Reward Recognition

Holly
Our company has a reward system. Its based purely on achieving over and above the normal routine functions we do on a day to day basis. The incentive is based on the following: 1. Achieve company objectives, 2 Achieve objectives within the team that I am part of and 3. achievement of personal objectives set. All this equates to an extra 3 months of salary. All three have different “weights” and form a percentage of the 3 months. So if all objectives are achieved I can then get and extra 3 months of salary-it works quite well and encourages the team to work together.
Johnny
 
 

We have integrated Six Sigma recognition into our improvement recognition and documentation system at our community healthcare system.  Improvement projects are recognized if they are implemented and, in management’s judgment, produced a substantial, commendable result.  We hold quarterly recognition events where each team briefly tells their story, receives a $25 mail order gift album, and is photographed with our COO for recognition and promotional purposes.  All projects recognized at these quarterly events are automatically candidates for 6 categories of Strategic Improvement of the Year awards at our annual Quality Awards luncheon.  This luncheon is attended by Board, major payer(s), medical staff, other stakeholders.  Our Six Sigma sub-projects tend to be recognized at quarterly events.  4 of 5 completed Six Sigma projects have received Improvement of the Year awards.  Documentation of our Improvements of the Year is often successfully used to apply for local, state, or national awards, publications, presentations.
John DeVries
 

Hi
I my company we are introduce reward scheme. the person who give the suggesion. price will gived to that person.
operator who perform well in means of quality (less rejection, good improvements) they will rewarded onence in 6 month.
the  above scheme will lead them to work in a proper with quality , intrest mind.
if you have any suggstion please share with me .
suggestions are always welcome.
 
thanks
R.Sathya kumar.
 
 

I find each group needs a mix of monetary, non-monetary, and intrinsic rewards to feel loved. The key is getting the right balance for your situation. Monetary doesn’t have to be a bonus or wage raise, it can be gift certificates or sport tickets in the company box. Non-monetary can be letters of appreciation, awards, company tee-shirts, etc. Intrinsic is the goodwill and respect earned between team members, pride of accomplishment, job satisfaction, sense of helping others, etc.
In the statistical survey work I have done, intrinsic rewards have consistently correlated most with total organizational improvement and satisfaction, followed by monetary, and lastly by non-monetary. Hope this helps.  Good luck.
In your analysis, how did you separate non-monetary and intrinsic awards because the way you defined it, they could be tapping the same construct of job satisfaction. Then, based on your defintions above, you should find a correlation between intrinsic & total org satisfaction.
If you could also talk about this survey you refer to above: how many items in your item pool, what type of responses were available, how many factors, what was your overall alpha for the entire survey, etc.
 

With al due respect Alwin, Darth and Phil are the grammar police here.
Other than the two of them, we are generally interested in a persons thoughts, not their grammar. The two of them also let grammar slide if they think the person is making a contribution.
Just to keep the record straight, the following roles are filled:
Grammar and spelling – Darth and Phil
Good help until you really get him riled – Mike Carnell
Generally good help anytime – Darth and mjones
Help while slapping you – Dog Sxxt
Help sometimes, idiotic behavior othertimes – Stan
Generally rambling idiotic behavior (in the fine spirit of Dr. Hunter Thompson), but occasional good advice – Phil
Pretend to know things you don’t know – Position open as of yesterday, but hurry there are many applicants and the job does not seem to have any longivity.

Stan:
I was quite unaware of my responsibilities tending to the policing of spelling and grammar. But I am merely a specialist in the spelling of ‘old versus olde.’ I believe I will perform at a level of less than one sigma if asked to fulfill said duties.
While I am not entirely pleased about my other duties, I am begrudgingly updating my CV to reflect my responsibilities as one who provides “generally rambling idiotic behavior, but occasional good advice.” This will appear in leading paragraph two, just before my current job responsibilities. I would have prefered, “crafter of humorous stories, relevant-topic thread starter, and suggester of fine holiday gift ideas,” but as I indicated in another response, ya gotta use what you’re given.
BTW, what are the rewards for this responsibility? Need I post a routing number for my BofA checking account or my complete home address to recieve compensation?
Speaking of BofA, does anyone know how it was founded? Seeing there is some correlation to misunderstanding in language, here’s the story:
An Italian immigrant, A.P. Giannini, walked into a bank in SF and said “pardona mia – I’d like to talk with the fella what arranges loans.” The bank guard replied, “I’m sorry, but the loan arranger is out to lunch.”
Giannini replied, “in data case, I talk to Tonto.”
He was unimpressed with the guard’s response and went out to found his own bank, which later became BofA.

Is your spelling of Holy Graile some lost ancient Gallic version or another of your hasty typos?  Just doing my job.

Mike,
I can see how my dual usage of the term “satisfaction” might make you curious. Though I unwisely comingled the terms in my post, they are not explicitly comingled in the instrument. They are comingled implicitly however, as these kinds of soft measures typically have a high level of collinearity. I had some time at lunch, so I dug out some of the details for you to chew on. I welcome your and other’s inputs.
This survey had 497 survey takers from about 35 departments from over 20 different organizations. Response rate was over 98% (was not an elective survey, obviously). There were 34 questions using a 5 point Likert Scale measuring how 29 factors correlated with organizational readiness and improvement trend. All factors tested showed normal distributions in the data (though data is Ordinal, it is used as Interval). Like I indicated, I have done this using many different survey methodologies and statistical approaches, and in spite of my variations, errors and omissions, (no survey is perfect) the relationships seem to be robust enough to provide very repeatable results. I have validated responses using interviews and FMEA’s in specific groups and have found 3 specific general findings to be repeatable in the widest range of organizational types:
-Intrinsic rewards (defined as a deep sense of fulfullment) are more powerfull and relevant to organizational improvement than monetary and non-monetary rewards. Monetary rewards are defined as compensation commensurate with experience, education, tenure and effort. Non-monetary rewards are defined as recognition and honest praise commensurate with accomplishment and effort. All 3, however, are significant to improvement to the P .05 level .
-Risks (defined as risks to job security and negative experiences) are more powerful and relevant to organizational improvement than intrinsic, monetary and nonmonetary rewards combined. Hence, reducing risks to participants often is more important to success than pumping up the rewards.
-While non-monetary rewards show nearly equal relevance with monetary rewards in some factor comparisons, the preponderance of factor comparisons and face to face interviews strongly favor monetary rewards over non-monetary. While there are always exceptions, most people like trinkets and atta boys – but love hard cash more. They may even love the cash too much and for the wrong reasons (potential for the negative behavior).
The summary of one regression model showing the relationship of 2 Risk factors and 3 Reward factors on Journey health, is offered below. I tried to cut and paste the output but it did not paste very well, so I typed it.
Model Terms:
-Journey (J2):  (avg of Readiness + Improvement Trend)
-Risks: (Risks to Job security, Negative Experiences)
-Rewards: (Monetary, Non-monetary, Intrinsic)
N = 493-497
Adj R-Squared: .365
F = 56.766
Dependent Y Variable: Journey (J2)
Independent X Variables:
-Constant: B=1.508; t=11.001; Sig.=.000
Negative Exp: B=.174; t=6.265; Sig.=.000
-Intrinsic: B=.170; t=6.180; Sig.=.000
-JobSec: B=.134; t=5.032; Sig.=.000
-Monetary: B=.083; t=3.030; Sig.=.003
-NonMonetary: B=.0906; t=2.921; Sig.=.004

Dean,
This is interesting and I can tell you have done more than a trivial study of this.
Have you looked at the underlying personalities of the people and organizations you surveyed? I ask because my experience says that different personalities respond to different reward structures. For example, dominant folks respond to both  money and greater freedom. Folks that get self confidence from external recognition respond to both money and public praise. Process oriented folks respond to a sense of team and belonging and so just participating in a successful goal oriented teams is the reward. And so on.
Organizations definitely can take on personalities – for example GE is predominately dominant, impatient people. They would answer your survey completely different than a process oriented company like Toyota.
What do you think?

Stan,
My focus has been on the aggregates, or the few universalizable factors that can apply just about anywhere. The point you make, about the individualized and unique nature of people, is at least as important. Much in management is knowing when to deal in aggregates, and when to individualize appropriately. Doing either improperly when the other more correctly applies may be one of the greatest failure modes in all of management.
I would suggest the individual behavior differences are explained by more than just personality types, and includes many, many factors such as leader and follower styles, communication styles, reasoning and rhetoric styles, learning styles, and so on. I do think the organization’s culture has a huge influence on the personalities that emerge as dominant, and how influential these personalities are in an organization.  

DeanB,
Nice response, I too believe that an organization’s culture is highly influential on an employee’s personality type. With one caveat: this influenced personality may be a result of either:
1) A hiring manager looking for and hiring this specific type of personality in applicants.
2) People changing and adapting to the culture of the company although adapting to the culture doesn’t happen 100% of the time. We are talking averages here.
One more thing, you said there were 29 factors for this measure. Why so many factors? Are they each explaining that much variance so you kept them? I’m curious as to why there are so many factors.
Thanks,
Mike

So much to do and so little time to do it.  I have used Monty Python’s Holy GRAIL quite extensively in training in previous lives.  Despite his accent, the CD cover clearly spells it GRAIL.  As for Phil’s Chapter on the “Knights who say Ni”, the quote is “We want a shrubbery…Ni”.  They also specify, “One that looks nice…and not too expensive.”  Some of my favorite chapters and their application to SS are:
The Black Knight – dealing with the behavioral issues
Witch Village – Hypothesis Testing
French Taunts – Talking to the Customer
Trojan Rabbit – Project planning
Tim the Enchanter – qualifications for a MBB
Holy Hand Grenade – writing good operational definitions
The Bridge of Death – don’t think you have all the answers

Google gives 74 hits when I spell it Graile and 319,000 hits when I spell it Grail. My natural inclination would be to assume that there were 319,000 idiots that created web pages, but since you voted with 319,000, I decided to go for the source of all things grammar and spelling – Amazon.com.
You win. Now I will really have to embellish my story for Phil.

Point well taken.

Buy a dozen packs of Statistician Cards and you get a copy of MP’s Application of the Holy Grail to SS.  Seriously….can’t believe I am using that word….the interpretation of many of the Chapters in a SS context is not difficult to do.  Since most training material is boringgggggggg, I would reinforce a concept with a few minutes of video.  The accent sometimes threw the class off depending on the acoustics and speakers.  I always travel with a set since I insert animations, talking animadudes and sound bites into my training materials.  Pick up a copy of the CD and see how easy it correlates.
 

Foreign commercials are also great to throw in for the training.  I agree with Darth that much of the material is boring and it is a sign of a good instructor to throw in some humor to keep the class awake (especially after lunch….)
If there was someway to get around copywrite issues, iSixSigma should start a repository (or is it depository…or maybe sypository…I can never remember) of Six Sigma oriented clips…
Kirk

Wow!
What a bunch of “I have nothing else to do’s” on this post!  Is there any substance to your posts or is this forum just an opportunity to see you name in lights?  I have been amazed by the number of posts that start out on a legitimate topic only to be diverted by the three stooges (anyone who has posted to this sight knows who they are) to someplace knowone else cares to go.  Check it out sometime.  Simply check back to the forum section on the front page of this site periodically and refresh the page.  I would bet real money that you will not find an instance where one of the three stooges has not replied to someones post – most of the time you will find them having a conversation with themselves (maybe even literally).
With all my best regards,
Stan (Not!)

Nyuk, nyuk, nyuk!

Dean,
As much as we are driven by data I would have to go with a look at your survey because it doesn’t ring true with our experience. As difficult as this is for me to say I do agree with Mike R’s comment about the culture dictating the appropriate system.
I would be willing to make a bet that the position on money would change dramatically if you were to look outside the US. There is still a major portion of this world that lives in mind boggling poverty that is still operating at biological needs on Maslows Hierarchy which means that money works. Actually if you look at the average factory worker in the US they are still living, frequently, paycheck to paycheck. We worry about motivating them and they are the one that need it the least. They are trying to survive.
Our biggewst problem is with the psuedo self actualizing middle management people who have 5 figures in the bank and think they are living large.
What I have seen is if you speak to certain portions of companies (they can be easily identified by a cup of herbal tea, frequently some lame aroma therapy stuff in their office and some rridiculous Fast Company pleasing BS title) that they will pontificate for hours on their tallest poppy syndrome when you put up a1% savings bonus plan. Someone puts up an $18,000,000 project and then you see a little genetic diversity in the poppy height. Then it is the self actualizing POS’s trying to cover their idiotic position during the planning stage that don’t want to write the check. You have a recognized savings of $9,000,000 before the check is due – where is the logic. In the words of Jesse James “Pay up sucker.”
Personally I liked the Motorola RONA bonus better than any other I worked under but we have pretty much always been at least the next step up from basic biological needs. The corporate gate opened the Sector gate which opened the division gate …. (that whole knee bone, ankle bone thing) but it went top down so the self actualizing little suckers in the middle actually had to care about more than just their silo.
It’s 4 am. This is day 3 of jet lag – thats why it is 4 am – and  I am sure my poor spelling and grammer got significantly worse. I can live with that. If I would have cured it with cheap tequilla rather than red wine (Thunderbird is still considered wine, right? I like the screw on tops. They are a lot more convenient than the cork.) it coulda-woulda-shoulda been over by now. 
Just my opinion.
Good luck

Stan,
I will attempt to do that job.
Regards

Stan,
Just trying to be ateam player.
Regards

Stan,
It was in the plans but I will be spending most of my time trying to get to NC to see my children assuming that the airlines become somewhat more cooperative.
Hopefully can catch up with Jim Lambert at the same time.

Stan,
I have his contact information and we spoke last September or October. Sounds like he is living in a great spot.
Your name came up. I hope Kyle (spelling?) is doing well.
Regards

Stan,
I’ll call him today so If I don’r connect I will get back to you. As usual my email is on random access since I am back in the US.
Regards

Oh my god! Miker has morphed on us.

Stan (not),Just a couple observations. Your posts (both of them) do not have anything to do with Holly’s post so ….? (draw your own conclusion)Second, as someone posted earlier most conversations in real life rarely stay with one subject.Third, it is like television. If you don’t like what is on that particular channel – don’t turn it on.Fourth, you seem to believe that your expectations of the forum take priority over other peoples expectation. I will give you credit you didn’t hide behind some glittering generality like the term “professionalism” which seems to be applied randomly when it serves their purposes. If you have ever watched children play, frequently there are conflicts and you can see a child running and throwing dirt over their shoulder because they think the dust keeps the other children from seeing them as they escape – similar behavior.Just my opinion.Good luck.

Stan (not),As have you added one more. Let’s see we can get really infantile and cout – you now have 3 and I have two. Try a little introspection and discretion rather than trying to control those people around you. You are causing yourself more angst than anyone else.Good luck.

Is this Alwin Rajeev Alexander Premchand also known sa Titu, bro of Andrew Rakesh? Nephew of Prasad.
Let me know at [email protected]
Thanks