The Las Vegas Group : A Culture Of Positive Reinforcement Essay

For example, AFLAC would award its employees who present themselves within the community or volunteer for many charities, with the Volunteer of the Month award. This award can build the morale of the employee and keep them engaged. In the end not only are employees being recognized for their philanthropic work, but also it allows AFLAC to gain rapport due to its continuous efforts in the community. Secondly, AFLAC utilizes sound performance and incentive as an enhancement tool in order to promote and develop employees for the next level within the organization and keep pace with the company’s overall goals and strategies. “Approximately 90 percent of employees were attracted to and remain at Aflac because of company reputation. Employees are happy with the profit-sharing bonus, with 81 percent of employees saying they believe it is better than that of other companies” (p.7). This strategy is a marketing tool that allows AFLACs employees to see endless opportunity, which has allowed AFLAC to retain over 91 percent of it,

To further excel in this challenging industry, it is important for WestJet to continue to strengthen and retain its people. A good way to motivate its employees is by having a recognition program that rewards the workers who demonstrate passion in their work and contribute by going beyond the normal expectations (somebody who exhibits organizational citizenship behaviour). We propose a system for WestJet to have a point system involving people giving points to other people for outstanding service. Every employee will be able to give a maximum amount of points per year. These points can be used to purchase items off of the company website. At month end meetings, managers can announce stories representing core values of WestJet.

Ceremonies are a great way to change corporate culture. Trice and Beyer (1984) define ceremonies as a “special occasions that reinforce valued accomplishments, create bond among people by allowing them to share an important event, and anoint and celebrate heroes.” (Samson and Daft 2009, p.114) Ceremonies are a great way to acknowledge employee accomplishments and create value in an organisation. They recognise heroes who exemplify a companies beliefs and core corporate values and by acknowledging these “heroes” new stories are created and can help reshape a companies corporate

All of this is given back for the success the company has from all the employees, customers, and shareholders.

To ensure the long-term success of our Company, we integrate the “High-Touch” aspect of our business –our best quality– into all our day-to-day business activities. Our workplace culture fosters a unique spirit of teamwork, innovation, passion and a

Don, a purchasing manager and influential person at Haleron Memorial Hospital was promoted very quickly. As he continued to transition through many career outlets, his performance ratings reflected how much his employer appreciated his work ethic. Furthermore, as one of the less qualified, Don was still respected by his peers who were more experienced. (Madsen & Fleming, 1991).

In today’s highly competitive business world, employee recognition is an important aspect of a business that needs to be given due attention. The way it is implemented and its success depend on how the business pursues employee recognition. In this report, we would like to showcase employee recognition in the business world, the theories behind each application, and how it is implemented by businesses.

The Lincoln Electric Company is the largest manufacturer of welding equipment in the world. John C. Lincoln founded the company in 1895 and incorporated it in 1906 where he moved it “from his one-room, fourth-floor factory to a new three-story building he erected in East Cleveland.” (Sharplin, 1989, A Historical Sketch pp. 1.). In 1907 John’s younger brother joined the company and in 1914 became the general manager and vice-president. It is here where the company began to define its culture with James instituting an employee elected advisory board who would be tasked with keeping James apprised on the operation of the company. This committee was also to be the voice of the employees to the executive team, a practice that is still performed today with twice-monthly meetings. The incentive programs set forth in these early years have laid the groundwork for sustaining high production levels while engaging employees in the feeling of pride and ownership of their and the company’s success. Many of the original incentive programs have changed little over the years and they continue to influence Lincoln Electric today.

H5: Average volume of team awards submitted through company sponsored recognition program will be positively correlated with team’s employee engagement score.

One of the most unique characteristics of Southwest Airlines is that it motivates the employees with stimulating and enjoyable recognition programs (Southwest.com, 2010). Rewards and recognition of the day-to-day work achievements play a vital role in retaining and attracting employees at Southwest Airlines. This strategy provides recognition for worker’s unique qualities and individualized appreciation. Southwest’s employee recognition programs contributes to the high moral maintained in the organization’s culture (World at Work, 2001). According to Hallowell (1996), an employee is recognized almost every hour for large and small achievements on a daily basis at Southwest Airlines. The Southwest case study demonstrates how a focused human resource department portrays organizational culture and values, and how their use of employee engagement tools is aligned with the company’s competitive position.

fortune – show your associates how much you appreciate everything they do for the business. Be

To formally recognize and honor our employee or employees(team), who display exemplary behavior, achievement and support in business.

A highly experienced Quality Control employee working for a high-end textile industry is approaching his retirement. Mansion has served Smart Fabrics [A Garment Factory] for nearly 30-years during which he has demonstrated unmatched professionalism and good conduct. Time has come to reward Mansion for his contribution to the company – and therefore there are plans to launch a thanks-giving and reward ceremony for the employee.

The strength and prevalence of this natural human desire for individual recognition shouldn’t be overlooked. Absenteeism and turnover rates in some organizations might be greatly reduced if more attention were paid to it. Regular performance appraisal, at least, is a good start.

It is where a person or a team reaps a reward from an activity. It is “You do this and you get that”, attitude. It is the types of awards and prizes that drive people to work a little harder.