The “Four Quadrant” Theory of Organizational Reward and Recognition
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The document discusses a "Four Quadrant" theory of organizational reward and recognition. It advises evaluating a company's culture to determine which quadrants are well represented and which need attention. It also recommends finding innovative ways to recognize employees with varied frequencies, from annually to daily. Recognizing employees across all quadrants and frequencies is important according to research. The theory is meant to address employee needs in a similar way to Maslow's Hierarchy of Needs when applied to management.
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Communicating benefits
online or web-based tools 25%
Social media 4%
Other 2%
Note: n = 467. Percentages do not equal 100% due to multiple response options.
State of Employee Benefits in the Workplace—Communicating Benefits ©SHRM 2012 15
Does your organization plan to start using any of the following employee
benefits communications methods within the next 12 months?
Percentage
Virtual education/online or web-based tools 25%
Social media 8%
Direct mail to home/residence 7%
Newsletters (online or paper) 7%
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This document discusses cultivating company culture in physical therapy practices. It defines company culture and explains why it is important. Some key points include: company culture is the personality and beliefs that guide how a business operates; a poor culture can make employees unhappy and unproductive, costing businesses over $300 billion per year; and businesses with cultures loved by all stakeholders tend to be more successful. The document provides tips for practices to identify core values, document culture, hire for cultural fit, and bring the culture to life.
6 tipsunstickbiz 15sept2010_nyc_bizsolutns
The document provides guidance for businesses on managing through turbulent times. It outlines six key areas for businesses to focus on: 1) Creating a compelling new strategy by revisiting goals and identifying new opportunities. 2) Really knowing customers by profiling top customers and learning their needs. 3) Recognizing that people are the most valuable asset and developing ways to engage and empower employees. 4) Aligning core business functions like marketing, sales, and customer service. 5) Developing strong problem solving skills for challenges. 6) Discovering the true culture of the business by defining brand and attributes.
Performance Improvement - Proven Success
Many organizations view incentive programs as the primary solution to driving sales results. While true, it is only the tip of the iceberg. While top performers will often stretch to win the trip, the real leverage lies within the middle 60% of the sales organization. Rewarding top achievers is critical to a retention strategy, but driving middle performers to shift to increase their results by just 5% can reap a 70% gain in overall sales results.
Performance Makes Sense
We help companies maximize the performance of their sales teams by deploying proven reward solutions.
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• Why some talent acquisition departments fail and how to get your ship in order with world class talent acquisition
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Retention Challenge
The document discusses the importance of employee retention and provides strategies for improving retention. It notes that employees often leave due to poor management, lack of development opportunities, and not feeling valued. High turnover is costly. The document recommends adapting leadership styles to different generations, providing career development, aligning HR with business strategy, and ensuring new employees have a good onboarding process. Improving retention requires focusing on employees' needs for meaningful work, career growth, trust in leadership, and feeling cared for.
People = performance infographic
The document discusses how people management is linked to business performance and provides reasons why focusing on people can improve efficiency. It notes that adopting improved people management approaches across UK businesses could boost the economy by up to 10% in efficiency gains. Smaller businesses in particular could see efficiency increase by up to 17% by recognizing and rewarding employee performance. The document also emphasizes the importance of employee engagement, organizational values and behaviors, purpose and vision alignment, and using appropriate performance measures and analytics to motivate workers and improve business outcomes.
Dixie Agostino-Speakers Portfolio 2016
Dixie Agostino is an experienced HR professional passionate about speaking on topics related to company culture, talent acquisition and retention, and employee engagement. Some of her favorite themes to present on include how to evaluate top talent, retain staff, and keep an engaged workforce. She presents to management audiences on developing recruiting and retention strategies, building cohesive teams, and establishing effective performance management systems. Her presentations aim to discuss the financial return on investment of these topics and how they can impact the bottom line today and in the future. Dixie has a direct and engaging presentation style with clear outcomes and audience participation.
Professionlism In The Workplace Your Compnay
This document discusses the importance of professionalism in the modern workplace. It begins by noting that today's workforce is primarily composed of technical and professional occupations. It then examines what skills employers cite as most important, including professionalism, teamwork, communication and ethics. The document also reviews a report card from employers that notes gaps in recent graduates' demonstration of professional skills and qualities. Overall, the document emphasizes that professionalism drives value, increases productivity and prevents issues. It provides tools to support professionalism, such as managing boundaries, work-life balance and etiquette.
Best Practices of Retention
This document discusses best practices for succession management and employee retention. It explores current trends showing many upcoming retirements and skills shortages. Effective succession management focuses on individual development aligned with organizational strategy. It identifies high potentials and provides career development, rather than just filling positions. Regular talent reviews and leadership assessments help develop successors and retain top employees. Measuring outcomes ensures the process works to prepare internal candidates for future leadership roles.
Starbucks Consulting Project
A consulting project for a local branch of Starbucks addressing employee moral in uncertain economic times.
Building The Best Staff Keeping Them
This document discusses strategies for retaining excellent staff in behavioral health organizations. It begins by outlining some key objectives: to learn what research says about staff retention, explore how this relates to one's own organization, and develop concrete strategies. Several retention studies and frameworks are then reviewed. Research shows that turnover rates can be high in behavioral health, and replacing staff is very costly. The most important factors for retention and productivity are the quality of relationships between staff and supervisors, and staff having opportunities to do meaningful work. Specific strategies are proposed, such as focusing on work-life balance, professional growth, strong relationships, and giving staff a sense that their work has purpose. The document emphasizes applying a retention mindset at all levels of an
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The document discusses creating a culture of quality among staff. It recommends focusing on recruiting and hiring the right employees with the right character. It also recommends following Kotter's 8 step change model to communicate and implement a new vision. This includes removing obstacles, celebrating short-term wins, and anchoring changes in the organizational culture through ongoing training, accountability, and emphasis on interdependent partnerships. The goal is to retain good employees by showing how each job contributes to overall success.
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【业务选择办理准则】
一、工作未确定，回国需先给父母、亲戚朋友看下文凭的情况，办理一份就读学校的毕业证【微信：A575476】文凭即可
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2:同时对留学生所学专业登记给予评定
3:国家专业人才认证中心颁发入库证书
4:这个认证书并且可以归档倒地方
5:凡事获得留信网入网的信息将会逐步更新到个人身份内，将在公安局网内查询个人身份证信息后，同步读取人才网入库信息
6:个人职称评审加20分
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一、工作未确定，回国需先给父母、亲戚朋友看下文凭的情况，办理一份就读学校的毕业证【微信：A575476】文凭即可
二、回国进私企、外企、自己做生意的情况，这些单位是不查询毕业证真伪的，而且国内没有渠道去查询国外文凭的真假，也不需要提供真实教育部认证。鉴于此，办理一份毕业证【微信：A575476】即可
三、进国企，银行，事业单位，考公务员等等，这些单位是必需要提供真实教育部认证的，办理教育部认证所需资料众多且烦琐，所有材料您都必须提供原件，我们凭借丰富的经验，快捷的绿色通道帮您快速整合材料，让您少走弯路。
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1:该专业认证可证明留学生真实身份
2:同时对留学生所学专业登记给予评定
3:国家专业人才认证中心颁发入库证书
4:这个认证书并且可以归档倒地方
5:凡事获得留信网入网的信息将会逐步更新到个人身份内，将在公安局网内查询个人身份证信息后，同步读取人才网入库信息
6:个人职称评审加20分
7:个人信誉贷款加10分
8:在国家人才网主办的国家网络招聘大会中纳入资料，供国家高端企业选择人才
→ 【关于价格问题（保证一手价格）
我们所定的价格是非常合理的，而且我们现在做得单子大多数都是代理和回头客户介绍的所以一般现在有新的单子 我给客户的都是第一手的代理价格，因为我想坦诚对待大家 不想跟大家在价格方面浪费时间
对于老客户或者被老客户介绍过来的朋友，我们都会适当给一些优惠。
选择实体注册公司办理，更放心，更安全！我们的承诺：可来公司面谈，可签订合同，会陪同客户一起到教育部认证窗口递交认证材料，客户在教育部官方认证查询网站查询到认证通过结果后付款，不成功不收费！
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The “Four Quadrant” Theory of Organizational Reward and Recognition
- 1. Reward and Recognition The “Four Quadrant” Theory of Organizational Reward and Recognition
- 2. 4 Quadrant Theory Evaluate or determine your current culture… Which of the quadrants are currently well represented? Which of the quadrant(s) look a bit bleak and need some attention? Be Creative and Strategic: Find new and innovative approaches to what you are currently doing and add them to your quadrants. Implement!
- 3. Frequency Annual Bi-Annual Monthly Weekly Daily 0% 10% 20% 30% 40% 50% 60% 70% 80% 90% 100% % of Employees Recognized
- 4. Frequency Annual Bi-Annual Monthly Weekly Daily 0% 10% 20% 30% 40% 50% 60% 70% 80% 90% 100% % of Employees Recognized
- 5. Frequency Annual Bi-Annual Monthly Weekly Daily 0% 10% 20% 30% 40% 50% 60% 70% 80% 90% 100% % of Employees Recognized
- 6. Everyone thinks they have “the” magic answer, and… Research proves that it is essential to address each of the four quadrants. Often times, after evaluation, organizations will find themselves falling short in one or more areas. Think "Maslow's Hierarchy of Needs" (as applied to management), and my guess is that the quadrant theory will make total sense!
- 7. Sonya Sullins, MBA,founder of Human Capital Management Institute: “We specialize in selecting, motivating and retaining top talent. You will be able to enjoy the benefits of highly engaged, productive employees and fiercely loyal, devoted customers. We take the guesswork out and you will know exactly what to do to gain a leading edge.” With over 20 years experience as a trainer and workshop facilitator, and a dozen years as a consultant in Senior Living and Health Care, Sonya works exclusively with professionals and organizations who are ready to develop the skills that drive outcomes and create sustainable excellence for their organization. www.HumanCaptitalManagementInstitute.com Sonya@SonyaSullins.com Toll Free: 877-HUMAN10