Outlines

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Recognition is a way of showing approval and acknowledgment of an employees actions, according to a study.

Look at the section discussing the best ways to implement a program recognizing employees.

key points:

-how do you decide who gets an award? -how is the reward presented? -what do other employees think of the award? is it a distant goal that only a select few are chosen for? if so, it has been shown that employees might become envious of those the award is bestowed upon. the reward must be given with a sincere sense of appreciation, otherwise it will seem like a "gift everyone gets" and hence lose all meaning. The article goes even further, suggesting that one set apart a time to give out the award, "romancing" it, saying that other materials should be included as well, such as a letter, or something else. An important point to note is that the way in which the award is given is arguably more important than the award itself. If an employee who has put months of hard work into a project, he or she would appreciate if ta ceremony honoring him were conducted with the greatest pomp and splendor, rather than a simple "pat on the back" as it were.

An example of a well administered recognition program is one conducted by Sheraton. In the service industry in particular, employee morale has a direct impact on the level of service a customer recieves. this has a direct impact on the company's bottom line. in an attempt to raise morale, Sheraton instituted an award program it referred to as its "Monthly Superstar" program. at check-in, guests are given a card with which they can write down the name of an employee that makes their stay special and memorable. at the end of each month, 20 employees that received the most votes are named as the winners. one of those people gets a 100 dollar check and a trophy, while a super superstar of the year gets 1000 dollars. from what was discussed earlier about the pottential for jealousy to develop, administrators of the program acknowledge that that has happened, as there always has to be someone on the bottom of the scale. however, in two years of operation, "i would say that the program is well accepted"