Last updated: July 12, 2019
Topic: BusinessCompany
Sample donated:

A reward system in the human service organization is a great idea. Having a reward system can help boost morale and give employees something to look forward too and work harder to strive to get the reward that is being offered. When deciding to have a reward systems there are many things that need to be considered. Some things to be considered would be the nine major factors of motivation.

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. These things need to be implemented into the rewards system. Always give a person the respect that you would want from everyone you work with. Giving your employees respect makes them feel that they are just as important as everyone else and this will make them work harder.

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Good pay is also another way to get your employees to work hard. To do this raises should be given at certain times during the year and they should be based on performance. Make sure to give the employees the chance to turn out quality work. Do not set up the employees for failure. What I mean is do not give them a job that you know is impossible to get finished by a certain time because then that can possibly make them feel inadequate. Always leave the door open for promotions. Everyone likes to think that they can eventually move up to a better position with more money.

Keeping good records of employees work performance can help make the decision on who is going to be promoted. Having a large amount of freedom will give the employee opportunity for self-development and improvement. Listen to the ideas of employees they are the ones that usually work closet with the customer. The bottom line is that if you implement these things into the reward system it will make the employees strive to make the work place run smoother and the employees will be happy. Sharing information with other managers and the employees will make a business run smoothly also.

Below is a chart showing a performance management model. [pic] To ensure that basic needs are met, competitive benefits are offered, benefits are equally distributed and employees are treated as individuals I would have each employee to make a list of what they might need to have done. This way I can keep track of who needs what and this will help me make sure that the needs are met. Competitive benefits are important also. I think for this that each employee would get a flyer explaining what it is the benefits cover.

I will have each employee fill out a paper saying which benefits that they would like to choose. A copy will be put into their files. The other paper will be turned into the main office. When the benefits have to be distributed they will have that put into their envelope that their check comes in. This will ensure that it is distributed evenly. This next one ensures employees are treated as individuals, should not be difficult because everyone is different and I would treat them how I want to be treated, with respect.

My employees will be offered paid vacations, paid holidays, ten sick days a year that roll over, three personal days a year, health insurance with vision, and dental insurance. Along with these benefits some incentives I plan on giving are for one month of work without any missed days the employee will get one paid day off. I intend to implement an employee of the month and this employee will get a fifty dollar gift certificate to a restaurant.

Furthermore, I would also like to put out a box for the clients to recommend the person that they think should get a certificate of the most helpful employee. This will be rewarded by a free lunch. I took everything into consideration when deciding what the rewards should be for the reward system. I sat down and talked to a few people to see what exactly they would like to see as rewards. I think looked over all the information that I accumulated and picked the ones I thought would work the best. I figured everyone would like a paid day off work for doing a good job.

As for employee of the month I would like everyone to get this not just the same person every month. I will be the one to choose this person and they will get chosen even if it is only one thing that they have improved on. I figure if they improve on one thing then if they make employee of the month that will make them want to improve that much more so that they can continue to get rewards. [pic]Even a small little sticker or pin will make the employee know that you see that they are doing a great job and this will encourage them to move forward.

This can be given on a daily basis. Also keeping a large chart on all the quality service people are giving and the areas where employees need to improve will help the employees know where they stand at all times. Keep this chart where everyone has access to it at any given time. This reward system is something that all the employees had a say in while I was preparing the rewards. Everyone was given a survey and asked different questions on what they would like to see as rewards. These were just a few of the answers.

It has been brought to my attention that the employees would like to change the rewards every six months just to give them more incentive and a variety of rewards. A good long-term reward would be profit sharing. This would be given to long term employees who have worked for the company for a long time. Although some of these rewards might seem a little too simple this is what the employees asked for at the time. Everyone needs a little incentive to make their job a little better while they are working. Incentives will make them want to come to work and do a good job. I think the most important aspect would be to show all employees the respect they deserve.


2008). Knowledge Management: Implications for Human Service Organizations. Journal of Evidence-Based Social Work, 5(1/2), 361-389 (2004). Trust, Motivation and recognition Make the Difference Between the Best and the Rest. Computer Weekly, (), 29-29 (1995, Winter). Aligning Work and Rewards: Here’s how Six Leading-Edge Companies are Making Dramatic Changes to Their Compensation Systems. Management Review, 84(2), 19