Rewards and recognition in increasing employee satisfaction
Employees serve as one of the driving forces to carry out organizational strategies with contributions critical to the achievement of goals. Given the importance of its workforce, corporations are willing to go the extra mile to ensure that they keep talented and useful individuals within their fenc...
Saved in:
| Main Author: | |
|---|---|
| Format: | text |
| Language: | English |
| Published: |
Animo Repository
2016
|
| Online Access: | https://animorepository.dlsu.edu.ph/etd_masteral/4974 |
| Tags: |
Add Tag
No Tags, Be the first to tag this record!
|
| Institution: | De La Salle University |
| Language: | English |
| Summary: | Employees serve as one of the driving forces to carry out organizational strategies with contributions critical to the achievement of goals. Given the importance of its workforce, corporations are willing to go the extra mile to ensure that they keep talented and useful individuals within their fences. These include offering attractive compensation and benefits package, skill set enhancement, ideal workplace environment, diversity, and rewards and recognition system all aimed at ensuring employee satisfaction. This action research addressed the issue on the lack of Rewards and Recognition system in Primebanks Reconciliation Department. The primary objective of this research is to increase employee satisfaction with the goal to promote culture of recognition within the team. To validate the issue, I applied the concept of triangulation as I worked in collaboration with my colleagues. Literary concepts and theories were also studied to support the issue and to acquire ideas which applicable to our situation. Data gathering, being an integral part of this study, was done through surveys, focus group discussions, and meetings. The interventions carried out in this action research include the establishment of rewards and recognition system within the group and the launch of 360-Degree Appreciation. Frameworks coming from Maslow, and Lawrence and Nohria of Harvard Business School were used during the evaluation of issue. Kotters 8-Step Change Management model was used to help the group transform to the desired state. Through this action research, I was able to enhance my communication and collaboration skills. This has allowed me to work on a different subject matter that is organizational development totally different from my current line of work. This also gave me the opportunity to learn what drives employees disposition at work, what motivates them, and what their idea of satisfaction in the workplace is. |
|---|