'Designing a Reward System\r'

'Detailing the methods of determining what aspects of the serve should be monitored and honored is what I plan to focus on when designing my reward ashes. Designing a well-integrated indigence and reward is arguably single of the most all important(p) functions of management in its quest to achieve excellence in ecesisal per scoreance, according to University of Phoenix Achieving truth in the Management of Human function Organizations (2002). I want to focus on expireting my leaners to work hard to the revealflank of their ability and be as successful as possible, providing high reference and sound services. I down to follow the underlying functions of a human service organization to meet the expectations of the organizations mission. These functions have much to do with my workers and not the management. How do I get my workers to be all they dissolve be in this organization, to accomplish the organizations mission. The designing of a successful reward system should be the answer to that question.There be many theories of demand and has been explored from many perspectives. According to Montana and Charnov (1993), brief on the work of preliminary studies, determine xxv factors that make a motion employees. Out of those twenty-five factors, only nine factors by its respondents in all the studies were freshened. The nine factors of motivation selected:1. detect for me as a person 2. high-priced pay 3. Chance to turn out quality work 4. Chance for forwarding 5. Opportunity to do interesting work 6. Feeling my moving in is important 7. gaffer acknowledgment of my work 8. Opportunity for self-development and receipts 9. Large amount of freedom on the job The ways in which I leave alone address the nine factors of motivation would be equally and reviewed individually among from each one employee. Respect; each employee being handle equally and this will help sort a strong bond deep down the staff and organization. Good Pay; if pa ying more than originally expected, this automatically becomes a motivator. Chance to turn out quality of work; if an employee is given a pretend to thoroughgoing(a) a genuine assess and show their creativeness, they argon providing independence and cause recognition, leading to job satisfaction. Chance for publicity; an employee works hard and completes all asked and beyond their duties. Opportunity to do interesting work; motivation comes in to play when employees have more opportunities inwardly the organization.Feeling my job is important; the more recognition and opportunities available, the more the employee disembodied spirits motivate and the importance of their job. Being told by my busty boss when I do a ripe(p) job; boss acknowledgment lets it employees feel more motivated and focused to do more. Opportunity for self-development and rectifyment; an employee takes steps to improve their skills and becomes more motivated. Large amounts of freedom on the job; lea ds to job satisfaction because providing independency and completing work tasks is a enormous motivational factor. All these nine factors of motivation are important when designing a reward system.There are also some(prenominal) necessary reward system properties: prefatorial Needs Satisfied, Competitive Benefits, Equitable Distribution, and Employees as Individuals (Lawler, 1977). I stinkpot guard sure enough the canonic needs are met by trying to satisfy salary and job security within my organization. I can make sure the organization offers competitive benefits by trying to compare with different human services organizations between salaries and benefits. I can make sure benefits are equally distributed by ensuring the employees are cognisant of their work levels and the rules. I can make sure all my employees are enured as individuals by taking into servant each employee has different needs. All of these properties will help develop a  reasonably and successful r eward system.Some benefits and incentives that will be offered to employees would be merit increases, lump-sum salary increases, give clock time off, insurance and solitude benefits; vindicatory to name a few. Merit increases are increases in an employee’s wages ground on their performance level. Lump-sum salary increases are merit payments that may be considered part of an employee’s normal pay. Paid time off is hours an employee can use for gruesome days, personal days or spend days, which are paid hours. Insurance and solitude benefits can be a compulsive benefit for an employee. Healthy insurance is offered and retirement plans are offered after a certain amount of years. These benefits and incentives will help motivate its employees and keep a successful reward system.This is a performance review form for an employee to be evaluated by its employer. It evaluates the employee’s levels of performance and is a good tool to use, especially for designi ng a reward system for a human service organization. You can design this form to meet the basic needs and functions of the organizations standard requirements. This is just an pillow slip and I feel it is a in operation(p) form. By completing this form, the employer or charabanc as a better review of the employee and gets an idea of where they stand. This form may be filled out after an employee’s probation period, which is usually after 90 days from the time they were hired. A manager or supervisor may also complete a form every six-spot months or yearly. This is also good when wanting(p) to determine of the employee gets a raise or wants a different position within the organization. These can also be compared to different employees when making that determination. They may also be held in an employee’s file and compared to previous forms to see if they improved.\r\n'