Running head: DESIGNING A REWARD SYSTEM

Designing a Reward System Tammy Fallin HSM/220 April 28, 2013 University of Phoenix

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Designing a Reward System In order to run a successful business all employees need to be working at their best capacity. When staff members are productive the business will succeed. Managers do not want to deal with unproductive or sluggish employees; a reward system would motivate employees to be more productive and successful. A reward system can build employees morale and make them strive to receive benefits. There are nine major factors to consider when motivating employees. These are respect for me as a person, good pay, chance to turn out quality work, chance for promotion, opportunity to do interesting work, feeling my job is important, being told by the boss that you did a good job, opportunity for self-development and improvement, and a large amount of freedom on the job, (Kettner, 2002) . Respect for the manager is important to have a successful career in this organization. Respect needs to come from the employee as well as the manager. Communication is very important between both the employee and the manager. Involving employees with ideas and getting their input will give them respect they need as an employee, (Niki & Nili, 2012). Good pay is something that every employee works for. When faced with a difficult task that they accomplish their pay should be addressed as a reward. Giving an employee a welldeserved raise will boost their confidence and that in turn will give the manager a more productive employee. When an employee goes above and beyond with the work that they produce, recognizing them with an increase in pay would be appreciated, (Niki & Nili, 2012). Giving an employee the chance to have their work recognized within the organization will challenge them to produce quality work. When an employee demonstrates that they are capable of turning in quality work then it will get recognized. Dedication between an employee

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and the job they are given are important for an organization. The employee will have all the needed materials to bring out the skills that they are capable of achieving, (Born & Molleman, 1996) . Promotions should be given when an employee accomplishes a position. Having a time frame of six months gives the employee time to achieve that position to get promoted to the next level. An employee must prove that he can handle the position with little to know help from the manger in order for a promotion to take place. Employees will not be given responsibilities that are impossible to achieve, ("Effect of entrepreneurship orientation and marketing-based reward system towards marketing performance," 2011). Managers need to give employees an opportunity to do interesting work. Managers can give the employee the freedom to come up and execute their ideas to get recognition as well as the chance to become a team leader or the opportunity for a new position. Feeling my job is important as a manger is crucial. Employees need to be given the opportunity to be manager for a day to see that it is not so easy. When an employee has respect for the manager there will be a mutual and well deserved respect for each other. Having the proper commination skills will ensure effective communicating ability and have a higher success rate, (Kettner, 2002). Being told by management that an employee did a great job is important. When employees complete a task or job responsibility before a deadline, a reward should be given. A reward such as a longer lunch or leaving early on Friday for example can be given to the employee to show for a job well done, (Born & Molleman, 1996). Opportunity for self-development and improvements important for employees to feel they are contributing to the organization. By letting an employee express themselves freely they

DESIGNING A REWARD SYSTEM

will self-improve and be more productive. Employees need to be aware of what job descriptions are for each position so that they can effectively and freely produce the best work they can, ("Effect of entrepreneurship orientation and marketing-based reward system towards marketing performance," 2011). As manager I will make sure basic needs are met by communicating with every employee and providing an opportunity for advancement when experience is proven. Manager will provide every employee the needed materials to complete the job. Every employee will have the opportunity to achieve goals, as no employee will be in a position to fail at their given task, (Born & Molleman, 1996). Competitive benefits that are offered will be available for each employee that proves they deserve the specified benefit. Competitive benefits will keep the employees working harder and being productive in their job. When an employee accomplishes responsibilities then time off will be rewarded. Time off will be rewarded in the schedule as soon as the schedule permits it. Benefits will be distributed among every employee regardless of position. An employee will receive benefits based on their performance in their position. Time employed, age, or position will have a factor determining who will receive benefits. Benefits will be determined by the employees efforts to complete job responsibilities, (Born & Molleman, 1996). Every employee will be treated like an individual that is worthy of receiving respect. The organization will always take the employees concerns in consideration and involve them in any decisions to come up with a remedy that will benefit all employees. The company will always care about all opinions and will be taken seriously, (Niki & Nili, 2012). Specific benefits will include but are not limited to pay raise, promotion, time off, opportunity to be recognized and leadership positions. Incentives will be all the above as well as

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the opportunity to work competitively with teammates to show effective responsibly among peers. Goals as well as deadlines will give the employee the chance to prove they are capable of achieving goals and deserve such benefits. Criteria that will determine if any benefits will be given will be the work that the employee produces. Other criteria would have to be how productive the employee was while completing the task given. Being a team leader will also benefit the employee and will determine pay increases as well as position that they can achieve all goals. Reward systems are important for both the employee and the organization. Productive employees will make a productive business. Respect for all employees will have a positive atmosphere and employees will be more effective in their position within the company.

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References Born, L., & Molleman, E. (1996). Empowerment and rewards: a case study. Business and Economic--Management, Ethnic Interests, 4(3), 30-33. Retrieved from http://search.proquest.com.ezproxy.apollolibrary.com/docview/20926327?accountid=358 12 Effect of entrepreneurship orientation and marketing-based reward system towrds marketing performance. (2011, April). International Journal of Business and Social Science, 2(6). Retrieved from http://search.proquest.com.ezproxy.apollolibrary.com/docview/904525188?accountid=35 812 Kettner, P. (2002). Achieving excellence in the management of human service organizations. Boston, MA: Allyn and Bacon. Niki, N., & Nili, M. (2012, June). Diesigning distribution system of rewards and influence on employees satisfaction case study: Hamgamkhodro Asia factory. International Journal of Business and Social Science, 3(12), 305-312. Retrieved from http://search.proquest.com/exproxy.apollolibrary.com/docview/1022647460?accountid=3 5812