Employee Recognition

Employee Recognition
[pic]
Interoffice Memorandum
|To: |Amanda Baillie, Executive Director |
|From: |Leah Hastings, Office Manager |
|Date: |February 18, 2012 |
|Subject: |Proposal to Develop and Implement an Employee Incentive/ Recognition Program |
Attached is my proposal to establish a program to increase employee performance and morale. Employee satisfaction is of ... Show more content on
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In this economic time, a reduction in employee morale is becoming more apparent. "This downward trend in job satisfaction raises concerns about the
overall engagement of U.S. employees and ultimately employee productivity, retention, creativity, risk–taking, mentoring, and in overall employee
motivation and interest in work" (Heathfield, n.d., В¶5). Companies as a whole are examining methods to increase employee satisfaction.
The chamber is no exception to the decline in morale and productivity. In addition to the state of the economy, the chamber has experienced a high turn
over rate and has recently gained new management and staff members. This affords the chamber with the opportunity to focus on a program to enhance
overall satisfaction.
Benefits and Contributors
The benefits of an employee incentive/recognition program are plenty:
o Employees strive to perform better.
o Net worth of the company increases.

o Employees have a sense of loyalty.
o Employees possess a sense of empowerment.
o The program promotes the exchange of information between employees.
Source: (Churchill, 2012)
Reasons related to job satisfaction:
o "Job Security"
o "Opportunities to Use Skills and Abilities"
o "Organization's Financial Stability"
o "Relationship
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The Pay For Performance Incentive Program
Abstract
The Pay for Performance incentive program is a new program being implemented across the United States to measure the quality of care within health
care organizations. There are both positive and negative aspects of the Pay for Performance program that are based on information received from
organizations who have implemented the program within their organization. The regulations the Federal Government has developed requirements for
hospitals who serve Medicare patients as well as establishing four metrics that are used to measure the quality of the employee. Employees who work
at an organization are given the opportunity to opt out of the Pay for Performance incentive program. This gives the employee the ability to make
decisions on their income potential. Pay for Performance is a new aspect of the health care industry and will be used within the industry to measure
quality of employees for the foreseeable future.
Quality Health Care and Pay for Performance Incentives Pay for performance has been a topic debated for many years in a wide range of
professional settings as a way to increase employee productivity by basing their pay on the quality of the employee's performance. Pay for
Performance used within the medical community is defined as a payment system that offers financial rewards to medical professionals who meet or
exceed specified benchmarks ("Pay–For", 2009). Most approaches adjust the payments to physicians and hospitals on the basis of

Valuable Tips on How to Increase Sales
Valuable Tips on How to Increase Sales
Profitability is definitely what every business strives for and everyone will agree that increasing sales is definitely the best way to ensure that the
business is profitable. Each business sets for itself a vision and an achievable goal. It is with that target in mind that the business commences and on
every juncture always tries to find ways and techniques on how to increase sales. This article will deal with the nuances of how to increase sales and
eventually improve your profitability and presence in today's highly competitive market scenario. You may be on the highway of success or the
business may be faltering a bit, or you may be going through a very lean phase, here is what you surely need, ... Show more content on Helpwriting.net
...
Though your primary focus is on how to increase sales and ultimately to close a call, keep in regular touch with clients and prospects. Keep the client
or prospect informed about recent updates on the product, the new services that have been added, changes being planned for the future and the like.
Today the online business is booming and as we understand how to increase sales, it has become important to think in that direction too. Try to delight
your customer and offer him all that he needs to take that step of buying your product. Offer testimonials, success stories and appreciations received
from other customers on your online sites. Provide articles related to your product and news in that sector on a regular basis in your website.
Answering the question, how to increase sales; customize your products to suit your target audience. If you are targeting a large audience, you may
change the packaging to suit kids and adults. When you think of consumer products like toothpastes, initially they were just those that catered to adults.
Slowly, different flavors, toothpaste dispensers with cartoons for boys and girls separately, so much of improvisation began to engulf this sector.
You can try customer rewards programs such as discounts on additional products purchased, special offers, referral incentives and bonuses and the
like. You may also try a buy one get one offer or offer a free gift since these kinds of incentives spread through word of mouth

Operations Management's Incentive Programs
Incentive Programs And Their Effect On Operations Management In spite of numerous assertions concerning the putative significance, there has been
small experimental appraisal of incentive stipulation for workers. Because it is assumed that the interests of workers and their employers are not all
the time equal, a grand conceptual literature has accentuated how firms map compensation agreements to persuade employees to work so as to obtain
the firm's desired objectives. Like the piece rates, efficiency wages, options, promotions, profit sharing, discretionary bonuses, deferred compensation,
and others. There is an assumption that people acknowledge to agreements that compensate performance. Thus, to state whether or not the agreements
look like the theory of forecasts. Firms give incentives to workers by way of the compensation applications of firms, circuitously observing,
assessing, and agreeing, and applying various gadgets to put in line the objectives. A few workers like the employees that work in the sales
department are principally rewarded due to their pains by way of clear–cut agreements that link the rewards to espied standards of performance. While
it is also observed that other employees are rewarded but not on the personal standards of performance in contrast on more combined standards. These
standards may be like the one having the profit–sharing attributes. Nonetheless, various employers abstain from the operation of clear agreements,
favoring to reward

Airport Air Service Incentive Programs
k. than 1% of national system delays or one that has been identified as a currently congested airport or future congested airport in specified FAA
national airport capacity studies. For congested airports, the 2008 amendment provides for the following:
Confirms the right to establish a reasonable, properly structured peak and off peak fee system so long as total revenues do not exceed allowable costs;
Permits a congested airport to increase its fees to subsidize FAA designated secondary airports in the system, and thereby encourage the use of the
secondary airports, provided that total revenues do not exceed allowable costs of the airport system;
Permits a congested airport to include the capital costs of project under construction in its rate–base for fees charged during periods of congestion if
doing so would relieve or avoid current congestion. Permitted costs are limited to those actually incurred and future charges for the project once it is
operational must be reduced by the amounts charged during construction.
l. Air service Incentive Programs: A Sponsor may grant reasonable and not unjustly discriminatory discounts or fee waivers included in an air service
incentive program. Requirements for a permissible program include, but are not limited to the following:
The program must have well–defined criteria and be open to any carrier or service meeting the criteria;
Incentives for particular service must be limited in time, with the maximum duration depending on the

Herman Miller. Essay
Herman Miller: Role Model in Employee and Environmental Relations
Case Summary and Questions for debate
The company had been a model for almost 70 years – until the 1990's
EMPLOYEE RELATIONS
Used as example of superb employee relations in business text books like o A Passion for Excellence o The 100 Best Companies to Work For in
America
Interesting point of how the founder named the company after his father–in–law, giving honor to him who supported the business both in financial
start–up and via family
The DuPree family maintained a paternalistic ... Show more content on Helpwriting.net ...
sp; Exceeded Clean Air Act requirement with 'ethically correct' machines built to incinerate 98% of the toxic solvents from the staining of wood
Herman Miller Case Study
BUSINESS FROM THE OTHER STAKEHOLDER'S PERSPECTIVE
Herman Miller profits over $40 million in the 1980's
First loss recorded in 1992 of $3.5 million
By 1995, a $1 million company, yet profits down to $4.3 million
Major competitor "Hon Industries" reports steady profit increases
Net income as percent of revenue declined steadily to .4% in 1995
Hon Industries percent of revenues two to three times better in 90's
Decline in market of office furniture – basic shift in demand / technology
Stock unchanged from 1985 to 1995

Increased competition from Office Depot and Office Max
CHANGES MADE
J Kermit Campbell name first 'outsider' CEO in 1992
Max DePree retires and Campbell takes chairman position in 1995
"survival more important than preserving reputation of pristine employee relations"
Quick and severe changes made o Top executives fired

Essay about Revamping the Mary Kay Incentive Program
Revamping the Mary Kay Incentive Program
Executive Summary
This proposal will attempt to revamp the Mary Kay incentive program. The three problems I am going to address are: the morale of consultants,
motivational/stagnation of sales, and poor or weak directors and consultants. In addressing these issues I am going to be referencing other business that
have used different motivational techniques in these situations. At the end of my proposal I hope to have at least 3–4 viable options that could be
implemented in the Mary Kay Company to fix the problems mentioned above.
Introduction: The Problem
The problem facing Mary Kay Inc. today is that their incentive program is not working. Based on the data used in Mary Kay ... Show more content on
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The interest levels of each leased vehicle increased and automobile insurance premiums escalated. All of these contributed to the increased cost of the
VIP program.
Source: Mary Kay Cosmetics: Sales Force Incentives
The Current Challenge:
According to top management within Mary Kay Cosmentics, the top objectives for a new plan are :
В•Improve profit margins by reducing overall beauty consultant compensation as a percent of sales.
В•Enhance the beauty consultants' career path with more distinct milestones and forms of rewards. o More well trained directors to be prepared for
the roll of directors. o Continuance of sales past director level (delete stagnation) o Minimize the cost to the firm of maintaining low–performing
consultants.
Source: Mary Kay Cosmetics: Sales Force Incentives Thoughts: What is needed in the program

Per an article from 2006 Buyer's Handbook, the first things that we need to determine when creating or altering an incentive program is what we want
this incentive program to accomplish (see above). By taking a poll and/or asking the directors within the corporation that are going to be winning the
incentives what would motivate them, as well as explaining the goals in revamping the program, we would have a more appropriate idea of which
way to take the revamp. When asking a source, Deborah Hall, who is a "VIP" within the Mary Kay company "what would motivate you besides the
use of a

Pay for Performance Essay
Pay for Performance
Park University
Overview
Incentive pay, also known as "pay for performance" is generally given for specific performance results rather than simply for time worked. While
incentives are not the answer to all personnel challenges, they can do much to increase worker performance. (Billikopf) Performance pay has various
names: merit pay, pay for performance, knowledge–and–skill– based pay, or individual or groupincentive pay. (Delisio) Pay for performance systems
have further been proven to have two advantages for organizations: attracting more high–quality employees and motivating employees to exert more
effort at their jobs. (Gordon, Kaswin) This paper will show the positive benefits of performance pay as ... Show more content on Helpwriting.net ...
Pivotal in that philosophy development is how and to what extent pay will be tied to specific types of performance. This issue will not be treated the
same in every organization. However, every business should be able to identify certain performance objectives it wants its workforce to fulfill and the
financial outcome that will be achieved if that result is attained. Such a projection can be translated into an increased shareholder value figure. (The
VisionLink Advisory Group)
Features of Effective Plans
Top Management Support Supervisors must understand the incentive pay process in order to support and administer it. Oftentimes, a lack of
understanding causes managers to ignore or adapt the process as they see fit. Moreover, if supervisors are not trained on how to measure performance,
the process will not be standardized across the company. (Gordon, Kaswin) Having buy–in from key stakeholders is crucial for the success of an
incentive pay system. For example, if top management does not support such a program, lower–level managers will place little importance on
effectively administering the program. Hence, a lack of top management support often leads to a lack of accountability. (Gordon, Kaswin)
Communication
Consistent and methodical communication is necessary when implementing an incentive pay plan. It will ensure employees understand what is
expected of them while decreasing the likelihood

Market Based Management Essay
Introduction
The Market–Based Management philosophy was developed by Charles Koch and is employed by Koch Industries, the largest privately–held company
in the world, according to Forbes magazine. MBM is based on rules of just conduct, economic thinking, and sound mental models which harnesses the
dispersed knowledge of employees, just as markets harness knowledge in society. Market–Based Management enables an organization to succeed long
term by applying the principles that cause a free society to prosper. Market–Based Management applies concepts and tools posed in the application
problems, it allows you to learn experientially by changing input values to see how different situations impact performance, and also teaches to perform
... Show more content on Helpwriting.net ...
Keeping employees motivated in addition to creating incentives and/or additional ways for employees to receive more compensation will create better
performance overall within an organization. Contrary if company B gives their employees incentives to perform, without any motivational tactics they
probably will not have as many top performances as company A, in addition the company may only seek short term rewards verses have long term
success. Lack of motivation for employees within an organization, can cause long term damage for the company's success. Different things motivate
everyone; therefore there should be a system in place to keep employees motivated for the long term success of the company. In the MBM textbook
under the concept of incentives, compensation, and motivation, there are a couple of different views of how it should be applied within an
organization. We will discuss The Social Role of Profit, Personal Profit and Losses, and the way Market–Based Management view how incentives,
compensation, and motivation should be applied and the things that effectively drive employees' actions while at work.
The Social Role of Profit The market system is critical if people are to receive rewards for helping others accomplish their goals (Gable, W., and
Ellig, J ). It is believed that leaders who focus strictly on profitability don't think about the longevity of the organization. For instance if an incentive is
set

Engstrom Auto Mirror Plant : Motivating
Engstrom Auto Mirror Plant: Motivating in Good Times and Bad
Root–Cause Analysis
Southern New Hampshire University
Emeka Ekezie
Abstract
Engstrom Auto Mirror Plant is facing an internal crisis which primarily is a motivational problem. Ron Bent, the manager, and Joe Haley the assistant
has seen workplace culture and productivity decline over the years. Ron joined the company when it was going through a similar issue in the past. He
came and implemented an employee incentive program which is general across the United States. The incentive program called Scanlon Plan was
originally very effective in employee motivation and increasing productivity at Engstrom, but it is now failing.
Ron faces three major questions.
1.Why the declining employee motivation?
2.The Scanlon plan; should it be modified or abandoned?
3.How will the change to the Scanlon plan be communicated to the employees?
To answer these questions, the recommendation is the Ron and management team work with employees to comprehend the underlying issues behind
their dwindled productivity, identify likely solutions to the issues and make changes to the Scanlon Plan to enable the incentive plan effectively
motivate the employees. It is important that employees are involved throughout the entire process and that any adjustments, no matter how small are
presented honestly to the employees.
Engstrom Auto Mirror Plant based in Richmond, Indiana has undergone some serious challenges in their history

The Importance Of The Film Incentive Program
On Friday July 10, 2017, Governor Rick Snyder signed a bill into law that effectively discontinued the film incentive program in Michigan. While the
state will keep the Michigan Film Office for the time being, this is a major hit to a budding film industry. Since 2007, the incentive program helped to
attract the production of Hollywood films to Michigan. Notable films produced while the program was intact include Batman v. Superman: Dawn of
Justice and the Transformers franchise. In a news release concerning the new legislation, Governor Snyder noted that the while the program will no be
active, Michigan still has much to offer to the film industry. The states film office will continue to assist those looking to film in the state. ... Show more
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He changed the program to be a cash based incentives which would cap at $25 million. Some view the discontinuation on the program as a lack of
support for creativity in Michigan. There are many beneficial reasons for incentive based programs to be used in the state of Michigan. While
many may view them as some useless program, there is much upside to have them. For example, these programs support local film makers, make
locations more desired, create jobs, work well on a credit based system, and provide a competitive advantage. On the subject of supporting local film
makes, in response to Michigan eliminating its incentive program, local filmmakers were highly upset. One filmmaker stated "they don't care about
what we care about as creative people, as entrepreneurs, as artists, as people who are trying to make a living." (Egan, p. 1) While the state did what
they felt was right, discontinuing the program created friction within the film making community. One of the states key jobs is to provide for all
citizens. By stopping the program, this does not happen. Much like any state, Michigan seeks to become a more desired location on the national scale.
The entertainment industry, is one of the key ways to do so. In the reading "The Great Convention Center Bailout," this is exampled. The author states
"It's no surprise then that cities compete so fiercely for business. The nation's largest convention centers in

Essay about Organizational Behavior and Building a Winning...
Corporations create strategies for their teams to deliver outcomes on daily basis, so they can achieve profit and market share within their respective
industry. They have turned to successful sports coaches to motivate and teach their management leaders how to build great teams and create a
winning environment. Katz, & Koenig (2001) states, "Managers often look to sports for inspirational examples and useful models of teamwork."
Over the last decades, coaches like Phil Jackson, Pat Summit, Joe Torre, and Pat Riley have given speeches regarding teamwork and winning culture.
According to Katz & Koenig (2001), "the lessons managers can learn from sports team fall into two categories: how to motivate a team, and how to
structure a team... Show more content on Helpwriting.net ...
(Asia Pulse, p.10). A vision statement is an aspirational description of what an organization would like to achieve or accomplish in the mid–term or
long term future (dictionary.com). A corporate vision statement that's concise and clear gives employees direction to provide a product or service they
can relate to. When employees can state the mission and communicate it, they are engaged and productive. It captures the definite reason ones
organization is in business. When one examines Disney's culture, Judy Schueler says "the most important day of training is day one––attending
Traditions I, the initial orientation program for all levels of employee." Phil Jackson ex–coach of Chicago Bulls states, "his vision for the Bulls and he
has stated unequivocally that it is critical for every team to possess a discrete vision if it is to succeed (Sports Illustrated, 1999). When coaches take
an organization that has lost they have to instill or establish a sense of winning through creating a vision. The vision can range from the office pictures
to the organizations personnel. They evaluate the type of employees (or recruits) that will fit into their vision. As far as CEO, one evaluates the
organizations vision and builds a team of leaders who will contribute building the brand for a winning culture. Judy Schueler says, "we need new vision
to combat the turnover and

Genentech Paper
GENENTECH: What links the Motivation of their Employees and their Economics? Many companies now recognize the value of investing in their
human capital (NYtimes.com, 2006, para 1). A biotechnology company, Genentech, has proven that there is a direct link between motivated, happy
employees and economic success. By providing several special programs and positive reinforcers to assist their employees and making life a little
easier, the employees show pride and are dedicated and motivated to doing their jobs and performing above average. Because of the employees
increased efforts Genentech has increased their profits, created world class medicines, and have been recognized numerous achievement awards.
Genentech is recognized as leaders in the biotechnology industry (Genentech.com, 2015). The company was founded in April of 1976 by Herb Boyer,
a biochemist, and Bob Swanson, a ventured capitalist. Genentech is now members of a Swiss pharmaceutical powerhouse called the Roche group. The
company is known for its progress, profitability, and dedication to serving the people.... Show more content on Helpwriting.net ...
There are different ways to motivate people one way is intrinsically, or internal. For example that deep pride the employees feel about their job
because they are doing something that will help another person and potentially save lives. "I feel grateful and proud that whether I'm working in the
lab or at my desk, my work will in some way help someone with a significant medical condition," said one of the employees at

Serandib Bank
CONTENT Page 1. Introduction..................................................................................1 2. Executive
Summary.........................................................................2 3. Problem Statement......................................................................... .34.
Alternatives..................................................................................5 5. Conclusion....................................................................................8 6.
Implementations.............................................................................9 Introduction This is the fourth assignment which I am forwarding as a case study for
module 4 examination of Professional Qualification in Human Resource Management 75th Batch at the Institute of Personal Management Sri Lanka
(IPM). The case is about the SerendiB Bank which was playing a successful monopoly game in the Bankers field where only two other local banks
were held due to the... Show more content on Helpwriting.net ...
Ongoing assessment of both internal drivers and external environmental impacts can help ensure that companies' reward packages serve to drive
retention in a positive way. But, New CEO of SerendibB Has changed the existing reward management system without doing a proper study. Therefore,
change of existing reward management system is not suitable to entire organization and its requirement. 2. The newly introduced Reward Management
system does not have the proper balance between the Financial and Non – Financial Rewards, individual and group rewards. Financial rewards and
group incentives are one way businesses can show their appreciation to employees for hard work and dedication, but this should be just one piece of
the compensation system. Non–financial rewards and individual incentives can carry just as much weight by empowering employees, as well as giving
them a sense of accomplishment and of belonging. CEO of this bank always promoted the monetary rewards and the team work concept among staff.
Therefore, rewarding system should be balanced among financial and non–financial rewards as well as the Individual and the group incentives. 3. The
Reward Management System is not consistent and sustainability. Employee reward systems can help employers achieve their organizational goals.
However, employers must first identify each objective clearly before developing tangible and intangible reward systems. New CEO had taken a
decision to

Problems within JC Casino
Introduction
JC Casino's president is desperately seeking a solution to the many problems within the organization. The casino's issues are with two major
departments; housekeeping and the dealers. Many staff members are complaining of unfairness, unkindness, and being overworked and unappreciated.
The housekeepers have an extremely important position. They make sure guests are comfortable at their arrival and for their entire stay. They must
ensure each room is cleaned timely, yet thoroughly. If they are short staffed, the organization takes a risk of rooms not being available when guess
arrive. The dealer's work a table that allow guest a chance to win big. Large sums of money are at stake. If dealers are willing to take a pay cut to have
a positive environment, something should be done to ensure longevity. Happy employees, mean happy guests and happy guest mean financial stability
for the organization. JC Casino has the potential to continue their success with the right team which consists of upper management, management, and
employees. Motivational theory
Motivation guides, initiates and maintain positive behaviors. Motivation consists of social, biological, emotional or cognitive behaviors. Many
motivational theories can help an organization continue its success if implemented. The reinforcement theory can produces productivity
Reinforcement Theory
The placement of this theory within the organization would encourage attendance and productivity in the housekeeping

Employee Motivation And Job Performance Evaluation Essay
In today's worker environment, compensation is a major deciding factor in being a desired, competitive company looking to hire and retain their
employees. Compensation packages include the following: salary, 401 k plans, health care benefits, stock options, vacations, bonuses, etc
(Compensation, 2016).
A compensation benefit package needs to have a clear and concise orientation of expectations for workers' performance; in doing so, it will promote an
effective strategy which can be outlined with an accurate, clear description of the job. In addition, to the evaluation of the workers' performance
through a job performance evaluation. An organization must understand their employees and what tools and skills are needed to be successful in the
outline position, the need to make and maintain reachable goals and managers will need to lead by example; thus, creating employee motivation and
increased productivity. Motivation comes in different forms, through verbal acknowledgement, great benefit packages and even better compensation
offers to meet the needs of the workers. Organizations need to keep employees motivated, because employee productivity and success for the company
relies on employee motivation to accomplished tasks (goals). Employee motivation is the fastest and easiest way for companies to succeed; if a
company can have high employee motivation and morale the organization 's ability to complete is increased tenfold (Schermerhorn, Hunt, Osborn, &
Uhl–Bein, 2010).

Levitt's Freakonomics
The Act of Self–Interest Incentives can either encourage or discourage certain behavior and through various case studies in the novel Freakonomics by
Steven Levitt, proves that majority of people act in their own self–interest. Although distinguished through the use of economic, social and moral
incentives no matter the stimulation the result is always self–beneficial. Therefore it can be determined that the benefit of self–interest virtually
explains all behavior. In our daily life we hope that there is an innermost balance of morality, evidently determining how we act and react to various
situations. However, it is not always clear what that reasoning is, if the sense of morality in each of us is actually a social inventive to do the right...
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There is no natural truth behind morality if it is engrained through society, in hopes of reaching the expectation of others. If the incentive to be
accepted in a society is strong enough, it can cause many of us to do what is accepted for our own self–gain and social standing. The effect society has
on others can cause them to do virtually anything. Present day situations such as society's support of non–profit organizations such as Organ donning.
Agreeing to donate your organs to a stranger in a fatal condition might seem like a great idea to many generous folks, however to many it is seen
as a thankless act. The thought of someone taking your organs from your corpse may not be appealing, however when reinforced that it would
save lives you have no choice but to publicly consider. The selfishness in all of us, even for a split second can determine whether you save a life or
not. More importantly, the social incentive to be a generous, life saving member of society is just as balanced as moral incentives. Instinctively
most people have a set in idea of morality and what is socially right and wrong. This is seen as a moral incentive however; I believe that morality can
be disguised as social pressure. If you have been told your whole life what is wrong and right, to help people or to hurt

Discussion Pay And Benefits For Employees
Assignment 1: Discussion–Pay and Benefits This assignment requires that students research compensation strategies and consider general
compensation programs for employees. It is essential for the human resources departments to recruit and retain the most competent workers for
positions, but it also important to consider the Does your program include stock options, profit sharing, an employee stock ownership plan
(ESOP), healthcare, etc.? It is important for the HR department to be proficient in understanding the employee's education, experiences and skills
as the base pay is considered for positions. Base pay compensation is what the employees can expect to receive for the work provided for to the
company; which could hourly rate of pay, salary basis, monthly or yearly. However; major incentives are also vital when encouraging employees
become necessary. Employee incentives describe a system of rewarding success and effort in the workplace by allowing employees to earn prizes
or recognition. The company will also offer additional base incentives for example, after working for the company ninety days healthcare benefits,
and five years, stock options, profit sharing, an employee stock ownership plan (ESOP) will be implemented., Are your specified options provided
for employees of all levels or just for certain positions? They discovered that the role of the boss to motivate, set goals, critique and assess workers
actually had a huge impact on the productivity The HR

Wildlife Incentives Program
I would now like to discuss the financial assistance, or cost share programs available to landowners by the NRCS and the FSA. The FSA, Farm
Service Agency, is charged with being the banker, or allocating the federal and state dollars to implement the plans from the local NRCS agency for
the landowner's property. Some of these programs are EQIP, CSP and CRP, among some others. Taken directly from the NRCS website: EQIP "The
Environmental Quality Incentives Program, provides financial and technical assistance to agricultural producers in order to address natural resource
concerns and deliver environmental benefits such as improved water and air quality, conserved ground and surface water, reduced soil erosion and
sedimentation or improved... Show more content on Helpwriting.net ...
Yet, as a city girl turned country girl, I have never heard of these programs or even the NRCS and what they do. I hope in the future as families turn to
rural areas to 'get–away' from the urban environments that they can learn about the NRCS and take advantage of the programs they have and obtain
good advice to care for their land. This will be the key to improving native rangeland habitat, not only for the Lesser Prairie–Chicken but many other
wildlife species that are being pressured too. The greater sage grouse, Gunnison sage grouse and some species of pronghorn, are on the verge of being
listed and many studies are underway to determine the impact we have had on their

Test Based Incentive Programs
With the NCLB focus on accountability being a driving motivation for teaching to the test it is also important to see if the penalties and incentive
systems that use these results are effective at achieving the desired outcome. A comprehensive study published by the National Research Council found
that the effect of test based incentive programs on achievement to be negligible and having no measurable impact for many programs. The report
concludes that the educational system has yet to learn how to implement incentive programs that consistently yield achievement improvements and
better education. In contrast, the study found the implementation of high school exit exams translated to lower graduation rates without any
improvement in achievement

Incentive Plans
Incentive Plans
MGT/431
February 21, 2012
Incentive Plans
Organizations provide incentive plans to employees as motivation to reach the objectives and goals of the company. Incentives are given to personnel
to encourage them to do his or her best. Incentive plans in any business might include bonuses or raises, stock option plans, or other forms of
incentives. This is in exchange for the employees who work harder, better, or faster in accordance with the organizations goals and objectives
(Businesstown.com, 2001). The majority of incentives are performance–based policies in which workers receive additional cash or benefits centered on
a worker's performance.
Raises and Bonuses
Most companies will award a base salary increase ... Show more content on Helpwriting.net ...
The CSR would receive a candy bar of his or her choice or PTO for taking the most calls in a day. Each day the total calls are reported and the CSR
with the most receives the incentive. Some CSR's will have competitions with each other. This is a way the employees motivate themselves. When all
goals are met the team or teams receive a lunch party in which the company provides the funds for the event; this is a paid event for all employees.
Some employees make his or her team goals a priority because the team goal incentive is always higher than individual goals.
Conclusion
Incentive plans are beneficial to an organization because it provides high productive results through teamwork; teamwork is an effective tool in an
organization. For that reason, it is important to build an effective team and motivate them. The supervisor has the responsibility to motivate the
employees; however, when incentives are given it will motivate the employee to do his or her best and in return the company will gain the maximum
productivity of the employees (Businesstown.com, 2001). In the department I work for monetary incentives motivate the employees but nonmonetary
incentives as simple as a candy bar or PTO work too.
References
Businesstown.com. (2001–2003). Choosing Incentive Plans. Retrieved from http://www.businesstown.com/people/compensation–plans.asp
Salary.com. (2012, February 15). Raises and Bonuses: Will You be Rewarded for

Pay For Performance Is An Incentive Program
Pay for performance is an incentive program. A way to compare is when in sports a player can make more money for doing better or meeting certain
goals. So if a pitcher pitches a no–hitter he may receive an additional bonus on top of his salary. Pay for performance concerning health care is
looking at not only success rates but overall outcomes. This means Patient A has a surgery she comes through without complications, and she heals
quickly, is discharged and when she comes back for a follow–up everything is moving along as the physician plan. This is a good outcome. Now if the
same patient, acquires an infection,does not heal in a reasonable amount of time or dies then the outcome is not favorable and pay for performance
is affected. because pay for performance is difficult to measure in long term situations many times, the outcomes are measured in sections such as
various components that create a patient's overall health rating. for instance, Patient B is 300 lbs suffers from high blood pressure, high cholesterol,
and diabetes pay for performance would look at each component and see if the health services being provided are aiding in the betterment of the
patients health. At the core pay for performance is more about accountability, keeping medical professionals abreast of what is really going on with
patients regardless of income or background. Time is truly the only way adequately to measure the effects of pay for performance on the health care
systems and patients

Financial Incentives For Non Financial Incentive Programs
Introduction Companies around the world are reducing their financial incentive programs but rarely used in other ways motivate talented people. Many
research findings are to provide individuals with a satisfactory salary, some non–economic incentives extra cash than long–term employees in most
industries, job functions and business environment to participate more efficiently. Many financial rewards mainly generate energy to enhance
short–term, it can have devastating unintended consequences. Indeed, the economic crisis, the urgent need to reduce costs, actually balance short and
long–term performance, so that business leaders an excellent opportunity for financial and non–financial incentives to re–evaluate, through and beyond
the recession will serve their companies best combination. Let people do their best work, even in difficult circumstances; it is one of the most slippery
challenge managers persistent. Nowadays, work has become more knowledge–based, less strict definition. In this case, employees can help them by
generating ideas and use them as the building blocks of new and better products, services, and workflow capabilities to improve business performance.
Many practitioners and scholars now agree that to motivate the individual innovations to contribute to organizational success (Van Baldwin, 1986;
Amabel, 1988; Axtell et al., 2000; Smith, 2002; Unsworth and Parker, Year 2003). To achieve a continuous flow of innovation, employees need both

Paperwork And Orientation : Federal And State Laws
Paperwork and Orientation Federal and State Laws requires organizations to have specific forms completed and signed by employees to keep in their
company employment file. Forms such as the W–4 Employee Withholding Allowance Form, State Tax forms, and the I
–9 Employee Eligibility
Verification Form are three standard forms that are completed for every employer within the state of Virginia (Dobbin, Sutton, Meyer and Scott 1993).
However, other forms such as consent forms for random Drug Screenings, Acknowledgement of position duties, Acknowledgement of other company
rules and regulations, etc. should also be included with employee paperwork. This is a measure of protection for the organization just in case an
employee wants to file a claim against the employer or try to deny acknowledgement of specific agency rules and regulations. Orientation is an
introduction to the organization policies, duties and culture (Perry 1993). Orientation is essential because it assist the new employee to be able to
better adapt to the organization's environment which will allow them to be more productive and dedicated to the position. Based on an article in Public
Personal Management Journal, orientation gains employee commitment, reduces anxiety, assist with understanding expectations of the organization
and assist with conveying the employee's expectations of the position and organization. The first six months of business for CompasiбЅ№n LLC the
employees who were hired did not go through a

How Do You Motivate Employees?
How do you motivate employees?
Something really struck me was the Motivation factor amongst employees which could play play a pivotal role in organization that helps in reaching
goals set. A real instance that comes to my mind is 'New United Motor Manufacturing Inc'(NUMMI), a joint venture initiative between General
Motors and Toyota located in Freemont, California. In 1981, NUMMI was initiated for operation and was shiut down in an year. Toyota on the other
hand was looking to built a facility in USA. Toyota was interested in General Motors Freemont facility. GM sensed the opportunity to learn Toyota's
practces of making good quality vehicles with wise utilization of resources. GM shut down its Freemont operation because of its worst workforce
where labours were behaving terribly bad. After, Toyota took over theManagement, it rerecruited the same workforce that was laid off by GM. It was
interesting to see that the once tagged worst workforce, was working at their best and the quality achieved was at high class. It was really surprising
how Toyota could manage to motivate the worst workforce to build better quality products. The answers which I got for that question was that
Toyota listened to oits workforce and considers them as precious asset. It didn't really made sense to me then. How could an assembly floor worker
who was behaving bad and didn't comply to GM had undergone a drastic shift to become best worker? It was evident from reading this article that

Statistical And Factual Analysis Of Encompassing...
The purpose of my research paper will be to inform the reader with statistical and factual analysis encompassing Incentives and reward based
programs. We will evaluate various incentives to see if this macroeconomic incentivized/rewards based process does indeed drive business and
generate more growth amongst companies via rewards and loyalty programs towards the general population of consumers. This analysis surrounding
incentives will also be comprised of the price and demand structures to tie into how companies also utilize their rewards, customer loyalty plans and
coupons during different times of the seasons to boost sales and establish a bond with the ones they are selling to, the consumers.
U.S. consumers hold 3.3 billion memberships in customer loyalty programs, the 2015 COLLOQUY Loyalty Census shows, a 26% increase over the
number of memberships reported in COLLOQUY's last census study in 2013 (Colloquy, 2015) With loyalty programs established this helps to generate
a repeat customers which drives profits and promises future revenue. Consumers need an incentive to purchase a product at a certain place. When
Loyalty programs are in place it helps the consumer relate to the product and funnels them towards the product in which they feel that they are apart
of. They can build exclusive points and incentives when products are purchased and are then able to use those rewards points at a later time to
purchase more goods or even get a portion of the cash back.

Advantages Of Wakala Model In Takaful
Wakalah Model And Its Use In Takaful Introduction : Wakalah word in Arabic is used for agency. Subsequently under the structure, an agency
relationship is concurred between two parties to lead a certain business undertaking. Taking into account this start, the model portrays an agency
understanding between the operators, going about as the Agent or "wakil" to the participant as the primary to deal with the cooperation of the recent in
a mixture of takaful items gave by the operator. In exchange for rendering the agency benefits, the operator is allowed to charge an expense under the
understanding. The expense is payable from the takaful commitment paid by the participant. In this sense under the above model, administration
consumption can be charged to the takaful reserve as forthright... Show more content on Helpwriting.net ...
The Operator is the Wakeel of the Waqf Fund and the participants pay uneven donation to the WAQF reserve (not restrictive) which additionally
disposes of the issue of Gharar. The WAQF fund tenets may characterize the offering of surplus and different administers under which it would work
however there is no commitment to appropriate surplus. Further the Qard would be given by the shareholders to the WAQF element and not to people
as in the normal Wakalah model. The donations got from the participants, looking for takaful insurance, would likewise be a piece of this fund and the
consolidated sum will be utilized for venture and the benefits earned would again be saved into the same fund. The agency on the premise of set
standards furthermore regulations would pay the misfortunes of participants of the fund from this same fund according to its runs the show. Other than
this, all operational costs that would be brought about for giving takaful administrations e.g. plans of Re–takaful and building–up of Reserves will
likewise be met from the same

Evaluating The Driving Force Of A Corporation 's Success...
In examining the driving force in a corporation's success, one of the key factors is to maximize on shareholder wealth while considering the
motivations of the management team. Often times, these interests are maintained through executive compensation packages that engage managers and
executives to perform with regard to the best interests of shareholders. These executives are being incentivized through bonuses in the form of huge
bonuses, stock options and awards. Many believe these rewards have become obscene and are in no way reflective of executive level performance.
History of Executive Compensation Levels
Looking back 50 years, chief executives were making approximately 20 times the amount of the average organizational employee; in 2013, these
executives have been said to be earning 300 times the average worker. "The Securities and Exchange Commission approved a rule in August 2015
that will require publicly traded companies to disclose the ratio of CEO pay to the average employee pay (Anderson, Carol, 2015)." The Dodd–Frank
Act will require all public companies to disclose the actual ratio of top level executives to the average compensation within an organization. This
requirement allows shareholders a guide by which they can measure pay scales across organizations in industry. Many believe this rule will enforce
organ
In 2013, the average compensation for top tier executives equated to $13.9M, an increase of nine percent from that of 2012. The performance

The Future of E-Prescriptions Essay
What is Electronic prescribing? It is the ability of a prescriber to transmit prescriptions directly to a pharmacy electronically in order to increase
accuracy and reduce error. New York City is currently testing a program involving electronic prescribing which also known as e
–presribing or eRx.
NYC'S program is titled ZappRx and is improving the way pharmacists, doctors, and patients interact with one simple smartphone application. This
app is being used to manage prescription payments and medical information. For the first time, patients will be able to order and pay for prescriptions
electronically, doctors will be able to e–prescribe to their patients; and pharmacists will be able to communicate digitally with the prescriber and... Show
more content on Helpwriting.net ...
Meaningful use objectives include having at least 75 percent of all prescriptions written and transmitted electronically. To help meet this goal,incentive
program that awards early adopters and penalizes those that do not take on the initiative by 2012, with penalties increasing until 2014. All in all, the
benefits out weigh the challenges fro e–prescriptions. These include but not limited to:
Improving patient safety and quality of care –
Illegibility from handwritten prescriptions is eliminated, decreasing the risk of medication errors while simultaneously decreasing risks related to
liability.
Oral miscommunications regarding prescriptions can be reduced, as e–prescribing should decrease the need for phone calls between prescribers and
dispensers.
Causes of medication errors include mistakes by the pharmacist incorrectly interpreting illegible handwriting or ambiguous nomenclature, and lapses
in the prescriber's knowledge of desired dosage of a drug or undesired interactions between multiple drugs. Electronic prescribing has the potential to
eliminate most of these types of errors. Warning and alert systems are provided at the point of care. E–prescribing systems can enhance an overall
medication management process through clinical decision support systems that can perform checks against the patient's current medications for
drug–drug interactions,

Pay For Performance Incentive Awards Program For Reliance...
Pay for Performance Incentive Awards Program for Reliance Partners LLC
Due to existing economic expansion, many corporations are searching for new alternatives to get rid of the guaranteed benefits way of thinking, to
using their limited budgets, for increasing performance. In modern–day business salaries increases are decreasing. In order to retain key employees,
enterprises are turning to a more practical way of differentiating their employees and enhancing performance. To clearly create an associate between
rewards and performance of the firm, they are using power tools like incentives and pay–for–performance programs. The results of switching to a
performance philosophy help to draw, engage, and retain top talent. In this case, I will be using a hypothetical company, and assuming the role of Vice
President of Human Resources that is required to design, support, and implement a Pay–for–Performance Incentive Rewards Program for both senior
management and all the employees.
Strategic Compensation
In the current economic situation, companies are relying on strategic compensation as a new way to motivate, engage and retain their employees.
Strategic compensation is a tool organizations use to improve motivation and increase performance, while linking its workforce with the company's
objectives. Compensation when used strategically, it becomes a power tool that gives firms a competitive advantage (Snell & Bohlander, 2013). When
designing a compensation plan, the company

How Customization And Service Quality
Customization and service quality are both important aspects for any successful restaurant. These components have many different qualities that can
ultimately be very beneficial for businesses or quite the contrary. By executing these qualities in a particular restaurant setting it is likely that the given
company will prosper. For my application paper I will focus in on how customization and service quality can be improved specifically at Charley G's
Restaurant in Lafayette, Louisiana. Charley G's Restaurant takes pride in having exceptional service. The staff is very accommodating to customers
and do they do their best to provide phenomenal service. The restaurant is equipped with Point of Sales system which helps waiters quickly and
efficiently send orders out to the kitchen which is very beneficial when it comes down to customizing particular orders. In fact, both the line cook and
the saucier chef for the restaurant were both definitely in favor of using the technology. Jordan Causey, a line cook for Charley G's, commented "You
can type in specifically what each customer wants. It speeds up the ordering process tremendously because the orders are immediately sent to our
kitchen staff" (Causey). (See exhibit 1) Because the kitchen gets the orders in so quickly, it accelerates the entire cooking and service process
immensely. Although we have come to the conclusion that the POS system is definitely an advantage to Charley G's, it also has one downfall,
personal errors

Quarterly Incentive Program Analysis
Anthem Inc. issues bonus pay on a quarterly basis in what is called the Quarterly Incentive Program or QIP as it is often referred to. To be eligible,
associates must achieve their department's goals as well as achieve their personal performances. The Billing and Enrollment department in particular
has team production goals between 100–110%. This is made up of two components: Production and Quality. Production refers to the number of lines
associated with a particular work report. For example: When an associate is assigned to work what is called the FFM report to correct discrepancies
to a member's data or premium amounts who are enrolled in an insurance plan through the federal exchange according to Affordable Care Act (ACA),
they must... Show more content on Helpwriting.net ...
Organizations have to be very careful and very creative when it comes to utilizing bonus pay in order to motivate employees and drive production.
In order to track employee's production throughout each work day, they are required to enter the work report assigned, how many lines where
completed, and the start and end times into a system called PMIS. This is not optional and must be completed daily. Managers are able to pull
reports from this database and average workers production percentage for a quarter. Quality goals are measured in terms of how many errors are
received when audited during a quarter. Team members are able to go to a particular internal website to view their audits. The site is structured much
like an Excel spreadsheet which contains the auditor's name, employee's name, an identification number, date the report was worked, auditor's
comment, and a box specifying the error type (Critical/FYI). If a "Critical" error has been issued, then there is a box that can be checked under
"Appeals" and workers can put comments in the "Appeal Comments" to support their dispute. Employees usually know where they stand on quality
throughout the quarter, whereas production is not revealed until the end of the quarter during a one–on–one meeting with the manager. Managers must
not only track employee performance in evaluating who or how much will be awarded. They

Case Study Of Staples
In 1986, Tom Stermberg opened his first store in Brighton, Massachusetts, and in a few short years he built Staples into one of largest office supplies
superstores in the United States. Stermberg used his background in the grocery market field to develop his office supply empire. He then used his
business savvy to eliminate the middle man with big mark ups and cut them out with more affordable options. It was maneuvers like this that made
Staples the sixth company in history to achieve three billion dollars in sales within 10 years of start–up (Staples, 2017). Staples release their code of
ethics in 2013, in which they spell out the exact way anyone affiliated with staples will represent the company. The CEO at the time, Ron Sargent
opened with his letter to future employees.... Show more content on Helpwriting.net ...
During the reform, Bobby Dean Nickels was terminated for a non–tolerance rule of theft in 2011. It was common practice of taking items from the
cafeteria after hours, and then the next day paying for them. Before checking with the cafeteria for payment Nickels was terminated immediately for
taking a bell pepper. He filed a wrongful termination suit, claiming age discrimination. Nickels had a clean record, with no write ups for the seven
years previous to the takeover. Nickels was sixty–four years old at the time, oversaw maintenance and up keep for the plant. In court proceedings, it
was proven that his new supervisor, Marrero, was on a mission to cut costs at the La Mirada facility, by replacing older, higher paid employees with
part–time and temporary employees. He increased the workload for older employees, forcing them into retirement, and used write ups for errors and
ethical violations, creating the basis for termination. The Court was satisfied with the evidence presented to award Nickels three million, two hundred
thousand, dollars in compensatory damages and thirteen million in punitive damages (Nickle,

Marketing Plan For First Transit Business Development Team...
First Transit is an operating division of FirstGroup plc, a publicly traded firm on the London Stock Exchange. Revenue growth is an important
financial measure as it has a direct impact on shareholder value. Therefore, the Board of Directors adopted a five–year plan that establishes annual
revenue growth goals for First Transit of around 8%. For a firm with annual revenues of $1.4B, this requires a dedicated business development team
that is motivated to retain current customers and win new business. The First Transit business development team operates under a Sales Incentive
Policy that provides bonus payments upon execution of new business and renewal contracts. This paper will assess the incentive policy and offer
support for it as... Show more content on Helpwriting.net ...
In addition, there is a cap for a single contract to prevent a large payment that could diminish the team's drive to continue working for contract wins.
For renewal procurements, the challenges found in new business proposals are largely known and already in place. Success is largely dependent upon
the client relationship cultivated by the operations team and the quality of the current service. Therefore, bonuses for contract renewals are based on
the first year revenue only. The purpose of the policy is to establish a Reward Systems that places a direct relationship between an individual's
performance and personal compensation. Winning new contracts and retaining current work through a competitive procurement process is critical to
the financial success of the company. The policy also adds intrinsic value to the employee as he or she earns a feeling of achievement and recognition
when receiving the bonus check. Stakeholders and situational factors are taken into consideration and influence the policy. The policy is designed to
motivate the team to win new business contracts that generate revenue growth. The FirstGroup CEO and Board have established this as a key goal and
business objective that must be achieved. Situational factors are also considered. Common industry practice is to pay commissions to business
development personnel. The incentive policy places a direct link between performance (contract wins) and

Pizza Hut Moscow Essay
PIZZA HUT – MOSCOW: CASE ANALYSIS
()
Executive Summary:
Pizza hut is faced with challenges as they try to get their "toe in the water" and enter the market in Moscow. The challenges are: * Lack of standard
supply chain process * Cultural clashes * Language barriers * Service differentiation for Ruble and hard currency customers * High exchange rates and
complication in pricing (government versus black market rates) * Communication (disconnect between the local employees and the management team)
* Employees had to work long hours and cover for absentees * Turnover and ongoing training for the new staff jeopardized the service and quality of
Pizza Hut.
Proposed solutions include a complete analysis ... Show more content on Helpwriting.net ...
* Lack of mozzarella cheese availability. Cheese had to be imported until local producers were able to meet demand. Also, cows had to be put on a
specific diet to be able to produce the right type of milk. * Russia desired local sourcing. But, quality and reliability was low. * Lack of refrigerated
trucks to transport products. * Poor communication. * Lack of construction supplies. * Culture clash * Western aggressive working culture versus
Russian's relaxed working culture. * Unstable political system * Government closed both restaurants shortly after opening for not possessing
sanitation permit. However, this was mainly due to power struggles between Russian government parties. * 300% increase on basic food product
prices and only 20% rise in wages. Pizza Hut had to increase its price by 40%. Products were becoming less affordable to locals. * Need to purchase
supplies from black market for higher price. * Human Resources * Pay incentive system was a failure. * Poor communication between Russian
management and employees. * Employee count was 3 times more than western Pizza Hut due to low productivity. Local working laws required 2
days on and 2 days off schedule. * Harsh work rules. Workers were required to work 173 hours to receive salary of 600 rubles. Pay reduction for not
meeting minimum work hours and

Healthcare Incentive Program
AIM: How can we improve the quality of healthcare across the country, if the rural population is being left behind in resources? PROBLEM: 25%
of the population lives in rural areas, only 10% of funding for healthcare was allocated to those same areas. HISTORY: Funding for healthcare
providers, equipment, supplies and technology are going to urban areas, leaving rural communities with limited resources. RECOMMENDATIONS:
Establish healthcare incentive programs to draw providers to rural areas. Increase funding to upgrade existing providers and facilities. Change state
licensing policies to allow Nurse Practitioners to practice as Primary Care Providers. CONCLUSION: Residents in rural communities deserve the
same level of medical care

Evaluation Of A Program For Incentive Spirometry
1.Education provided must be specific to the patient's needs and appropriate to the care, treatment and services provided. Initial teaching for Incentive
spirometry is failing to be documented in all cases in the hospital's electronic health record.
2.Patient–specific education is designed to help medical professionals and patients make better decisions about their health and links to relevant
information with extensive articles, videos, and images for the patient. (Office of the National Coordinator for Health Information Technology, 2014).
Properly documented patient education can help organizations meet Meaningful Use Requirements (Centers for Medicare & Medicaid Services, 2012,
2016; National Learning Consortium, 2012) for reimbursement under Centers for Medicare & Medicaid Services guidelines.
3.This quality improvement project's aim is to identify how many initial teach documentations for incentive spirometry were missed and for what
reason.
D.Project Results:
Define: The problem at Norton Audubon Hospital is initial teach documentations for incentive spirometry are not being documented in theelectronic
health record.
Patient education and patient engagement in many forms support improved care and reduced cost of care as patients who are engaged with their
health care have better outcomes and cost savings for their care. (Centers for Medicare & Medicaid Services, 2015, p. 62771). This project is occurring
at Norton Audubon Hospital. Norton Audubon

Proposal for a Fitness Center in Ti
Executive Summary
An on–site fitness center for Texas Instruments will prove to be advantageous to the company as well as its employees. Studies show that employees
who exercise regularly are more productive, efficient, and pleasant to work with. Texas Instruments has the capability to increase employee retention,
recruitment, and revenues by investing in a fitness center through Health Fitness Corporation.
Health Fitness Corporation provides on–site fitness centers for numerous prestigious companies such as Best Buy and Federal Express. The positive
relationships and results have more than qualified Health Fitness Corporation to provide Texas Instruments with a unique facility, designed to meet all
of their personal needs. Among ... Show more content on Helpwriting.net ...
Purpose
The following proposal will elaborate on the remunerations of opening an on–site health center for the Texas Instruments location in Dallas and on the
benefits of doing this project through Health Fitness Corporation. Included is an overview of Texas Instruments' current status, an explanation of the
benefits to both the employees and the corporation of Texas Instruments, and a timeline of how quickly and easily this project may be executed. There
is also a brief description of the success Health Fitness Corporation has delivered to other companies, followed by financial information about the gains
Texas Instruments can expect to see upon completion of this project.
Why Invest in a Health Center?
Benefits to Texas Instruments
Company officials are just becoming aware of the benefits exercise has for the company. While having a healthier body may help each individual
employee, the benefits to the company are numerous as well. With today's fast–paced workplace, the demand for sharp employees is greater than ever.
In a study by Purdue University it was shown that people on moderate exercise programs have the ability to solve problems 25% faster with 25%
greater accuracy. In the workplace, this translates to large gains in productivity. Exercising also reduces stress. Employees that are under less stress
are more likely to have a larger output. Healthier employees are also less likely to need regular visits to their doctor. This means that in the

An Organization For Employee Incentives
Short Paper
In any organization implementing employee incentives will only make the business flourish. An incentive is something that motivates an individual to
perform to the best of their ability. Using incentives to motivate the employees can create a successful business, but it has to be done properly. In fact,
employee incentives relate to positive reinforcements because if an individual gets rewarded for performing a task efficiently, then they are more likely
to repeat that task again. Some people believe that money is as the only incentive to motivate employees, but that is incorrect. Money can only motivate
employees when a task is simple and does not require conceptual, creative thinking. (YouTube) Consequently, money does not always influence
individuals and may create an even bigger problem. According to the book, "An important principle is that the stronger the incentive intensity, the
stronger the motivation, but also the greater the chance that there will be unintended, undesirable consequences." In other words, if there is a giant
cash reward in play, this will increase motivation of all employees, which may lead to an unfortunate result because the employees will become
stressed out. Therefore, the more a manager creates employee incentives the more the company will benefit in the end. Managers have to first start by
treating their employees as people and nothing else. In fact, employee recognition programs create an increased sense of worth and improved

Employee Recognition

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