Rewards and Recognition - Jack Zigon

Jack Zigon primary goal of rewards as defined by Jack Zigon is "something that increases the frequency of an employee action" [1998].

Allen and Helms say that, "rewards systems should be closely aligned to organizational strategies, to achieve desired goals" [2002].

Keller suggests that "people are motivated to higher levels of job performance by positive recognition from their managers and peers."

Another approach to employee recognition is by providing employee rewards and recognition at anytime for demonstration of behaviours and values of the organization; contributions to the goals and objectives of the organization or work unit and to acknowledge individual or team accomplishments. Such behaviours and contribution are team work, project completion, suggestion for a new or modified business practice, exemplary efforts, employee appreciation, employee of the month and honouring separating employees. ( Joan Llyod at Work, 2007)

References:

Joan Llyod at Work, "Rewards Management"

Available from: http:// www.joanlloyd.com/

Definitions:

— Reward: Nelson and Spitzer (2003), argue that reward

may constitute an item or experience with monetary

value (but not necessarily money) that is provided

for desired behaviour or performance, often with

accompanying recognition.

— Recognition has been defined by Nelson (1994) as

Another