HSM220 Week4 Assignment
11 Pages

HSM220 Week4 Assignment

Course Number: HSM 220 220, Winter 2013

College/University: University of Phoenix

Word Count: 1452

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1 Week Four: Designing a Reward System Assignment Grading Rubric: Content and Organization 70 Percent Percent Comments: Earned: 70 All key elements of the assignment are covered in a substantive way. Create an employee reward system for a human service organization. Write a 1,050- to 1,400-word paper in APA format detailing the methods of determining what aspects of the work should be monitored and...

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Four: 1 Week Designing a Reward System Assignment Grading Rubric: Content and Organization 70 Percent Percent Comments: Earned: 70 All key elements of the assignment are covered in a substantive way. Create an employee reward system for a human service organization. Write a 1,050- to 1,400-word paper in APA format detailing the methods of determining what aspects of the work should be monitored and rewarded. Include how you will address the nine major factors of motivation on p. 131. Indicate how you will ensure that o basic needs are met. o competitive benefits are offered. o benefits are equally distributed. o employees are treated as individuals. Identify specific benefits and incentives that will be offered to employees. Include charts and diagrams, if appropriate, and a detailed explanation of the criteria used to design the reward system. 2 Cite a minimum of three resources from the University Library. Post your paper as a Microsoft Word attachment. The content is comprehensive, accurate, or persuasive. The paper develops a central theme or idea, directed toward the appropriate audience. The paper links theory to relevant examples of current experience and industry practice and uses the vocabulary of the theory correctly. Major points are stated clearly; are supported by specific details, examples, or analysis; and are organized logically. The introduction provides sufficient background on the topic and previews major points. The conclusion is logical, flows from the body of the paper, and reviews the major points. Readability and Style 15 Percent Percent Earned 15 Paragraph transitions are present and logical and maintain the flow throughout the paper. The tone is appropriate to the content and assignment. Sentences are complete, clear, and concise. Sentences are well-constructed, Comments: 3 with consistently strong, varied sentences. Sentence transitions are present and maintain the flow of thought. Mechanics 15 Percent Percent Earned Comments: 15 The paper, including the title page, reference page, tables, and appendices, follow writing style guidelines. Citations of original works within the body of the paper follow Axia style guidelines. The paper is laid out with effective use of headings, font styles, and white space. Rules of grammar, usage, and punctuation are followed. Spelling is correct. 10% deduction for each day the paper was submitted late. Total 100 Percent Percent Earned Comments: Points Possible:100 Percent Earned: 100 Points earned:100 Designing a Reward System Samantha McPherson HSM/230 January 27, 2013 4 Kevin Larry 5 Structure is an extremely important variable in determining the tone and substance of day-to-day functioning and, ultimately, has a lot to do with organizational progress toward the achievement of mission and goal; but in order to achieve that mission we have to make sure our team member are happy to help with the goals. McGregor (1960) in his discussion of Theory Y (for a review of McGregors ideas, see Chapter 2), believed that the opportunity to make use of talent and creativity on the job can meet some important needs for employees, to enable you the team member to maximize potential and to do so I will use Herzberg (1966) two-factor theory of satisfaction and motivation as a guide to enhance our human service organization. Unfairness can take a variety of forms, a Well-designed reward system will ensure meaningful work, achievement, and other such intrinsic rewards, a unbiased and fair reward system entails an exploration of the value of every single member to the organization; Therefore this organization will be ethical with these two guides. 1. every six months an employee survey will be given to you to help assess your needs; the survey will led to answering two questions: Describe times when you or a team member demonstrated qualities worthy of recognition. The types of rewards you would appreciate for your hard work. 2. After the surveys I would then meet with the supervisors to evaluate your performance expectations within the organization: such as upholding communication with clients, 6 attained certifications and training, contributed to organizational development, completed required accounts in a timely manner Know that the reason for both team member and supervisors assessment is because we believe in ethical judgment, and it should not stop with just our service to our clients; most important, we need a clear link between who will be rewarded and for what purpose. When developing a rewards or incentive plan the key components to remember are that each person is treated fairly, meet the same guidelines and feels respected in the process. In developing these new incentives and rewards you will find a description of each along with the requirements. Benefits Commemorative Certificate o Plaque/Gift An employee who has achieved perfect attendance will be presented plaque rewards for perfect attendance for three consecutive months and a gift certificate to your favorite restaurant. Time Off o "two paid bonus days to regular full-time staff who have taken no sick time off or days off without pay for the past payroll year." Employee enrichment programs 7 o Managers will make available employees opportunities to take part in enrichment programs or supplementary events that will increase team members expertise. Suggestions welcome! Merit Increase/Promotions (please review levels) o 2 to 5% of the member's present base earnings, subject to the availability of funds. o Members are required to be employ within the organization for at least three continuous months and a minimum six months must have pass by since last salary increase, and promotion. Levels 1 = Unsatisfactory. This employee completed less than 80 percent of activities and/or achieved less than 80 percent of the objectives established in the performance contract at the beginning of the performance year. Requires a major commitment of supervisory time. 2 = Below expectations. This employee was able to complete at least 80 percent of activities and achieve at least 80 percent of the major objectives but requires considerable direction and guidance. 3 = Meets expectations. This employees performance demonstrates completion of at least 90 percent of the activities, and meets at least 90 percent of the objectives established in the performance contract at the beginning of the performance year. 8 4 = Above expectations. The results of this employees performance surpass expectations established in the performance contract at the beginning of the performance year, and he or she is able to perform with minimal direction and guidance. 5 = Clearly superior. The results of this employees performance clearly surpass expectations established in the performance contract at the beginning of the performance year. The employee performs independently, and the effects of this employees work can be seen in program results.(Kettner,2002) In addition to the insurance we offer already we will now offer insurance in three different plans. The first being Fallon Direct Care. This allows insurance to the employee through any Fallon Healthcare center. The second option we will now offer is Fallon Select Care. Unlike the direct care the employee will now have the choice of keeping their own regular doctor for an additional $25 every month. The employee can also choose to seek their own healthcare provider whereas they were not able to do this before. The final benefit we have chosen to offer to employees is a savings plan. This now allows employees to have any amount they choose taken from their paychecks, before taxes and garnishments and set into a savings plan. They can access or cancel this plan whenever they see fit but must submit a request in written form to access the 9 account. Then the employee will receive a check in the amount of their choice, if the savings plan is being canceled they will receive the full amount. The hopes of adding these incentives and rewards are that we will improve turnover rates which have risen over the last year, improve attitudes and attendance of all employees, and improve the quality of care that is provided daily at this facility. Some incentives and rewards will be offered monthly others may take up to 6 months or longer. It is imperative that we maintain a fair rating system for each employee that may be eligible for these incentives and rewards. Each employees performance will be overseen by the immediate supervisor as well as the manager. They will also be evaluated on a points system for some of these incentives and rewards. 10 References: 1. Design reward system employees human service organization. Retrieved from http://smallbusiness.chron.com 2. Maintain contact with clients year-round. (2004). Journal of Accountancy, 197(4), 24-24. Retrieved from http://search.proquest.com/docview/206783418?accountid=35812 3. Boyd, B., & Salamin, A. (2001). Strategic reward systems: A contingency model of pay system design. Strategic Management Journal, 22(8), 777792. Retrieved from http://search.proquest.com/docview/225006887? accountid=35812 4. Scott, I. A. (2008). Pay for performance programs in australia: A need for guiding principles. Australian Health Review, 32(4), 740-9. Retrieved from http://search.proquest.com/docview/231736348?accountid=35812 11 5. Kettner, P. M. (2002). Achieving Excellence in the Management of Human Services Organizations. (Ch.4). Retrieved from The University of Phoenix eBook Collection database. 6. Human services reward system. Retrieved from en.Allexperts.com

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