Designing a Reward System

Detailing the methods of determining what aspects of the call on should be monitored and rewarded is what I plan to focus on when designing my reward governance. Designing a well-integrated penury and reward is arguably one of the most important functions of vigilance in its quest to achieve excellence in solveational performance, harmonise to University of Phoenix Achieving Excellence in the Management of Human Services Organizations (2002). I want to focus on getting my workers to work hard to the issuedo of their ability and be as productive as possible, providing high timbre and effective work. I have to follow the raw material functions of a benevolent service organization to meet the expectations of the organizations mission. These functions have much to do with my workers and non the management. How do I get my workers to be all they can be in this organization, to accomplish the organizations mission. The designing of a successful reward system should be the ans wer to that question.There are many theories of motivation and has been explored from many perspectives. correspond to Montana and Charnov (1993), drawing on the work of introductory studies, identified 25 factors that motivate employees. Out of those twenty-five factors, only nine factors by its respondents in all the studies were reviewed. The nine factors of motivation selected1. Respect for me as a person 2. Good pay 3. Chance to turn out quality work 4. Chance for advancement 5. Opportunity to do elicit work 6. printing my subscriber line is important 7. Boss acknowledgment of my work 8. Opportunity for self- split upment and proceeds 9. huge amount of freedom on the job The ways in which I will address the nine factors of motivation would be every bit and reviewed individually among each employee. Respect each employee being treated as and this will help build a strong bond inwardly the staff and organization. Good Pay if paid more than originally expected, this me chanically becomes a motivator. Chance to turn out quality of work if an employee is accustomed a chance to perform a certain task and memorialize their creativeness, they are providing independency and earn recognition, leading to job satisfaction. Chance for promotion 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 at bottom the organization.Feeling my job is important the more recognition and opportunities available, the more the employee feels motivated and the greatness of their job. Being told by my boss when I do a near job boss acknowledgment lets it employees feel more motivated and center to do more. Opportunity for self-development and improvement an employee takes steps to improve their skills and becomes more motivated. Large amounts of freedom on the job leads to job satisfaction because providing independency and finish work tasks is a huge motivational factor. All these nine factors of motivation are important when designing a reward system.There are withal several necessary reward system properties Basic Needs Satisfied, competitory Benefits, Equitable Distribution, and Employees as Individuals (Lawler, 1977). I can assimilate sure the basic inescapably are met by trying to satisfy salary and job security within my organization. I can make sure the organization mutilateers competitive benefits by trying to compare with other forgiving services organizations between salaries and benefits. I can make sure benefits are every bit distributed by ensuring the employees are aware of their performance levels and the rules. I can make sure all my employees are treated as individuals by pickings into consideration each employee has several(predicate) needs. All of these properties will help develop afair and successful reward system.Some benefits and incentives that will be offered to employees would be merit incre ases, lump-sum salary increases, paid era off, insurance and retirement benefits erect to name a few. Merit increases are increases in an employees engage based on their performance level. Lump-sum salary increases are merit payments that may be considered part of an employees normal pay. Paid time off is hours an employee can use for sick days, personal days or holiday days, which are paid hours. Insurance and retirement benefits can be a positive benefit for an employee. Healthy insurance is offered and retirement plans are offered later on a certain amount of years. These benefits and incentives will help motivate its employees and forestall a successful reward system.This is a performance review form for an employee to be evaluated by its employer. It evaluates the employees levels of performance and is a respectable scape to use, especially for designing 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 example and I feel it is a functional form. By completing this form, the employer or manager as a break away review of the employee and gets an idea of where they stand. This form may be filled out after an employees 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 months or yearly. This is also good when wanting to determine of the employee gets a raise or wants a different position within the organization. These can also be compared to other employees when devising that determination. They may also be held in an employees file and compared to previous forms to see if they improved.