CHAPTER 3
THEORETICAL BACKGROUND OF THE STUDY:
Employee rewards and recognition (also referred as staff appreciation) isthe acknowledgement and appreciation of an employee’s contributions towards an organization.There are multiple elements present in the employee recognition, and variousmethodsmake the deliveryof those elements to individuals and teamsin an effective way.
Although rewards are commonly given by managers or supervisors, the act of giving recognition is not the exclusive effort of management. Even the peers, clients and customers of the organization can give the Recognition.
Employee engagement
Organizations across the worldknow that there is a need and requirement to improve the employee
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H2: Non – monetary rewards are positively linked to organizational performance
H3: Monetary and non – monetary rewards are positively linked to organizational performance
TYPES OF RECOGNITION
Top – Down Recognition
The employee’s superiority, their most valuable contribution towards the organization is witnessed in a top-down employee recognition system method. There are various types of top-down recognition. Some of them are:
Years of Service Award
The employee’s continued contribution towards an organization over a periodcould be recognized by awarding ‘Years of Service’ award at regular intervals, or milestones. ‘Years of Service' award does not often involve financial reward. The common awards include: plaques, engraved pens, or group greeting.
Employee Appreciation Day
This Day can be called as a semi-formal holiday. From past 20 years, other companies have embraced the unofficial holiday by paying homage to their employees on the first Friday of March.
Organizations aregenerally known to celebrate the Employee Appreciation Day with small company-funded events like barbecues, or small office parties. Extra financial compensation is not an element of Employee Appreciation
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This is achieved when it has got the most potential for impact. The more time it passes, the less associated the contribution becomes with its recognition.
Frequent
Recognition is more effective when it is given frequently. Employees make many contributions throughout a single week. Failing to provide regular feedback will eliminate the opportunity for those contributions to be appropriately recognized and rewarded. If frequent recognition increases the likelihood of an employee feeling undervalued in their role.
To illustrate this point, let's look at another example:
Rashad does a superb job, day in and day out, but his excellent work gets recognized only once in a year, or once per quarter. This recognition's impact will be severely diminished.
If Rashad is recognized on the spot for only one of the contribution he makes each quarter, countless contributions will go unrecognized and unrewarded. This provides him little to no external incentive to continue working at that level.Frequent recognition helps in encouraging the employee like Rashad to continue putting forth a consistently exceptional effort, by providing a consistent reminder of its
Total rewards and compensation is the key component for all companies across every industry. Total rewards and compensation can either make a great company or deteriorate a great company. Tangible direct rewards, tangible indirect rewards, and intangible rewards are the three components to total rewards and compensation. (Valentine, 2014, pp. 368) Tangible direct rewards compose of base pay and variable pay.
Memorial Day can be considered as one of the Federal Holidays, which is celebrated in the memory of thousands of militants who died for the country. People in every corner of United States celebrate the Memorial Day. They also consider it as a good day to stay away from the hectic work schedule and go for a good cookout. However, the primary objective of having a Memorial Day is to honor and recognize all the sacrifices that have been done by the military veterans, who are alive or dead.
All rewards will include both monetary and public recognition. By providing average level performers both nonmonetary and monetary rewards at each level will make use of social pressure to motivate those still not
What is an American? Americans,there really isn’t any one way to describe an American. All the people in this country are so different in so many ways. Although there are many stereotypes that call all Americans lazy, obnoxious, rude, stupid, racist, gun-lovers, etc. even though that it does describe some Americans, it cant be applied to most of them.
The culture of Mexico has changed a lot over the last few hundred years and has Affected the whole country. Most Mexicans live in the cities, but more remote rural Communities still have large impacts in defining the countries colorful communities. Mexico is the 14th largest country in the world, according to the “Central Intelligence Agency’s World Fact book”. The country consists of multiple ethnic groups. The mestizo group makes up almost sixty percent of the country’s population while nine percent is white.
Employees are encouraged to bring ideas forward, to participate in community events, and to feel that they are making a positive impact within their community. “Our team of highly engaged associates makes us one of Fortune Magazine 's "100 Best Companies to Work For. " There is a wealth of research that shows a link between high engagement and opportunity for personal development. We believe that CarMax 's strong history of growth from within supports
For example, Walmart offers personalized gifts, vacations, theatre or sports tickets or gift cards to reward employee-of-the-month. These nonmonetary awards are very effective because it can make employees feel appreciated for their effort and contribution while underscoring a company value at the same
Process and tools Target Corporation uses tolls and process for product safety and quality assurance. The company assesses a program for risk –based product safety and quality at every stage in the product life cycle, from development through the life of brand product. Target global team implement a program across 36 countries and 2228 factories producing target product, during the process will require independent third-party testing to validate safety and quality before the guests purchase product. the vendor in the company are expected to employ best practices, including clearly defined and well-documented manufacturing and quality processes including staff training , and record keeping. What does the TC required to do the job?
If the organisation succeeds with setting a goal that all the employees in the group feel that they want to contribute to and that they together with the group are able to achieve, the organisation can with help of group rewards decrease unhealthy competition. We believe that group based reward system are a way to organisation to implement team spirit as a part of the workday. The most expressed advantage with using a team based reward system is that it promotes cooperation between the employees in an organisation. One common reason for an organisation to choose to reward on a group level can be because if the work is being done in group it is easier to reward the group as
The total rewards package is included 6 categories which are let the employees understand their pay, providing them good health benefits, giving them opportunities to upgrade themselves likes learning training, offering them a time off, providing them financial benefits and some extra special benefits like employee discounts. Not only that, Walt Disney Company rewards its employees regarding their performance and hard work. According to the employees’ good results, it indicates that there is a positive effect in Disney Walt Company as the employees
The performance appraisal system is used to measure and develop the employee performance. It helped in the standardization within the organization, improve open communication among the employees and employer, it has developed and improve the due process within the organization (R. Mondy, 2010). 360-degree feedback has increase transparency among the employees as they receive their feedback among themselves that has brought out a high impact to the employees behavior and performance. According to Wadhwa, (2011) 360-degree feedback offers a huge and broader perspective of employee performance, as it doesn’t rely on one source feedback
However, a cheaper alternative would be to sincerely hold workers’ appreciation day every year. Workers of exemplary performance would receive employee benefits in the form of paid leave or extra percentage of wages for the year. A more effective method is to tie the workers’ wages with the performance of the company. Showing appreciations to the workers would effectively build the motivations of the workers. While tying their wages with the company’s performance would improve their efficiency.
Employee engagement is a role the employees play in creating a resilient environment for the organization. Employee engagement means that workers are committed to their jobs and switched on at work. This role consists of Career contentment- employees are content with what they are doing, Feasible management- workers display leadership qualities and become more innovative. This encourages resilience as employees are problem solvers and more innovative. " Tesla encourages employee engagement by creating a dashboard that conveys results from a valuable anonymous internal survey that let workers share reviews and concerns to better understand employees.
CASE STUDY REPORT # 2 HBO COVER PAGE Case Study Title: Spooked by Computers Name: Adela C. Prado Date of Submission: April 12, 2017 EXECUTIVE SUMMARY The Pasig Arts Patrol, a business that had five (5) full-time employees, including Ms Suzanne Espiritu, Executive Director, the Head of the Office and Mr Martin Abella, Office Coordinator. The business ran smoothly but hires as many as six part-time workers to augment the needed services specially month before Christmas.
That is, in general, employees can be the best resource for supporting and promoting the image of an organization (Belasen, 2008) by the interactions they have with the outside world (Bromley 2001 cf. Moizer, García Benau, Humphrey & Martinez, 2004; Hatch & Schultz, 1997; Hinings & Malhotra, 2008). The image is reflected by the attitude of employees, their presence and manner of communication with the stakeholders (Miles & Mangold,