Thursday, January 30, 2020
Thinking About Rewards Essay Example for Free
Thinking About Rewards Essay From the article entitled Dump the Cash, Load On The Praise, why is salary alone not a motivator?            According to the article, while money has its merits and value, it is often not enough. Studies show that employees have always valued other things more than money. These other things include: verbal and non-verbal affirmations and praise of performance; the respect of colleagues and peers; feeling that one is making a contribution; having interesting work, and; getting involved in and being informed about whats happening within the company.            The article explains that recognition is vital in boosting an employees esteem, which would in turn improve his/her performance. Recognition makes the employee do something special because he/she knows that someone will notice and someone will care.            In contrast, relying on money alone will get the work done. But it is not necessary the employees best work. It was also found that in this situation, employees often do their least, and do not go above and beyond expectations.            In addition to money, the article suggests a compendium of motivators praise, recognition, promotion and growth opportunities, and challenging work. After reading Nelsons top ten ways to motivate todays employees list, identify five suggestions from that list that would be effective strategies to use to motivate you as an employee. Explain.            Be willing to take the time to meet with and listen to employeesas much as they need or want. This is most important to me at my current job, because above all, I need to learn about the job. Having regular discussions with my boss would not only help me in the learning process, it also gives me a chance to clarify some things, as well as, provide an indicator of my progress.            Provide specific feedback about performance of the person, the department and the organization. Basically, for reasons the same as above. Only this would also provide me with a glimpse of what values, attitudes and performance indicators are getting more weight. It also helps me learn more about the company, the people and the dynamics.            Strive to create a work environment that is open, trusting and fun. Encourage new ideas and initiative.  I like to work in an environment where I dont feel the need to conform to everyone elses expectations. And since I am new, I expect to contribute some systems that I have learned in the past. I want to be able to try out these systems without any fear of making mistakes, the same mistakes that we all can learn from. I would like to be able to express ideas and not be shot down without getting heard.            Involve employees in decisions, especially when those decisions affect them. I think its only fair to involve me in decisions about things that would affect me, both on a personal and professional level. That way, I can share my situation and opinions. It would also make me feel like my inputs are important, while giving me an opportunity to better understand the issue from the managements perspective.            Give people a chance to grow and learn new skills. Show them how you can help them meet their goals within the context of meeting the organizations goals. Create a partnership with each employee. Probably, the first thing that would make me leave is a sense of stagnation the feeling that I am no longer learning or the things Im doing is getting routine. From the Getting Happy with the Rewards King article, do you agree with Bob Nelson’s position that â€Å"while money is important to employees, thoughtful recognition motivates them to perform at higher levels?†Contrast Nelson’s perspective with that of Alfie Kohn in the For Best Results, Forget the Bonus article where he argues that rewards don’t work.             I agree with Nelson when he says that money is not everything, and that recognition motivates people to work at higher levels. I have seen this happen many times at work, with myself, or with my colleagues. Ive seen it happen in school.            It is also intuitive, and common sense. You cant get anything from beating a dead donkey. In the same manner that you cant get the best work out of a demoralized employee. Recognition builds the employees self-esteem, and shows him/her what is important in the organization. It helps him/her create positive relationships with colleagues and superiors.            Nelsons empirical ideas is backed by years of experience in human resources.            Kohn, on the other hand, drives home the point that the effect of rewards is, at most, temporary. Kohn argues that rewards are more like punishment. However, unlike Nelson, Kohns arguments are not rooted in research, or empirical observations. In fact, Kohns ideas run contrary to what Ive seen and learned thus far.            Sure, Kohn cites studies but fails to name them. I feel that the conclusions derived from these studies (if they do, in fact, exist) are either limited, or erroneous. Organizational behavior is a complex phenomenon that its difficult to weed out extraneous variables, even in most experimental settings. Kohn relates the findings found at an unnamed Midwestern company, where an incentive system was taken out. At first, Kohn says, the production went down as expected, but in the long term, production rose to a level at par or higher than before. Since the study was not actually named, we could only judge it from what Kohn wrote. Firstly, it seems simplistic that an experience or result at one company should apply to the general population. Secondly, Kohn failed to eliminate other causes, like the workers learning more about their processes or additional machinery acquired, and other things. For me, Kohns cited studies seem largely unscientific and and their applications are profoundly limited.            However, Kohn succeeds in explaining why recognition should work. Ironically, by comparing recognition and punishment, Kohn showed us that recognition as a catalyst for behavioral change has the same impact as punishment. We all report to work on time to avoid pay deduction, or a warning. We dont smoke in areas were not supposed to, because of the company policy, or the indignant stares we get. Like it or not, punishment works. By equating recognition with punishment, Kohn undermines his statement that recognition do not and will not work.            And since Kohn cites studies from social psychology, it would be interesting to know what Kohn thinks of conditioning theorists like Skinner who expoused the importance of positive reinforcement on behavior changes and learning.            In the end, all Kohn is arguing is the value of the reward involved, not the recognition system per se. For Kohn, a reward of higher value would make recognitions impact more felt. Intuit is cited as among the Fortunes Best Companies (#33 on the 2007 list, up from #78 in 2004) to work for because they have a corporate culture that is always focused on employee recognition. Go to the Intuit website and review their rewards program for employees http://web.intuit.com/about_intuit/careers/rewards/ . In light of our readings on rewards, what is your assessment of the Intuit rewards culture?             If I were to serve as a judge for Fortunes Best Companies to work for, Intuit would jump from #33 to at least the top 20. For one, Intuit has an enviable benefits package, including medical, vision and dental plans, a flexible spending account benefit, stock plans, assistance and referral programs.            While the Web site is largely silent on non-cash recognition, it can be inferred that the company cares for its employees. Its disability insurance that pays up to 70% of the employees basic salary promotes a sense of security for its labor force, in the event that something bad happens to them. The companys openness and assistance in their employees savings, as well as its assistance programs, also speaks about the companys concern. The company is also committed to help employees learn formally with a tuition assistance programs. Furthermore, the company even pays for their employees gym memberships and fitness classes.            More than that, the company says on its Web site that employees are recognized through cash and non-cash incentives.            Intuit is right up there on the list of best companies to work for because of all these. They are right on target and on track with recognizing their employees, making them a company to be emulated by others. How does your organization stack up with respect to creative and fun work environments with respect to reward systems?            I have just been recently hired as a contact representative by the Social Security Administration. Even though I am still in training, I find that my job is fulfilling based on what my colleagues tell me and what I see from them. First off, I have a supervisor who provides me regular feedback on my performance and how I am progressing, and even the things that I need to address or learn more. I work at an office that specifically values respect among its workers and to its callers. There is actually a written policy that says each employee must treat other employeesand customerswith respect, regardless of their race, gender, age, religion, etc. My colleagues are actually very friendly and helpful.            I also find that the very nature of my worktalking to a variety of people about their social security, their checks, and their benefitsis stimulating for me. There is always a new case with new circumstances every single day. I am grateful that my colleagues also find time to share their stories and their work. At various points of the day, we share tips on how to handle irate callers, or how to best process a complaint, or what to do in a particular instance.            Even if the SSA is a very structured organization, I find that we have leeways in handling calls. We actually can use our own methods in answering calls and getting the information to the callers. Its not that stiff. The quality of your work is based on how clearly youve communicated the information to the caller, and how you handled the caller.            Whats more, I work with people that puts a high value on camaraderie. Just yesterday, a colleague celebrated her birthday, and everybody chipped in to buy her a big chocolate cake, while our department boss gave her a bouquet of flowers.            I think Im going to like it there. In your experience, is employee recognition a scarce commodity in organizations? Why is that so?             No. I think I have been very lucky to be involved in organizations in the past that respected and valued diversity and initiative. In a way, I have been praised for my work. I have also been objectively reprimanded for lapses.            I am currently in an organization that strives to build relationships among its people. The same organization that is very clear with what it aims to achieve, and rewards the people who makes it happen.            Its not really just about commissions, or big fat incentives. Recognition comes in various forms. My personal criteria is that if it makes you feel warm all over, if it boosts your self-esteem, if it makes you want to repeat your behavior, then thats recognition. What is the most important lesson you took away from these readings and discussion?             My most important lesson is that while recognition has profound positive effects on the employeesand ultimately, the organizationit doesnt have to be expensive. Recognition could be as simple as a pat on the back, a good word, or singling out the employee/s who did good and thanking them. Recognition does not have to be elaborate, it just have to be apparent.
Wednesday, January 22, 2020
Essay --
Relative Strength and weaknesses of modeling, simulation and prototyping. Strengths: †¢ It helps to get an overall structure for a complex system. Creating a model involves the system designer and the clients. Therefore it is suitable to have an idea of what the end product will turn out to be. †¢ Modeling and simulation allows the designers to compute values for different inputs which is difficult to achieve in the real world. †¢ It is cost effective. If the model and simulations are reliable it cuts down on the money required for testing. Weaknesses: †¢ In making a model the requirements of the client or the main problem to be addressed may be misplaced. †¢ The models and simulations may not be accurate in all conditions in reality. †¢ The models can be too simplistic to solve problems involving complex problems †¢ Designers may over rely on models on simulations than actual testing. Problematic assumptions in modelling, simulation and prototyping: One the examples I would like to point out is the flight which crashed on August 16th 1987, the plane was a Mc Donnell Douglous MD-80 operated by the Northwest Airlines. The reason for the crash according to the NTSB was that the aircraft was not set up for take-off properly by the crew due to failure in adhering to the pre-flight checklist. [1] Another factor which contributed to the mishap was the failure of the flight takeoff warning system which did not indicate to the flight crew that the flight was improperly set up for takeoff. This failure of the takeoff system was due to the loss in power to the warning system due to circuit failure. Why is this a simulation error? It is because in the flight simulator this warning system flashed a light when the system was down but in the actual ... ...ight budget and timeframe, this led to engineers relying more on models and simulations than actual testing. Models like the Radar-terrain interaction and Dynamical control effects of pulse-mode propulsion were not properly validated due budget constraints. This reliance on software models and simulations may have caused the MPL to be destroyed. These tools can be used but their limitations should also be known. In order to minimize these failures a decisive decision should be taken early in the development stages by experts and experienced system architects and engineers this will minimize the errors made in the finishing stages. Risk assessment should be carried out whenever analysis are based on models and simulations without being validated by actual testing. This will help reduce the over reliance on models and simulations by the engineers. [4] References: 1.
Monday, January 13, 2020
Bible 105 Discussion Board
Leayotta Karley Bibl 105 9/24/12 Discussion Board Forum Thread 1 From the reading of Courageous Faith: ch. 1-6, I have identified myself with the life of Moses. He portrayed a life with failures as well as received a second chance to overcome his past circumstances in his life. The parallels of Moses’s life to mine is similar in some ways due to the fact that I had to start over again with the help of God. Moses didn’t know what his purpose in life was as myself at present.Do the actions and decisions that I make really make God happy and will everyone agree with me? Several years ago I graduated from high school and entered community college to start my studies for pre-med, but as I grew closer to graduation I saw the challenges in this career path. Then, I decided to change the major to Nursing in order for my credits to transfer from premed and make years spent in college less than in the Premed program. Both careers are highly competitive and honored in all countrie s of this world.My main goal is to join a profession that will help me interact with people and show people Christ’s love for all humankind through myself. It’s a blessing to help people with their problems and be by their side when they need it as God does in our lives. So, now I having difficulties with standing with my decisions and believing that I will overcome these failures. I want my purpose in life to follow with what God wants me to do and not feel pressured by family or society.There are times in my life when I feel hopeless and abandoned by everyone. I want to stay strong, but my emotions take over me and cause me emotional distress. This allows me to lose faith and trust in God when nothing seems to be going the way I want in life. From Moses’s life he didn’t understand that God does no abandon his children even if we make wrong decisions in our past. God knows that humans will sin and choose the wrong path, but if they make God their friend and have complete faith in him everything will turn good.We need God by our side due to our chances of falling again are more likely if we leave his presence and take matters into our hands. We should not belittle God’s power and ask for wisdom in everything we do. As in the same way God helped Moses he will help us and make us great leaders in any field of study that we choose. We must glorify God and he knows our heart’s weakness, but he will help us overcome our failures and succeed in life.
Sunday, January 5, 2020
We Should Look Into Gene Editing And Stem Cell Research
As humans move into the modern age, new thoughts and ideas are being produced into action. One particular controversial idea is the editing of genes and stem cell research on human embryos. Many scientists have decided that it is completely unethical to even approach the subject of it, but there are a few scientists who have decided that they want to work on this. The government has decided that it is unethical and therefore has cut all funding to labs, but there are some wealthy people who have decided to pay scientists, out of pocket, for them to start experiment’s on this idea. The time is coming for the decision to be made on whether we should look into gene editing and stem cell research in humans as a medical miracle or a potential disaster. Earlier this year, the Francis Crick Institute in London asked for permission to start the experimentation on modifying human embryos using a new technique called CRISPER- CAS9. 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