Designing_a_Reward_System

Designing a Reward System Ben Licon Axia Collage of University of Phoenix HSM 220 February 22, 2011     The way of an efficient worker incentive program within human services organization must include things in order to be adequate by means of the supervisor and workers, recognition and incentives give people something to strive for also for you to show your appreciation for their hard work and its important in all forms of work to show recognition and incentives. The benefit of doing this is invaluable. Reward systems could be formed by either workers and or supervisor, since cheery workers manufacture positive production atmosphere in order to make the employer happy. An efficient system desires seek items that can be appealing, while working for what produces the employee to be additionally ambitious and doing his good job. The workers are virtually assured to perform extra efficiently in addition of the right motivations in position.     Many companies influence their workers could change the entire company, appropriately determined workers would enhance a company. “Achievement-motivated people are not necessarily motivated by the rewards of success. Motivation is directed more toward accomplishments” (Kettner, 2002). Companies using vulnerable driving force methods will create critical place of work difficulties. Inspiration is necessary for any company to have goals in sight that offer the workers a sense of guidance. It also provides them with a method to evaluate his or hers production and almost impracticable for employers to motivate workers lacking a number of goals. When some goals are noticeable, employers can establish methods to inspire workers in separate segments.     To create the motivation structure that is professional and encourages the chosen program, it is important to act carefully about the incentives and methods used, promise the gratuities that connect to or created on how the workers tasks. “Well-designed work assignments will ensure meaningful work, achievement, and other such intrinsic rewards” (Kettner, 2002). In order to be prosperous, some kind of appraisal structure must be accompanying to bonuses or a variety of motivations. Rewarding an employee’s accomplishment need to be an ongoing business attempt, not just a time or yearly bonus. When the ends of the annually rewards will be wonderful, but one thing must be depleted for the period in the middle.   The fundamental issue when designing an employee reward system is to figure out what everyone wants is to see as a reward. I believe the best way to accomplish this is to use a polling and voting system. This seems to be the best way because all the employees can be able to have a say along with the employers. Seeing a reward system that had something the employees voted for would make them believe important and valued.     The main thing for a reward system is to make sure rewards are given in a timely manner. When an employee’s accomplishment and qualities for bonuses, the supervisor cannot delay one or two weeks to compensate him or her since nobody has anything to observe ahead. The worker should expect to see his reward, when the time is right. The right timing will make the rewards go quickly and the other employees will work agonizingly to obtain his or her individual reward. Financial admissions could ensue as long as it is centered on the workers employment routine and integrity. “Designing a fair and equitable compensation system requires an analysis of the worth and value of each position to the organization” (Kettner, 2002). In particular, after a worker shows up to work on time and is efficient, the employee will receive a raise. Another type of recognition would be a gift card or gift certificate for completing the most work or the employee of the week. Monetary recognition will have employees working hard since everybody could utilize additional income now and in the future.     Appreciation in the method of financial details could compensate every worker minus obtaining to be expensive. A worker receiving rewards daily for simple accomplishments like completing work early or helping others with his or hers work, for example. There may be many other rewards than self gratitude that can be awarded for doing good deeds in the workplace. For example when an employee stays late to help out a coworker, he would receive an award or a gift of some sort.     The employees should have a chance to give awards to their coworkers to make them feel more involved and important. There may be nothing better than receiving a reward from a coworker saying what a good job was done on a project. The employees could make an award for their managers, for what good jobs they do or how helpful and friendly they are. Certificates will be the main choice of these operations, these are inexpensive and can be kept for a long time to cherish and remember.     The quality of an employees work will be recognized by ways of non-monetary or monetary recognition. The quality of an employees work is important, what better way to recognize them than to use rewards. These rewards will be based on job performances that consist of consumer relations and efficiency. They could vary between cash or gifts to gratitude upon the quality of the occupation.     There also can be a need to keep up with other organizations reward plans so the business will not lose any workers to improved fulfilled companies. The companies have to examine different methods to compete and compare whatever they are by means of motivations, the progress of the system the more possible the workers would remain and keep working hard. There would be many businesses that offer more rewards that this business could not even dream of, but the key is to work within the means of the company. Never try over doing the rewards just make them desirable to the employees, see what they want to have.     A yearly analysis can be fruitful for both employee and employer, the employee can discover if he has completed good, and the supervisor could see the equivalent. Several individuals dread the annually evaluation that can come up with an advantage, similar to after an worker is lacking in any field of employment the supervisor can make sure him or her are skilled to do well. Many supervisors want to be aware of his or her intensity and faults, therefore they will better themselves if needed. An evaluation could now and then exist by using incentive methods for the minute a worker performs well upon the annual evaluation, the worker would ensure a reward, and once he or she does not, the worker could obtain the tuition needed.     Bonuses supply incentives intended for the worker to labor his or her greatest. This advertises respectable manners around the workplace, which means the positive impact, will follow them home. Results of a reward program can increase the company’s profits and results. With the use of a rewards program business will do better, and the employees will think better about working there. Motivating an employee to do his job to the best of his ability can be difficult at times. Plans are put in place to help in the motivation techniques that need to be accepted by the employees as fruitful. References Kettner, P. (2002). Achieving excellence in the management of human service organizations. Boston: Allyn and Bacon, pp. 45-56. Aguilar, Omar I (2002) The new role of performance management. Organizational Dynamics. Montvale: Oct 2002., Iss. 132; pp. 1-3 Anonymous. (2001) Rewarding tenure at Egon Zehnder International Human Resource Management International Digest. Bradford: Vol.9, Iss. 6; pp. 11-13 Bartol, M Kathryn, Srivastava, Abhishek (2002) Encouraging knowledge sharing: the role of organizational reward systems. Journal of Leadership & Organizational Studies. Summer 2002 Vol. 9, Iss 1 pp. 64-77 Bradely, Poala (1996) Linking corporate and reward strategies for high performance: The case of the NHS Management Research News. 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