New And Improved Rewards At Work. Creating And Implementing

New And Improved Rewards At Work. Creating And Implementing
New and Improved Rewards at Work
Creating and implementing new and improved rewards systems at work has been a tool of success for many organizations. Corporations use these
rewards to boost employee morale and to allow their employees "me time". Throughout the course of this paper, I will determine how innovations in
employee benefits can improve the overall competitive compensation strategy of the organization. Next, I will explain how innovative benefits could
be tied to specific jobs. Thirdly, I will critique the effectiveness of equity–based rewards systems versus those with more creative approaches. Then, I
will discuss the key elements of integrating innovation into a traditional total rewards program. Finally, I will recommend a ... Show more content on
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Lastly, these newly developed compensation strategies can also encompass a variety of diverse pay systems that fluctuate from flexible pay to talent
and ability based pay.
Explain how innovative benefits could be tied to specific jobs. Employers have been coming up with innovative employee rewards to boost
morale and acknowledge employee needs for creativity and personal goal accomplishment. This is a positive sign for both employers and
employees because it brings a personal element to the work relationship. Employers are displaying signs of empathy via the acknowledgment of
their employees' needs. Additionally, employees will begin to feel a sense of trust and loyalty to the employer because of their demonstrated acts of
compassion. A few of the most up to date employee benefits include use of the Internet during work hrs. for personal reasons; allowing employees to
bring their pets to work; establishing a controlled napping policy, and sports and office betting pools. However, there are some innovative benefits
that could be tied to specific jobs. For example, Anytime Fitness, provides their franchise owners' a discount on the initial franchise fee for each
additional club purchased as well as ensure that they are granted an exclusive territory. No other fitness franchise is offering potential franchise owners
those type of benefits
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Managing Employees Through Performance And Reward
Managing Employees through Performance and Reward
By Afsar Ahmed
Table of Contents
Introduction2
Importance of Reward Management2
Formulating Effective Reward Policies3
Relationship between Rewards and Performance4
Conclusion5
Questions to be asked by Audience6
Question 16
Question 26
References8
Introduction
Employee management is a key concept for organisations this is because it helps them to achieve goals and targets. It is noticed that reward
management serves as the major strategy that is used by the human resource management in order to attract and keep hold of competent employees. In
addition to this the method, also is the means of developing the performance of employees as it involves implementing ... Show more content on
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According to Kehoe and Wright (2013) the reward frameworks are exceptionally pivotal for an organisation and it entails frameworks, projects, and
practices that affect the activities of people. The motivation behind rewards frameworks is that it provides a methodical method to convey positive
outcomes. The reason of this system is to give a positive outcome for contribution to deliver constructive execution.
Moreover, with the help of reward frameworks it would be easier for the Human Resource manager to implement effective reward policies and it might
comprise diverse types of recognition, advancements, reassignments, non–money related rewards for example vacations etc. Imran et al (2014) stated
that when workers surpass their objective or surpass their standard they must be remunerated promptly as a process for motivating them. By doing this,
representatives directly connect the prize with conduct and higher performance they have achieved. Also, the effective reward framework must
concentrate on the positive feedbacks as well as uplifting response energises the desired method in companies. This wishes representatives to take

constructive actions encouraging rewards as reward projects must be legitimately defined in the company to support positive conduct, this leads to
higher

Reward and Recognition
Employee Recognition Program Handbook
Department of Human Resource Management September 2000
DHRM 01/30/2001
TABLE OF CONTENTS INTRODUCTION............................................................................................ 2 RECOGNITION
/REWARD............................................................................. 4 PROGRAM DEVELOPMENT ....................................................................... 7
KEY POINTS TO REMEMBER – ELEMENTS OF SUCCESSFUL PROGRAM ............................................. 7 STEP– BY–STEP
GUIDELINES............................................................................................................ 9
IDEAS TO HELP MEET YOUR BUDGET ................................................... Show more content on Helpwriting.net ...
Agencies should develop procedures for employee recognition awards to enhance good employee relations, develop programs that raise morale for
all employees in the agency, and improve agency and state government operations. Agency Heads are encouraged to: В§ В§ В§ Develop a plan for
employee recognition programs that links with the agency's mission and goals Allocate resources to implement the programs and provide internal
training for the programs Promote and serve as an advocate for agency employee recognition programs
3 DHRM 01/30/2001
RECOGNITION/REWARD
Employees not only want good pay and benefits, they also want to be valued and appreciated for their work, treated fairly, do work that is important,
have advancement opportunities, and opportunities to be involved in the agency. Recognition and rewards play an important role in work unit and
agency programs to attract and retain their employees. It is the

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

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

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

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

James R. Lindner June 1998
Journal for Quality & Participation; Oct2010, Vol. 33 Issue 3, p4–8, 5p
The Keys to Turbo–Charging Intrinsic Motivation
Robinson C, Oct 2010
http://edweb.sdsu.edu/people/arossett/pie/Interventions/incentivesrewards_2.htm
Rewards and Recognition
Ryan S n.d
Spargins, E. (1992). Hands on: managing people: motivation: employees as family. 14(13),

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

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

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

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

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

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

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

Reward Management System
TERM PAPER OF PERFORMANCE MANAGEMENT TOPIC: REWARD MANAGEMENT SYSTEM {draw:frame} SUBMITTED TO:
SUBMITTED BY: OVERVIEW: REWARD MANAGEMENT Reward management is about the development, implementation, maintenance
communication, and evaluation of reward processes. These processes deal with the assessment of relative job values, the design and management of pay
structures, performance management, paying for performance, competence or skill (contingent pay), the provision of employee benefits and pensions,
and management of reward procedure. Employers and mangers should pay attention to their employees and special attention to the best employees.
This is done to encourage good performers, to push them to greater heights. ... Show more content on Helpwriting.net ...
The effectiveness of an organization's performance and reward management can have a major impact not only on morale and productivity but also its
ability to attract and retain staff. Many companies have found that far from complementing the stated aims of the business, their performance and
reward systems were actually driving counter–productive behavior. Motivation and Reward System Management Employee motivation is the
psychological feature that arouses an employee to behave in a certain manner for accomplishing certain organizational goals. It is imperative for the
organization to enhance motivation level of the employees in order to bring out the best in them. The motivation–level of the sales force must be kept
high in order that the sales force efficiently realizes the sales goals. Reward system management is the framework that envisions formulation of
different types of reward systems to boost the motivation of the salespersons. *Role of Compensation and Rewards* in Organization: Compensation
and Reward system plays vital role in a business organization. Since, among four Ms, i._e__ Men, Material, Machine and Money, _Men has been most
important factor, it is impossible to imagine a business process without Men. Land, Labor, Capital and Organization are four major factors of
production. Every factor contributes to the process of

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

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

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

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

BENEFITS
Bonus, sharing of profit, health, insurance,

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

jobs in structured method according to the whole points that has been accumulated.
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THE REWARD SYSTEM CYCLE
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There two types of incentive system, short and long term incentives. The short term incentive would be appropriate for this type of job as it relates to
the production cycle. The short term incentive is associated with jobs that have a specific time span of whether daily, weekly, fortnightly or monthly. For
this organization, we focus our attention on the monthly incentive payment, being associated with the completion of the main objectives and standard
of the job.
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Total Rewards Essay
Introduction Total rewards is an effective tool utilized by employers or leaders to reward their employees based upon their job productivity,
proficiency, and accomplishments. The ability to understand established processes and procedures must be exercised by leaders in the conduction of
meetings in order to reach a desired end state. Ted's professionalism and resilience were put to the test, following verbal comments pertaining to
Rebecca's job performance from two of the organization's executives, Peter Strong and Margo Arms. Every job within an organization must have a
salary cap regardless of the employee's competency, work ethic, and production. Employees serving within a position after reaching its maximum rate
of pay and possesses... Show more content on Helpwriting.net ...
Ted, one of the most popular managers within the company exercised resilience at its finest when the two executives interrupted him while he was
greeting the committee at the onset of the job evaluation meeting. The meeting was held to discuss job rating reviews, but as Ted was outlining the
purpose of the meeting, the two executives wanted to bypass Ted's plans for the meeting and discuss Rebecca's job rating in an effort to enhance total
compensation within the power of the organization. In the U. S. Army, most master resilience trainers defines what the two executives were trying to
do, as effective praise. I highly recommend employers and leaders to understand everything within their ability to enhance total compensation to their
employees or individuals because valued, selfless, and courageous efforts should be recognized and rewarded. I remember countless occasions when
my Soldiers SGT Ni, SSG Stevens, and SGT Tippens would motivate their Soldiers to score high on the Army Physical Fitness Test (APFT). A few
Soldiers would maximize the standards set forth by the Army during every administered company–level APFT. In return these three Sergeants would
come to me to have the Soldiers stand in front of a formation of other Soldiers and reward them with a three or four–day weekend pass, do physical
training on their own for thirty days, and even get a certificate of achievement for their accomplishments. There are strengths and weaknesses found in
every

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

Excellence depends on teamwork.
Employees will not ask for help when needed.
Problems will be concealed so that reputations remain intact.
Rewards create competitiveness among employees and this undermines collaboration and teamwork.
An example where rewards rupture relationships can be viewed by

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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