful
reward system is a prospect for management to highlight the accomplishment during the specific
time period. It is essential to understand the perception triggered by culture, generation gap, and
exposure individual might have to comprehend the reason behind reward system. (Olve et al., 1999)
argue that reward system ought to be measured based on good intention and work shown by an
employee during specific time period at the current position. The organizational culture and diverse
work force impose some challenges for mangers to select the right form of reward system. The
objectives and goals should be measurable and on clearly defined expectations by supervisor and
human resources. The ratings for each objective in performance appraisal should narrate conclusive
and measureable results.
Baron (2000) argues that within performance based reward system the anticipated developmental
goals should be based on the expected needs of employee and organization. This portion of the
performance appraisal highlights

Essay On Total Rewards
Depending on the job, benefits can differentiate a, by attracting top talent. The days are diminishing
when employees feel that traditional benefits will do justice. Employees who offer success, want
more than the typical health insurance and retirement savings plan. Different workers want and
different things out of their benefits, which is why companies need their benefit package a bit more
tailed–made, to meet the need of all employees within the company. According to Rose Stanley, a
total rewards practice leader, WorldatWork, the non–profit human resources association, says
companies must try to tailor those offerings in a way that addresses the needs of their workforce but
at the same time keeps costs in line. Employers who can afford ... Show more content on
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Equity compensation is fundamentally non–monetary pay that represents ownership in a company.
This type of compensation method can include various options, stock, and performance shares. The
equity based reward system enables employees to benefit in the organization's profits. This reward
program supports the placement of employee financial interest, in comparison to the business,
enticing employees to well invested in the company's future. Basically, the value the company holds,
and its stocks will rise due to employee performance, which allows employees in return reap the
benefits in the future. Equity–based rewards is effective in various ways. Employers who do hold
stock, will gain a greater connection with the company versus just being a shared owner. With time,
this may give employees authority to acquire control, once working for a company for a long period
of time. When this option is applied, employees eventually gain the right to regulate this type of
compensation. A, even greater reward for the company, is that it reinforces their decision to stay
with the company long–term. Although, employers may use this reward tactic to attract and retain
key players, however, when there is not much talent to choose from, it can also provide concrete
commitment. Differed from equity based reward system, some employers may use a more creative
approach when designing a benefit package. Some employees may not yet, realize the benefit of
earning a

Hrm 533 Total Rewards Strategy Proposal
Abstract
This paper is provided to create, organize, and manage a total rewards program for an insurance
company. First, it indicates the requirement of a total rewards system for the company. Then, it
formulates a competitive strategy and explains it. Since the communication of a strategy is as
important as the strategy itself, the paper includes a communication plan of the strategy. And last but
not least it studies devising a competitive pay structure.
1. Create a brief overview of the company requirements for a total rewards system.
Company A is a holding company that provides financial protection, insurance and asset
management services that employs 20,000 employees in 17 different countries in Europe, North
America and ... Show more content on Helpwriting.net ...
* have employees who value individuals and their diversity, respect others and openly share
information, knowledge and views to help colleagues succeed. * act in line with its values of
professionalism, innovation, pragmatism, team spirit and integrity.
2. Formulate a total rewards strategy to encompass the fundamentals of compensation and the
regulatory environments.
A well–articulated compensation philosophy drives organizational success by aligning pay and other
rewards with business strategy. It provides the foundation for plan design and administration and
anchors current and future plans to the company's culture and values (Kaplan, 2006, p.32).
Recognizing and rewarding achievement is the cornerstone of the company A's compensation
philosophy. The mission of the company is to attract, select, place and promote all individuals based
on their qualifications. The company believes that performance–based compensation helps attract,
develop and retain talented professionals. In addition to base pay which based upon local market
conditions and targeted to be above market, the company provides the following types of potential
compensation to reward performance: * Annual Merit Increases (all exempt and nonexempt salaried
employees are eligible) * Annual Promotions (all exempt and nonexempt salaried employees are
eligible) * Annual Spot Bonuses (all exempt and nonexempt salaried employees are eligible) *
Short–Term Incentive

Geico Total Reward Package: A Case Study
Introduction Total reward packages are designed to attract the potential employee to all the benefits
the organization has to offer. The packages focus on health, financial options so the employee and
their families can full their dreams and live life to the fullest. This paper will discuss a case study
called Geico. It will include information about the Geico total reward program and how it lines up
with the five top advantages of a total reward package. The five benefits are increased flexibility,
improved recruitment and retention, reduced labor costs/cost of turnover, heightened visibility in a
tight labor market and enhanced profitability. Then, construct a plan for ensuring that the Geico plan
talks about all the benefits. Assess the ... Show more content on Helpwriting.net ...
There is also training that assist the employee to enhance their current job skills and or to advance
them to the next level within the organization. The organizations have scholarships that are awarded
to kids that are applying for college. They also have their own school called Geico University. This
school has classes that benefit the employees looking to acquire new job skills and those that want
to pursue other careers ("Total Reward Program", 1996–2016). Financial and retirement benefit
through Geico insurance are 401k. This is a plan where the employees can elect up to 6% of the
salary and the employer will match whatever they opt for. This used towards their retirement. Then
there is flex spending account which again the employee can elect how much money they wanted to
purchase that can be used towards medical or dental expense and it is usually payroll deducted
("Total Reward Program", 1996–2016). They have their own Credit Union that provides discounts to
the employees. They also provide life and accident insurance. These are discounted for the
employees as well ("Total Reward Program", 1996–2016). Geico Rewards that Line Up with Five

Designing a Reward System
"Designing a Reward System"
Tiffany Hautau
Rewarding and recognizing employees is a ticklish business. It can motivate people to explore more
effective ways to do their jobs – or it can utterly discourage such efforts.
Here are a few tips and traps:
Establish a clear link between what people are rewarded for and the organization 's priorities. Does
everyone see and understand the relationship between their improvements and financial rewards?
Too many profit–sharing plans, for example, are disconnected from daily work. The effect of cost
control or customer satisfaction efforts on the bottom line is so fuzzy that it 's meaningless.
Be careful when offering money or recognition for employee suggestions. This can lead to conflict
... Show more content on Helpwriting.net ...
Praise/recognition from supervisors – Praise and recognition from supervisors is consistently found
to be among the most important motivators. Employees want to be recognized and feel their
contributions are noticed and valued. It is important that supervisors recognize the value and
importance of sincerely thanking employees verbally and/or in writing for their specific
contributions.
Professional growth and development opportunities– Supervisors may provide employees
opportunities to participate in educational programs or other activities that will expand their
skills/knowledge . Employees benefit by developing new skills, and the institution benefits from the
additional expertise individuals bring to the job. A recent survey found that 87% of responding
workers viewed special training as a positive incentive, and it appeared most meaningful to
employees with postgraduate education.
Paid Leave – Supervisors may award employees up to 32 hours of paid leave annually in recognition
of meritorious performance .
Progression through the salary range – Employees may receive salary increases to recognize the
attainment of new and/or the enhancement of existing skills/competencies or for assuming increased
responsibilities within the scope of the current position. The salary increase represents a progression
through the salary

Reward and Motivation Essay
The purpose of this paper is to write about roles of reward systems in the 10th Security Forces
Squadron (SFS) located at the United States Air Force Academy. I will discuss whether I believe in
the current reward system and whether the reward system motivates employees to achieve the unit's
organization goals. Moreover, from my opinion, I will discus whether employees are satisfied with
the current reward system and what I would do to improve the current system to make more
effective.
Currently, the 10th Security Forces Squadron has many reward systems in place. One of which is a
100 percent tuition assistance program (TA) for all active duty military members who attend college.
Tuition assistance helps ... Show more content on Helpwriting.net ...
Therefore, their flight chiefs will look at the employee's uniforms, dress appearance, hygiene, and
work performance to evaluate who will get an extra day off. This type of reward systems has
worked very well within the unit; it has worked so well that the operations section is now rotating
every Friday off for each employee, so that every person that works in operations will get one
Friday off a month.
This fringe benefit has boosted flight work; customer service throughout the Air Force Academy,
increase work production in the office and the quality of work has improved.
Personally, I believe in both TA and extra time off without being charged for leave. TA has proven to
help people meet their dreams in life with completing a college degree. Military members that really
want to go to college regardless of who is paying for the bill will attend and complete the degree
program. Younger members of the 10th SFS need to realize that nothing come free in life and what's
worth working hard for regardless of the costs is worth having. Those military members, who
sacrifice regardless of what TA pays for, will get ahead in life and in their Air Force careers.
The fringe benefit of time off is AWSOME! Once the 10th SFS established the criteria on what a
person needs to do to have

Extrinsic Rewards
Week four discussion board requires an answer to three questions. First, distinguish between
extrinsic and intrinsic rewards. Second, explain the four building blocks of the intrinsic rewards and
motivation. The final question is how does your organization motivate and rewards their employees
with examples. According to our assigned MBA 6000 book, extrinsic rewards are financial,
materialistic and social. Intrinsic rewards are psychic rewards because they are self–granted. The
four building blocks of the intrinsic rewards and motivation are, leading for meaningfulness, leading
for choice, leading for competence and leading for progress. Leading for meaningfulness is when
managers inspire their employees and model the way. Model the way is how a leader can show how
to act in order to reach a desired behavior. An example of this would be wearing the uniform
properly while maintaining a professional image. Leading for choice is where managers delegate a
task and empower their employees. An example of this would be assigning a subordinate a project
where they can learn new skills while adding success to their resume. Leading for competence is
where ... Show more content on Helpwriting.net ...
One of the extrinsic awards I used was in awarding my best recruiter with an Air Force football
helmet in a glass case. The helmet also had little stickers that represented the number of people
recruited. Another reward was a two handed sword replica with wall mount and engraving marking
the achievement. For intrinsic rewards, I recognized my employees with sincere praise and the
delegation of a training task. For example; when one of my recruiters nailed a classroom
presentation I would have that recruiter put together a presentation for the rest of the recruiters. This
definitely had a positive effect as each person wanted their time in the

Effective Reward Management is Critical to Organizational...
Effective reward management is critical to organisational performance
Being rewarded and recognised for their work or contribution is what keeps an employee motivated
to work towards achieving the organisational as well as personal goals. When the employees is
motivated by rewards, they will have job satisfaction consequently increasing the productivity of the
organisation. It necessitates the need of managers to pay more attention in understanding their
employees and come up with suitable types of reward systems for the organisation so that the
employees are intrinsically and extrinsically motivated all the time. The hypotheses that I put
forward here is to support this statement that effective reward management is critical to ... Show
Forrest (as cited in Donovan, 2008) says that before putting any motivation programme together, an
employer should profile the target audience in terms of age, gender & interests and should also
ensure that the rewards it offers will appeal to any individual.
As cited in Zhou, Zhang & Montoro–Sa ́nchez (2011) reward management is a key function in HRM
systems in modern enterprises, playing an important role in attracting, retaining and motivating
employees (Milkovich and Newman, 2004). Furthermore, Schuler and Jackson (as cited in Esteves
& Caetano, 2010) state that the focal point of success of companies today is centered on the
effective use of human resources.
In today's knowledge–based economy, innovation has become the principal source of competitive
advantages in global business; the success of firms now depends more on their intelligence
capability – such as employee creativity – than traditional material assets (Amabile et al., as cited in
Zhou, Zhang & Montoro–Sa ́nchez, 2011). The creative capability of individual and collective
knowledge workers is the fuel that powers innovation in firms. While creativity leads to the
production of new and useful ideas in any domain, innovation is the successful implementation of
those creative ideas within an organisation (McLean, as cited in Zhou, Zhang & Montoro–Sa ́nchez
2011). In highly dynamic business environments innovation and creativity have become crucial for
creating competitive advantages for the

Reflection On Reward And Punishments
For the past five weeks, I have embarked on a journey to change a habit that has stuck with me my
whole life. The behavior modification project was something that took insane amounts of self
discipline and restraint. But amidst all of the trials, I managed to accomplish the goal I had set out
for myself. To begin, we had to choose our habit. This part alone took a lot of self searching to find
something that I had the motivation to change. So, the habit I chose was biting my nails. I have been
biting my nails for as long as I can remember. It got to the point where I would bite them down so
far that they would begin to bleed and get infected. As I grew up, my habits lessened a bit, but it was
still a habit that seemed impossible to change... until now. After choosing my topic, I laid out my
rewards and punishments. Considering how busy I am, I knew from the beginning that it was going
to be difficult to follow through with both reward and punishment. However, I tried my best to
follow through with any punishment regardless on if I had the time to carry out my rewards. I
planned out my contract complete with a chart to map out my progress each day. Then, the hard part
arrived, the actual work. Week one was definitely the hardest week to stick to my goal. The goal for
that week was to only bite my nails every other day. Therefore, I was only allotted a grand total of 4
days to indulge in my habits. This was extremely difficult, but I managed to accomplish my goal.
But even from

Recognition and Reward Paper
CORPORATE LEADERSHIP COUNCIL® MARCH 2006 www.clc.executiveboard.com
LITERATURE KEY FINDINGS Creating an Effective Reward and Recognition Program Key
Finding 1: Approximately 90% of companies maintain some type of reward and recognition
program. The majority of companies use these programs to create a positive work environment,
improve employee morale, and motivate high performance. Research suggests that when designed
and implemented properly, reward and recognition positively affects an organization's bottom line.
The Majority of Companies Maintain a Reward and Recognition Program According to a 2003
survey conducted by WorldatWork and the National Association for Employee Recognition
(NAER), the majority of companies maintain ... Show more content on Helpwriting.net ...
Recently published literature reveals that there are several key components of any effective reward
and recognition program. Multiple authors argue that programs missing any one of these key
components will, at best, fail to engage employees, and at worst alienate employees. In fact,
according to Bob Nelson, the author of 1001 Ways to Reward Employees, some forms of awards
can hurt organizations by promoting a culture of entitlement. Additional research reveals that
programs that are impersonal or reward too few people may alienate employees. These key 14,15,16
components and case examples of their influence are detailed below: 17 SSMART REWARDS Jim
Brintnall, author of What Make a Good Recognition Reward?, uses the acronym SSMART to advise
employers how to design an effective program. The acronym is detailed below:17 Supports
Organizational Goals and Values Sincere and Simple Meaningful Adaptable Relevant Timely
Component #1: Link Rewards to Company Strategies and Goals Reward and recognition programs
must connect the needs and expectations of the workforce with the company's overall goals and
strategies. A program that reinforces important company values and goals will encourage employees
to act in line with such goals and emphasize the importance of achieving these goals. Alternatively,
rewards which do not connect with organizational goals may convey a misleading message and
encourage employees to act in a manner that does not facilitate the

My Rewards In My Journey
. My life can be described as action filled and interesting just like Joseph Campbell's who was a
scholar who studied mythology for many year and eventually came up with a concept for a hero and
his journey, which states that all heroes come across many stages throughout their journey and each
stage benefiting towards a reward. Although many of my moments have not been a heroic act or
something worth being in the newspaper about, I have had some amazing times and journey
throughout my 14 years and have had many leaders and people that help me. In my life, everyday is
a journey and I have had many big and small rewards that I have had from small moments in my
journey. My journey is like Joseph Campbell's due to the fact that I have left my ordinary world and
have left my comfort zone while being reluctant to do so. Many of my tests and battles have come
before my big rewards and have helped me get to where I am now. As my life continues I ... Show
The people and leaders in my life have helped me to be strong and continue to serve and due to that
I have gained many rewards such as being noticed and recognized for helping others and doing what
I do. When I help others and try to make the community a better place I know I will get rewards and
people will recognize me for my actions and hard work. In the classroom is also an important role
for me getting noticed because, without good grades and teachers I wouldn't get as recognized
because I need to also get good grades for college and that the community will understand my
school efforts. All of the duties I do will help me in the end to be a better person, which is what I
strive for as a reward because I know if I am more joyful and a better person I have had
improvement to what I do and over my journey I have became and better influence and

Reward Management System

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