Fresh ideas energize reward programs

Article Abstract:

Companies are increasingly using performance incentives to reward and recognize outstanding employees. These incentives form part of the total quality programs of organizations and come in a variety of forms. American Airlines Inc uses monetary awards in its program, IdeAAs in Action, which rewards employees based on actual cost savings resulting from their suggestions. The restaurant industry's Marriott Corp, on the other hand, provides non-monetary awards in the form of engraved medallions to outstanding employees who are recipients of its J. Willard Marriott Award of Excellence. An unusual award is offered by the entertainment company A Party to Intrigue through interactive role-playing events.

Eating places, Air transportation, scheduled, Hotels and motels, Theatrical producers and services, Usage, Services, Airlines, Restaurant industry, American Airlines Inc., Awards (Prizes), Marriott Corp., Party To Intrigue

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Rewards: the pizzazz is the package, not the prize

Article Abstract:

Managers can improve employee motivation and satisfaction through proper management of reward and bonus programs. Sixteen methods of managing reward systems are described, including: making sure the rewards are of an appropriate magnitude; tying rewards to individual employee needs; making sure rewards are considered fair by the employees; setting quality work goals; adapting rewards to individual situations; making rewards contingent on performance; giving awards in a public setting; avoiding camouflaging of rewards; and describing the benefits of particular rewards in an enthusiastic manner.

Management, Bonuses

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Why job descriptions don't work

Article Abstract:

Additions and modifications to job descriptions can increase their utility, provided that the revised description entails a clear, accurate picture of the work design. Typical job descriptions are simplistic, lacking in detail, outdated, and unclearly written. Operational relationships should be described, attention should be paid to task statements of general duties, planned versus unplanned activity should be considered, and task areas should be identified that require similar skills. Such goals can be accomplished through task categorizing and activity formatting.

Analysis, Planning, Work design, Job descriptions

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