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"Empower Your Business with The Motivational Edge: A Practical Guide to Employee Recognition and Reward"
Motivation in the workplace has been a heavily researched subject since the Industrial Revolution. Probably the most famous study is the Hawthorne Effect observed in the 1920's. The simple fact is that people in all walks of life respond well to attention. Nothing has changed in this respect since the 1920's and it is unlikely to alter in the future.
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 | The significance of simple spontaneous recognition,
Managers and supervisors often miss the significance of simple spontaneous recognition, relying more heavily on formalized management processes where a periodic review of performance is scheduled into busy diaries.
This book attempts to provide a broad sweep of approaches to recognition and reward to act as a source of background information as well as stimulating ideas for ringing the changes. It looks at the psychology of recognition revealing the findings of eminent 20th century Industrial Psychologists such as Abraham Maslow and Fred Herzberg and discusses the internal psychological mechanism that turns recognition into motivation.
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The importance of knowing your people well
The importance of knowing your people well in order to make your appreciation relevant and your role as leader in motivational issues is illustrated using historical examples. This section also concentrates on the practicalities of collecting information about employees and project teams in modern businesses, how the formal structure of the organization can impede "clean" data from reaching the decision-makers and a case-study that demonstrates how to make people�s achievements more visible.
Understanding the actual performance of an individual
Understanding the actual performance of an individual is the key to providing appropriate recognition and reward but uncovering true performance is not always straightforward. Sometimes heroes work away quietly without publicizing their successes while more extrovert characters piggy-back the successes of others to gain a little lime-light. This book introduces you to the range of traits that are commonly found inside companies and provides guidance about looking beneath the surface to reveal true performance.
Formal Performance Management Systems will, by virtue of their structure, never be spontaneous enough to catch employees using role-model behavior in day-to-day activities but these systems have a crucial role to play in educating the workforce about not only the thrust of the business but also the role that they are expected to play in organizational success. This section in the book outlines the implementation of Performance Management and highlights many of the pitfalls.
Formal and informal avenues of recognition
Every organization should have formal and informal avenues of recognition. In this book you will find guidance on both. The formal side of the coin deals with making awards and grand gestures for performance over and above what may have been expected. It deals with the formal recognition of teams and individuals in all of their different shades. Suggestions are made about using outsourced data collection to neutralize the editing effect of management chains and essential skills are discussed; skills required to ensure that the informal recognition process becomes a motivational event.
Like beauty, recognition is in the eye of the beholder. The words, gestures, publicity and opportunities provided by managers and supervisors can sometimes backfire because of an inability to see things through the eyes of an employee. The varieties of actions and deeds that can classify as recognition of a job well done are evaluated from both ends of the telescope to shed some light on good practice.
Creating new and interesting ways of rewarding good performance
Creating new and interesting ways of rewarding good performance is important. We include, in this book, 21 suggestions for rewards that work ranging from cream cakes to Caribbean vacations and from CD vouchers to coffee mugs. We also provide cautionary information about rewards that may actually offend certain people in the organization. Moving from the obvious to the obscure, we detail amongst many others, religious and politically correct taboos that are best avoided.
Of course money is a motivator too and any book on the subject of Reward and Recognition would be incomplete without some reference to filthy lucre. Here you will find guidance on Reward Systems, defining the Reward Strategy for your organization, evaluating jobs, grading systems, benchmarking, bonuses and benefits. This total package requires continual attention in the competitive world of industry.
Recognizing and understanding poor performance
It may seem odd in a book about reward and recognition to finish on a chapter concerning poor performance, however we make no apologies. Recognizing and understanding poor performance is as important as recognizing and understanding good performance. Today's poor performer should be nurtured as carefully as the good because, with a following wind, they could just turn out to be tomorrow's star. The mechanisms for changing behavior are outlined to provide guidance for managers and supervisors with options other than punishment and emasculation. After all, poor performance might only be happening because you haven�t turned the lights down lately.
Here's the broad range of topics included in the book:
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INTRODUCTION
THE PSYCHOLOGY OF RECOGNITION AND REWARDS
Scientific Management
Anchors And Motivation
KNOW YOUR PEOPLE
Personal Details
Projects
Status
Appreciation
WHAT IS PERFORMANCE?
Definition
Performance As Seen By Managers
Performance As Seen By Co-Workers
Hard Work Vs. Smart Work
So, Performance Is...
PERFORMANCE MANAGEMENT
Objectives
Self-Monitoring Systems
Appraisals
Coaching
The Language Of Coaching
Review
HOW TO FORMALLY RECOGNIZE GOOD PERFORMANCE
Individual Performance
Creative Individuals
Experts
The Avoiders
Team Performance
Office Teams
Field And Regional Teams
HOW TO INFORMALLY RECOGNIZE GOOD PERFORMANCE
Informal Recognition Processes
Recognition Skills
Language
MBWA
WHAT COUNTS AS RECOGNITION
Words
Gestures
Publicity
Basic Pay And Benchmarking
Performance Related Bonuses
Flexible Benefits
Shares
Recognition Through Money
WHAT TO DO ABOUT POOR PERFORMANCE
Profile Of A Poor Performer
Underskilled Staff |
Opportunities
21 REWARDS THAT WORK
Food
Certificates
Shields And Cups
Toys
Bling
Vacations
Pampering Breaks
Luggage
Lapel Badges
Key Rings
Card Cases
Personal Organizers
Desk Pads And Blotters
DVD And CD Vouchers
Game Tickets
Coffee Mugs
Garments
Novelty Nameplates
Helium Balloons
Framed Photographs
Silver Spoon
21 REWARDS THAT DON�T WORK
Religious
Political
Politically Correct
Poor Quality Awards
Inappropriate Garments
Cheap Electronics
Unfairness
Wooden Spoon
Delegated Responsibility
Quick And Dirty Awards
Pre-Selected Taste Items
Not Special Awards
MONEY AS A REWARD
Why Reward Systems?
What Is The Reward Strategy?
The Total Package
Job Evaluation, Grades And Families
Pay And Grades
The Wrong Attitude
Identifying Poor Performance
Changing Behavior
Punishment
Removal Of Privileges
Coaching � Transactional Analysis
USEFUL RESOURCE
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Information You Need To Empower Your Business with The Motivational Edge
Here are just some of the tips and guidelines you will discover in "Empower Your Business with The Motivational Edge: A Practical Guide to Employee Recognition and Reward", for either the experienced or non experienced manager:
Find out on page 10 what "Hygiene Factor" means to your organization and how it relates to employee recognition. Are you Hygiene Factors in place before you build your Employee Recognition program.
Discover on page 18 how without a framework of trust and respect that a leaders words of recognition can ring with a very hollow sound.
A technique called Performance Management has been used effectively by organizations large and small to ensure that all of these elements are in place. Chapter 4 on page 32 provides an overview of the Performance Management process. Find out on page 33 why Pay Rise Interviews can never achieve the improvement in personal motivation, efficiency and effectiveness that Performance Management was designed to deliver.
It is often said that, in communication, we get the response we deserve. Page 52 discusses how when you next ask for an additional task to be undertaken why you should listen to the words you use.
Many rewards may seem harmless but we live in a multicultural world and it can be too easy to offend people through thoughtlessness. Chapter 9, page 75 provides a list of some of the major pitfalls to be avoided.
On page 89, find out why money can have a nasty tendency to become an expectation and what the rules must be to be fair to everyone without sending dangerous messages to your employees.
Learn about Transactional Analysis on page 96 how this can be a most effective tool in a manager's toolkit for dealing with behavior change is coaching.
You can't lose with our 100% Money Back Guarantee.
Find out for yourself. That's why your satisfaction is guaranteed with our 100%, no-questions-asked, money-back guarantee. If you aren't absolutely thrilled with this book, just contact us and we'll refund 100% of the cost of the book. So you have nothing to lose and everything to gain.
How to Obtain Your Copy
If you consider the thousands of dollars invested in your employees, an Aus$75 (incl. gst) is a minor investment to access the valuable information provided in this book.
BONUS FREE OFFER
As a special bonus, if you purchase BoomerangAwards.com's online Employee Recognition service within the next six months, we will offer you a full reimbursement for the total cost of the book. That way you get the book, including over 100 pages of valuable tips and guidelines for absolutely FREE.
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PS. Receive the book for FREE, order the book now and obtain a full reimbursement when you order BoomerangAwards.com's online Employee Recognition service within six months.
PSS. Order now and start using all the tips and guidelines now to empower your business with the motivational edge.
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