" Reward and Recognition program Needed", assignment help

timer Asked: May 26th, 2016
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Question description

For this assignment, you will write a proposal to your organization’s senior management team for a project you would like to receive approval for. The section titled Practical Skills: Proposal Writing in the interactive lecture on page V of Module 7 provides guidance to help you determine the specific needs of your audience.

Your proposal will be based on the work you have already done for the Module 6 Critical Thinking Assignment.  You will be writing on the topic you chose for that assignment, either:

  • Leadership Training Need Identified
  • Reward and Recognition Program Needed

Use the information and format provided in the Module 7, Page V, Practical Skills: Proposal Writing, interactive lecture.

The proposal should be 6-8 pages in length and should conform to APA standard.

NOTE: here is a link to the sample proposal


Also the file below is the already done module 6 critical thinking assignment mentioned

TO: Managements of Cisco and IBM Company FROM: Mr. Roger Tazifor, Human Resources (HR) Manager DATE: May 12, 2016 SUBJECT: Creation of a Reward and Recognition System Cisco and IBM recently merged. After the merger, it has been observed that the employees of Cisco are experiencing low morale and confidence due to the fear of losing their job. Usually, after merging of two companies, employees are laid-off to reduce redundancy cost. Experiencing of low morale and confidence by the employees has negative impact on their job performance. It has been observed that after the merger, the employees are showing absenteeism, paying less attention to the work, and hurrying to search other jobs. The performance of the company is directly linked with the performance of the employees. The ultimate result of the bad job performance of the employees is the bad performance of the company. The long term interest of the company will be hampered if the company fails to recognize the fact and resolve the issue. As a possible solution, the company should undertake early initiative to resolve the problems raised. Otherwise, long term performance of the company will be affected severely. The company can take a decision not to lay off or fire any employee on immediate basis. If the company doesn’t do so, then the lay-off procedure of the company will not be justifiable and equitable. Rather the lay-off decision of the employees should be obtained based on the evaluation of the job performance of the employees over the next one year. The employees who hold up a good job performance won’t be laid-off. On the other hand, those who do not will be. This means that whether employees will be laid-off or retained will depend mainly upon the performance of the employees over the next year. This will make the lay-off procedure of the company more justifiable and equitable. Consequently, when the employees will be assured that they will not be fired or laid off initially, and they are given an opportunity to show up their performance for the next one year, the confidence and morale of the employees will be recovered. The employee will have mental satisfaction that for at least one year they will not lose their job and if good performance can be shown for the next one year they will not be laid-off. The method of judging performance based on next one year activities will act as a motivational factor to the employees as they will try to show exceptional performance. They will be keen to exert good performance to the company. The ultimate result of the good job performance of the employee is the good performance of the company. The company will be on the safe side considering the fact that it will make a justifiable and equitable lay-off procedure.

Tutor Answer

School: Boston College

TO: Managements of Cisco and IBM Company
FROM: Mr. Roger Tazifor, Human Resources (HR) Manager
DATE: May 12, 2016
SUBJECT: Creation of a Reward and Recognition System

Introduction to Reward/Recognition System
Employees are the heart of any business. Disgruntled or apathetic employees can suck the
energy out of the sales transaction they perform.

The customers are more likely to become engaged if they are served by passionate
employees. In other words, Engaged Employees are a boost to any business’ bottom line. Yet
most office environments inspire apathy, not excitement. As psychologist Tom Muha recently
wrote in an article for The Capital, recent polls show that “only 29% of employees in a typical
company are actively engaged in their job.” Fortunately, you don’t have to spend a lot of money
to boost employee engagement.

Main Point:
Sincere thanks never grow old. Ongoing, meaningful rewards and recognition provide
an effective, low cost way of raising morale and encouraging higher levels of performance.
Here are 86 ideas to help you embed employee recognition into your everyday work. (Adapted
from the University of Michigan)

Reward vs. Recognition:
Although these terms are often used interchangeably, reward and recognition systems
should be considered separately. Employee reward systems refer to programs set up by a
company to reward performance and motivate employees on individual and/or group levels.
They are normally considered separate from salary but may be monetary in nature or otherwise
have a cost to the company. While previously considered the domain of large companies, small
businesses have also begun employing them as a tool to lure top employees in a competitive job
market as well as to increase employee performance.

Employees who feel they have a positive personal relationship with their supervisors are
more likely to be engaged, and staff appreciation get-togethers provide opportunities for
employees to connect with their peers and their supervisors. Too often, employees are...

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