Team vs. individual recognition presentation

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Question Description

The project topic is team vs. individual recognition- how to do this. I already have an outline, use the outline to finish this report. You also need to do a powerpoint, one page handout, and speech draft. The outline is 6 pages, I don't know how many pages I should pay, you should write the whole paper at least 8 pages, if you write more, I'll give you more tips.

Human resources management course

Project parts are the plan outline, then a draft written report, Smarthinking receipt forwarded to instructor, slides, presentation, final report, and 1-page handout for audience.

For your reference citations, use at least 6 different sources or articles (no blogs) published since 2012.Cover page, body, and reference list should be > 8 pages total in APA format.Project reports must be submitted in WORD format.Your sources may be verified.Your project must have > 85% originality.

Do not use anyone else’s writing as your own.Also, do not re-use, recycle, or simultaneously use the same type project paper you prepared for another class.This means that if you submitted this paper elsewhere already (to any other class or for any purpose) then it is not acceptable.All quotes, sources, and work of others must be properly referenced in APA format.Build a 1-page handout of interesting key points for other students.The 1-page handout should bring attention to what you found most interesting to learn about this law.The 1-page handout should not be just the outline for your report.



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Running head: HUMAN RESOURCES MANAGEMENT 1 Xinyi Zhang Individual vs. Team Recognition Introduction 1. In performance appraisal exercises, human resources managers evaluate their employees from both individual and team perspective. Companies strategize their performance appraisal exercise by considering various factors that may result into an improved workforce or maintain the existing working if it meets the desired threshold (Kramer & Thayer, 2013). 2. The manager is supposed to compare the difference of measuring group performance and individual performance and determine the most effective formulae to motivate output in the workplace. Managers can assess various workplace performance issues to determine the king of rewards that would be given to the employees (Zhang & Fai Ng, 2012). 3. The truth of the matter is that rewarding both teams and individuals is a key factor in workplace success. Rewards Management 1. Good performance appreciation 2. Rewards are usually not part of the standard monthly salary and benefits. Types of Rewards 1. Monetary Rewards: Financial rewards paid to the employees and are usually over and beyond the regular periodic salary. 2. Non-monetary rewards: These are usually not in monetary forms but are issued to employees as a way of recognizing their individual contributions to performance targets. HUMAN RESOURCES MANAGEMENT 2 a) Individual Rewards Individual Reward and its Benefits in the work Environment 1. Rewarding individual employees in appreciating and recognizing of their efforts in work execution have proven to achieving results that exceed the targets set for each individual (Fapohunda, 2013). 2. The rewards per an employee recognize the effort of an individual in attaining a particular performance target. 3. Individual efforts put in particular tasks become appreciated by the management thereby improving the scope of the results output. 4. Recognition of excellently performing employees, their behavior, effectiveness and support for others in the same work environment. 5. Establish a competitive work habit in the work environment. 6. Encourages independent reasoning about things regarding the work execution leading to an independent work initiatives. 7. Increases individual confidence in work executions to attain individual targets in the work environment. 8. Encourages employees to be innovative an execute tasks at their own level rather than having to adapt their group members’ strategies (Hall-Ellis, 2014). 9. Improves self-control for employees making them to remain focused on the tasks ahead. Drawbacks of Individual Rewards HUMAN RESOURCES MANAGEMENT 3 1. May demoralize the unmotivated employees especially where they feel that team effort played a magnificent role in individual contribution. 2. May also demotivate the demoralized employees in an instance where they feel the reward is not equivalent to the efforts made. 3. A possible creation of imbalance in the salary and grading structure because of the wage bill created through reward and salary increases. 4. Can result to jealous which may result to a poor working relationship between the rewarded and the unrewarded employees or between the highly rewarded and the less rewarded employees (Kramer & Thayer, 2013). Forms of Individual Rewards Monetary Rewards 1. Shopping vouchers 2. Commission 3. Individual Bonuses 4. Extra Month Salaries Non-monetary rewards 1. Holiday 2. Education scholarship 3. Recognition certificates 4. Job promotions 5. Periodic awards such as employee of the Month/Year 6. Verbal Recognition b) Team Rewards HUMAN RESOURCES MANAGEMENT 4 This involves compensating a group of employees with regards to their combined efforts regarding a particular effort or organizational target performance. Effective teams have certain characteristics that bound them together is executing excellence which include: • A well understood purpose • Availability of sufficient leadership • Existence of adequate resources • Open and direct communication • Achieves greater than its individual efforts Team Reward and its Benefits in the Workplace 1. The success is shared by all members who receive rewards for having contributed to the target of the entire team 2. Enhance team work by recognizing the efforts of the entire team and also through cooperation and bonding 3. Appreciates the efforts of the team made for the attainment and recognition of the teams target and goals (Stewart, Courtright & Barrick, 2012). 4. The impact of employee motivation is often highly increased and encourage other employees in recognition 5. Responsibilities are delegated through problem solving and team shared knowledge and abilities for problem solving 6. Team rewards enables accountability for all members in terms of monitoring, good performance and failure 7. Encourages multidimensional reasoning through communication, contribution of ideas, creativity and innovation HUMAN RESOURCES MANAGEMENT 5 Drawbacks of Team Rewards 1. Individual efforts become minimized as compared to when they are working at personal level. 2. Employees in a team risk a sense of individual contribution which might drastically affect the individual performance towards work 3. In some circumstances, team rewards might be counter-productive and may develop competition between groups instead of leading to cooperation (Mueller, 2012). 4. Despite the fact that all team members are equally rewarded, not all members contribute equal efforts towards the achievement of success Forms of Team Rewards Monetary Team Rewards 1. Shopping vouchers for individual employees 2. Team bonuses 3. Team commission Non-monetary Team Rewards 1. Certificates of recognition 2. Team Celebration 3. Team merchandize 4. Team off from work 5. Team holiday Conclusion 1. Assess whether rewards will continue to strengthen synergy, managing restlessness, sense of ownership and participation, sense of purpose and empowering. HUMAN RESOURCES MANAGEMENT 6 2. Examine the current disruptions in the human resources management strategies which include issues of high turnover rates, impatience, restlessness, highly transferable skills and disloyal employees. HUMAN RESOURCES MANAGEMENT 7 References Fapohunda, T. M. (2013). Towards effective team building in the workplace. International Journal of Education and Research, 1(4), 1-12. Hall-Ellis, S. (2014). Reward systems promote high-performance work teams achieving library mission. The Bottom Line, 27(2), 66-69. Kramer, W. S., & Thayer, A. L. (2013). 19 Goal Setting in Teams. New developments in goal setting and task performance, 287. Mueller, J. S. (2012). Why individuals in larger teams perform worse. Organizational Behavior and Human Decision Processes, 117(1), 111-124. Stewart, G. L., Courtright, S. H., & Barrick, M. R. (2012). Peer-based control in self-managing teams: linking rational and normative influence with individual and group performance. Journal of Applied Psychology, 97(2), 435. Zhang, P., & Fai Ng, F. (2012). Attitude toward knowledge sharing in construction teams. Industrial Management & Data Systems, 112(9), 1326-1347. HUMAN RESOURCES MANAGEMENT 8 ...
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Tutor Answer

TutorAR
School: UIUC

Hi, Find attached the paper for your review.Let me know if you need anything edited or changed.Looking forward to working with you again in future.Thank you.
Attached.

Running head: HUMAN RESOURCES MANAGEMENT

1

Xinyi Zhang
Individual vs. Team Recognition
Introduction
1. In performance appraisal exercises, human resources managers evaluate their employees
from both individual and team perspective. Companies strategize their performance
appraisal exercise by considering various factors that may result into an improved
workforce or maintain the existing working if it meets the desired threshold (Kramer &
Thayer, 2013).
2. The manager is supposed to compare the difference of measuring group performance and
individual performance and determine the most effective formulae to motivate output in
the workplace. Managers can assess various workplace performance issues to determine
the king of rewards that would be given to the employees (Zhang & Fai Ng, 2012).
3. The truth of the matter is that rewarding both teams and individuals is a key factor in
workplace success.
Rewards Management
1. Good performance appreciation
2. Rewards are usually not part of the standard monthly salary and benefits.
Types of Rewards
1. Monetary Rewards: Financial rewards paid to the employees and are usually over and
beyond the regular periodic salary.
2. Non-monetary rewards: These are usually not in monetary forms but are issued to
employees as a way of recognizing their individual contributions to performance targets.

HUMAN RESOURCES MANAGEMENT

2

a) Individual Rewards
Individual Reward and its Benefits in the work Environment
1. Rewarding individual employees in appreciating and recognizing of their efforts in work
execution have proven to achieving results that exceed the targets set for each individual
(Fapohunda, 2013).
2. The rewards per an employee recognize the effort of an individual in attaining a
particular performance target.
3. Individual efforts put in particular tasks become appreciated by the management thereby
improving the scope of the results output.
4. Recognition of excellently performing employees, their behavior, effectiveness and
support for others in the same work environment.
5. Establish a competitive work habit in the work environment.
6. Encourages independent reasoning about things regarding the work execution leading to
an independent work initiatives.
7. Increases individual confidence in work executions to attain individual targets in the
work environment.
8. Encourages employees to be innovative an execute tasks at their own level rather than
having to adapt their group members’ strategies (Hall-Ellis, 2014).
9. Improves self-control for employees making them to remain focused on the tasks ahead.

Drawbacks of Individual Rewards

HUMAN RESOURCES MANAGEMENT

3

1. May demoralize the unmotivated employees especially where they feel that team effort
played a magnificent role in individual contribution.
2. May also demotivate the demoralized employees in an instance where they feel the
reward is not equivalent to the efforts made.
3. A possible creation of imbalance in the salary and grading structure because of the wage
bill created through reward and salary increases.
4. Can result to jealous which may result to a poor working relationship between the
rewarded and the unrewarded employees or between the highly rewarded and the less
rewarded employees (Kramer & Thayer, 2013).
Forms of Individual Rewards
Monetary Rewards
1. Shopping vouchers
2. Commission
3. Individual Bonuses
4. Extra Month Salaries
Non-monetary rewards
1. Holiday
2. Education scholarship
3. Recognition certificates
4. Job promotions
5. Periodic awards such as employee of the Month/Year
6. Verbal Recognition
b) Team Rewards

HUMAN RESOURCES MANAGEMENT

4

This involves compensating a group of employees with regards to their combined efforts
regarding a particular effort or organizational target performance. Effective teams have
certain characteristics that bound them together is executing excellence which include:


A well understood purpose



Availability of sufficient leadership



Existence of adequate resources



Open and direct communication



Achieves greater than its individual efforts

Team Reward and its Benefits in the Workplace
1. The success is shared by all members who receive rewards for having contributed to the
target of the entire team
2. Enhance team work by recognizing the efforts of the entire team and also through
cooperation and bonding
3. Appreciates the efforts of the team made for the attainment and recognition of the teams
target and goals (Stewart, Courtright & Barrick, 2012).
4. The impact of employee motivation is often highly increased and encourage other
employees in recognition
5. Responsibilities are delegated through problem solving and team shared knowledge and
abilities for problem solving
6. Team rewards enables accountability for all members in terms of monitoring, good
performance and failure
7. Encourages multidimensional reasoning through communication, contribution of ideas,
creativity and innovation

HUMAN RESOURCES MANAGEMENT

5

Drawbacks of Team Rewards
1. Individual efforts become minimized as compared to when they are working at personal
level.
2. Employees in a team risk a sense of individual contribution which might drastically affect
the indiv...

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Anonymous
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