Yakkatech Executive Summary

On 09/23/2016 at approximately 12:00 AM, this Investigator made contact with Yago Krause (DOB: 01/27/00) at his home located at 4101 E. Baseline Rd. Apt. 1024 Gilbert, AZ. According to Yago, he has been home alone for the past 2 to 3 days since he mother was admitted to the hospital. Yago stated that he was at school when his friend Mason Hicks (DOB: 01-28-97) called him about his mother having an overdose. Yago stated that Mason started living in the home about one day prior to his mother 's overdose. Yago said that he asked hospital works what to do since he is by himself. Yago stated that his step father left just before his mother had an overdose. Yago brought this Investigator to a family friend 's home who also lived in the complex. Yago at first refused to go with DCS but cooperated. Yago stated she feels safe at home and with her mother. Yago denied any substance abuse, criminal history, domestic violence, physical abuse, sexual abuse, or emotional abuse. Since Yago 's mother is hospitalized, he was placed with a family friend.

Therefore, it leads to the conclusion that in this case the main issue is appropriate employees motivation and satisfying job conditions, which could be achieved by choosing right incentives plan. However, sticking to the same incentives plan also might not be a good idea because people usually get used to such things very easily. As it can be seen from Engstrom Auto Mirror Company’s case employee’s motivation and morale can

Job Design is one of the structural variables in organization management and a rich source of intrinsic rewards, which is the reward that comes from job content as opposed to job context. Intrinsic rewards from Job content motivates and produces behaviours that

The key components to developing effective Reward Strategy is to ensure that there are clearly defined goals to meet business objectives, that the reward programme meets the needs of both the organisation and its employees, and to ensure that this is then supported by effective HR policies. In order to ensure these criteria are met there are a number of factors which influence how reward strategy is developed which include both internal factors within the organisation itself, as well as external factors outside the organisation.

This article examined the necessity of changes required to traditional reward systems in order for employees to remain motivated and productive in the workplace (Lawler & Worley, 2006).The changes that must occur are in response to shifting environmental demands, with reward systems and motivational tactics holding exceptional importance to the ongoing success and longevity to the organization. The article then emphasizes the ineffectiveness of traditional reward systems, such as merit pay. This is largely attributed to how merit pay salary increases are small and become a permanent part of an individual’s pay (Lawler & Worley, 2006). As a result, the relationship between pay and performance is weak and not particularly motivating. As a more effective alternative, companies should look to implement reward systems such as bonuses in the form of short-cycle business periods, as they have shown to be effective motivators as well as flexible enough to compensate for organizational changes. Lawler & Worley (2006) concluded that “traditional reward systems lead to lack lustre performance, and that in order to create a high performance organization, companies must employ different reward systems that motivate performance, reward change, and encourage the development of individual and organizational capabilities” (p.5).

A motivated workforce can be a significant success when employees are motivated to work at a higher levels of productivity. Also this means the whole organization is more effective at reaching it’s goals. Rewards can be a positive outcome when it comes to boosting your organizations self-confidence and higher employee satisfaction. Having a reward system can always be a good outcomes because this shows how much your workers are willing to work to achieving a goal in order to receive something in return. This not only gets things done but brings out another side of your organizations as a whole.

Al can give rewards to their employee if meet the desired of his company. The example of reward including salary increases, bonuses, promotions, and any incentive for appreciate their employees. By this way, rewards can encouraging a employee to influenced to achieve company’s objective. Moreover, al also can change the behavior and culture in their management.

KYCRB could tie its current reward system to a performance management system after they creating one in place. The rewards given are tangible and intangible returns that are benefiting and satisfying their employees for example cash compensation. However, the new performance management system will let employees be aware of their performance in the organization and allow them to gain more rewards such a recognition and status, employment and security and learning opportunities for their active and dedicated performance. Nevertheless, with the performance system being fair presents perception of distributive Justice so workers are rewarded base on work. It will increase motivation to perform within the organization. If the environment is a

Reward Management (RM) has been defined as the distribution of monetary and non-monetary rewards to employees in an effort to align the interests of the employees, the organisation, and its shareholders (O’Neil, 1998). In addition O’Neil (1998) also suggests that a RM system can serve the purpose of attracting prospective job applicants, retaining valuable employees, motivating employees, ensuring legal requirements relating to direct and indirect rewards are not violated, assisting the company in achieving human resource and business objectives, and ultimately assisting the organisation in obtaining a competitive advantage.

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An incentive pay program can reward employees who continue to produce superior work or encourage employees who already produce good work to best. Sometimes, use an incentive system when employees are lack of enthusiasm of getting down to work and improving things. If everyone in the same job classification gets the same pay, there is no real incentive to do an outstanding job (French, 1990). Various incentive plans used to motivate all employees such as production staff, sales staff, administrative staff and managerial and professional staff on an individual basis. To be improved employee work performance, the incentive pay programs need to be fairly matched with the employees’ expectation. Properly designed and maintained incentive pay program has the potential to increase employees’ productivity and work performance.

Being rewarded and recognised for their work or contribution is what keeps an employee motivated to work towards achieving the organisational as well as personal goals. When the employees is motivated by rewards, they will have job satisfaction consequently increasing the productivity of the organisation. It necessitates the need of managers to pay more attention in understanding their employees and come up with suitable types of reward systems for the organisation so that the employees are intrinsically and extrinsically motivated all the time. The hypotheses that I put forward here is to support this statement that effective reward management is critical to

Employees are motivated by both intrinsic and extrinsic rewards. In order for the reward system to be effective, it must encompass both sources of motivation. Studies have found that among employees surveyed, money was not the most important motivator, and in some instances managers have found money to have a de-motivating or negative effect on employees.  This research paper addresses the definition of rewards in the work environment context, the importance of rewarding employees for their job performance, motivators to employee performance such as extrinsic and intrinsic rewards, Herzberg’s two-factor theory in relation to rewarding employees, Hackman and Oldman model of job enrichment that

Motivation is a key to get the work done from employees. Employees reward system decides to how to keep the employee happy and motivated. These should be designed in a way that makes an employee work on their own. Rewards system only work if

According to Monney (2008), creative thinking benefits the workplace with the development of many innovations and ideas and thus workplace can keep fluid , exciting and fruitful. If companies want to accomplish a great improvement quickly, they cannot work without employees. So the atmosphere of the workplace is of vital importance. An energetic workplace can enhance ability and improve efficiency of employees. However, how to creative a good atmosphere is the question. It is expected that creating a reward and punishment-system and introducing a sort of mechanism which can be fairly handled the workplace are so effective that companies can，in a large extent, motivate their employees to work with high efficiency and contribute more to companies ,thus, benefit companies themselves. Over all, creating a good atmosphere and a reasonable reward and punishment-system is an efficient way to motivate employees.