Rearch Methods Assignment
Rearch Methods Assignment
Rearch Methods Assignment
BBS-GEN 300U
WIUC/03/7418
WBS308-RESEACH METHODS
DR. LEANARD KYEI
Sustain momentum
Make process ownership real by establishing process owners and experts.
Owners are the people with overall responsibility for the process operating effectively.
The expert is the person who works with the process every day and knows it inside-out.
Support teams with tools that make managing processes easy and you'll see engagement improve
and processes come to life.
Debate and act on suggestions for improvements to enable ongoing change and improvement.
Ongoing communication
Communication is critical to get and keep people involved, engaged and driving change.
Celebrate successes, share information, keep it fun and establish a feedback loop.
1. How do companies use rewards strategies to influence employee performance and
motivation?
2. Why do some organizations successfully do more with less and improve their
productivity over time, while similar organizations struggle?
3. How to handle a crisis in an organization?
What are the characteristic of a good leader?
Based on our research, we’ve found that great leaders consistently possess these 10 essential
leadership skills:
Integrity
Ability to delegate
Communication
Self-awareness
Gratitude
Learning agility
Influence
Empathy
Courage
Respect
Similarly, organizations can help their people hone these skills through leadership
development training and real-world experience. That’s why we say that leadership is a
journey — different teams, projects, situations, and organizations will require you to apply
these skills in different ways.
CONCLUSION
Companies use rewards strategies to influence employee performance and motivation by
differentiating between the various levels of performance. This strategy is called pay for
performance, and it ties the employee’s performance level to a consistent framework of rewards
at each level. Research indicates that the primary reason that companies implement pay for
performance is to be able to recognize and reward their high performers. To implement a pay-
for-performance structure, HR and the organization first need to define a compensation
philosophy, then perform a review of the financial implications of such a system.
Finally, communication and training are key to help employees understand the context and
philosophy, as well as the specific methodology.