Reward and recognition in a good veterinary workplace

2021 ◽  
Vol 188 (7) ◽  
pp. 279-279
Keyword(s):  
Reward And Recognition

Organizational learning, knowledge management practices and firm’s performance

2015 ◽  
Vol 22 (1) ◽  
pp. 14-39 ◽  
Author(s):  
Ajay K. Jain ◽  
Ana Moreno
Keyword(s):  
Knowledge Management ◽  
Organizational Learning ◽  
Performance Management ◽  
Management Practices ◽  
Achievement Orientation ◽  
Content Type ◽  
Power Generation Equipment ◽  
Engineering Organization ◽  
Reward And Recognition ◽  
The Impact

Purpose – The study aims at investigating the impact of organizational learning (OL) on the firm’s performance and knowledge management (KM) practices in a heavy engineering organization in India. Design/methodology/approach – The data were collected from 205 middle and senior executives working in the project engineering management division of a heavy engineering public sector organization. The organization manufactures power generation equipment. Questionnaires were administered to collect the data from the respondents. Findings – Results were analyzed using the exploratory factor analysis and multiple regression analysis techniques. The findings showed that all the factors of OL, i.e. collaboration and team working, performance management, autonomy and freedom, reward and recognition and achievement orientation were found to be the positive predictors of different dimensions of firm’s performance and KM practices. Research limitations/implications – The implications are discussed to improve the OL culture to enhance the KM practices so that firm’s performance could be sustained financially or otherwise. The study is conducted in one division of a large public organization, hence generalizability is limited. Originality/value – This is an original study carried out in a large a heavy engineering organization in India that validates the theory of OL and KM in the Indian context.

Reward and Recognition

1982 ◽  
pp. 201-213
Author(s):  
Anthony Kellett
Keyword(s):  
Reward And Recognition

scholarly journals An evaluation of an infection prevention link nurse programme in community hospitals and development of an implementation model

2018 ◽  
Vol 20 (1) ◽  
pp. 37-45 ◽  
Author(s):  
Lynne Williams ◽  
Tracey Cooper ◽  
Lisa Bradford ◽  
Beryl Cooledge ◽  
Francesca Elner ◽  
...  
Keyword(s):  
Best Practice ◽  
Infection Prevention ◽  
Selection Process ◽  
Course Evaluation ◽  
Community Hospitals ◽  
Implementation Model ◽  
Telephone Interviews ◽  
Nurse Role ◽  
Reward And Recognition ◽  
Nurse Programme

Background: Little evidence exists to show the exact impact of the link nurse role in promoting best practice in infection prevention. This paper is a report of the implementation and evaluation of a link nurse programme for community hospitals across one NHS organisation. Aim/objectives: The main aim of the study was to implement and evaluate an infection prevention link programme. The study objectives were: 1) to develop materials for a bespoke infection prevention programme which incorporated education, behaviour change, reward and recognition and 2) to evaluate the implementation of the programme, and to learn about barriers and enablers to implementation. Method: Data were collected using semi-structured telephone interviews, contact logs and online course evaluation. Data were analysed using thematic analysis. Findings: We identified four overarching themes that, collectively, construct a model for the implementation of the link nurse role in infection prevention. The themes are labelled as: selection process, support networks, essential roots, and turning points for success. Discussion: This study contributes to understanding the contribution of link nurses in infection prevention. We suggest our findings are transferable to different settings, and the model provides guidance to support future link nurse programmes and promote best practice in infection prevention practice.

Employee reward and recognition

CSR for HR ◽  
2017 ◽  
pp. 79-92
Author(s):  
Elaine Cohen
Keyword(s):  
Reward And Recognition

Predicting engagement and performance through firm’s internal factors

2019 ◽  
Vol 16 (5) ◽  
pp. 763-780 ◽  
Author(s):  
Zulqurnain Ali ◽  
Sadia Sabir ◽  
Aqsa Mehreen
Keyword(s):  
Employee Engagement ◽  
Structural Equation ◽  
Employee Performance ◽  
Internal Communication ◽  
Equation Modeling ◽  
Internal Factors ◽  
Content Type ◽  
Organizational Goals ◽  
And Performance ◽  
Reward And Recognition

Purpose The purpose of this paper is to investigate how the firm’s internal factors influence employee engagement (EE), which, in turn, enhances the performance of textile employees. Furthermore, the present study pursues to address the indirect effect of EE on the relationship between the firm’s internal factors and employee performance. Design/methodology/approach Data were taken from 355 participants working in textile mills through a survey approach. Structural equation modeling was run to confirm the proposed model and structural relationships. Findings Results highlight that internal communication and reward and recognition are significantly related to EE, except for work‒life balance. Furthermore, EE has a significant effect on the performance of textile employees. Practical implications The present study helps the textile managers to improve employee performance while focusing on the firm’s internal factors of engagement. Proactive internal communication and reward system will help to bring a competitive edge and achieve the organizational goals. The findings also provide managers the information to reduce the organization interruptions in enhancing EE and performance. Originality/value This study covered the hidden gap in the previous literature on EE and performance, especially in the field of the textile sector by employing Kahn’s theory of engagement.

Identifying Criteria for Continuous Evaluation of Software Engineers for Reward and Recognition

2016 ◽  
Vol 7 (4) ◽  
pp. 61-78 ◽  
Author(s):  
Sreejith S. S. ◽  
Muthu Mathirajan
Keyword(s):  
Phase I ◽  
Phase Ii ◽  
Employee Performance ◽  
Exploratory Research ◽  
Structured Interviews ◽  
Continuous Evaluation ◽  
Software Engineers ◽  
Two Phases ◽  
R Process ◽  
Reward And Recognition

Reward and Recognition (R&R) should be given to employees in a timely manner, based on continuous evaluation of their performance. Success of an R&R process lies in clear and well defined criteria for continuous evaluation of employee performance. Often such criteria are decided by the organization with no input from the employees. The purpose of this paper is to use qualitative research methods to explore and identify the criteria to be used for continuous employee performance evaluation for R&R in Information Technology organizations, from the perspectives of software engineers (SEs) and project managers (PMs). Exploratory research was conducted in two phases. In Phase I, unstructured interviews are used to elicit information from 7 SEs. Caselets are prepared based on these interviews and 19 criteria are identified. In Phase II, the criteria identified in Phase I are confirmed using content analysis of semi-structured interviews, conducted on relatively larger group of SEs (in stage 1) and PMs (in stage 2). Additionally, 12 criteria are also identified in Phase II. Collectively 31 criteria are identified. The proposed criteria set is expected to comprehensively cover the SE performance on a continuous basis in various dimensions to award R&R.

scholarly journals Improving Employee Performance in Industrial Parks: An Empirical Case of Garment Enterprises in Binh Duong Province, Vietnam

2019 ◽  
Vol 10 (1) ◽  
pp. 44-58
Author(s):  
Thanh-Lam Nguyen ◽  
Pham Xuan Giang
Keyword(s):  
Employee Performance ◽  
Key Factors ◽  
Factors Affecting ◽  
Overtime Work ◽  
Industrial Parks ◽  
Overall Performance ◽  
Job Promotion ◽  
And Performance ◽  
Fierce Competition ◽  
Reward And Recognition

In responding to the current international integration and fierce competition on marketplace, over the last few decades, most businesses have tried to continuously improve their performance for better competitiveness. One of the preferred approaches is to enhance their employee performance; thus, fully capturing its determinants is critical. Thus, this study aimed at identifying key factors affecting employee performance so that businesses can create proper policies and actions to improve their overall performance. Specifically, as a common phenomenon, most employees working in industrial parks not only live far away from their workplaces as well as work a lot of overtime. These issues were carefully considered in this study to investigate their impacts on the employee satisfaction and performance. In the empirical case of garment enterprises in Binh Duong industrial parks, it was found that job satisfaction and employee performance are positively affected by eight factors: (1) reward and recognition; (2) development and training; (3) job promotion; (4) income; (5) work environment; (6) relationship with superiors; (7) relationship with colleagues; and (8) work procedure and role. In addition, it was found to be negatively affected by the house–work distance and overtime work, which are two new factors proposed in this study.

scholarly journals Towards Realizing Practical Humanoid Robots One Challenge at a Time

2018 ◽  
Vol 140 (03) ◽  
pp. S18-S23
Author(s):  
Taskin Padir
Keyword(s):  
Postsecondary Education ◽  
Team Building ◽  
Community Outreach ◽  
Humanoid Robots ◽  
Robot Design ◽  
College Level ◽  
Science Technology ◽  
Unique Aspect ◽  
Reward And Recognition ◽  
The Impact

This article describes features of FIRST, an approach to introduce science, technology, engineering and math (STEM) concepts to students. One unique aspect of the FIRST experience is that the reward and recognition for achievements are not necessarily gained on the field of play—excellence in design, demonstrated team spirit, Gracious Professionalism, community outreach, and more are recognized with awards. The focus of organized FIRST programs is on pre-college students {LE Comment: Please check whether the introduction of a preposition is required.}. At the college level, there are no formal FIRST programs, except for FIRST-related scholarships. However, as shown in the longitudinal study, the impact of FIRST carries into postsecondary education. There are diverse types of FIRST-related organizations and models at the college level. The article also highlights that during the semester, a sequence of team building, mentoring, project management, fundraising, and FIRST robot design topics are given by faculty, senior FIRST mentors, and professional engineers.

An employee reward and recognition process

1997 ◽  
Vol 9 (5) ◽  
pp. 328-335 ◽  
Author(s):  
Calvin London ◽  
Kim Higgot
Keyword(s):  
Recognition Process ◽  
Reward And Recognition
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