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Introduction
The ozone layer has been tampered with by chlorofluorocarbons which are chlorine in nature. They are emitted through refrigeration of gases, air conditioning, metal cleaning, and aerosols propellants. It is seen that the depletion of these layer will worsen with time if companies and individuals do not change their mode of handling their daily routines.
Operations are now a major concern of all business so as to ensure that their operations are friendly to the environment (Bowen 243). Those businesses that are environmentally friendly are termed Green Business. It is the responsibility of both the company and neighboring residents to find measures that will preserve the environment. A policy that whoever will not follow the environmental rules and regulations will be fined depending on the level of harm he/she is causing to the environment. As change is uneasy thing to cope with, employees find it difficult to adjust quite soon in the organization.
It was just recent when Green committee of XYZ Company handed a proposal to XYZ Directory board so as to come up with solutions to the problem. The Green committee was aimed at pushing for change to make a company a green company. It is the duty of XYZ to employ those operations, products and services which are less harmful to the earths environment. We therefore proposed on several ways that could promote our organization to be friendly to the environment. Some of these ways include; using recyclable paper products, using E-mails other than old methods of communication, supplying XYZ offices with sufficient energy, and establishing a recycling program.
It did not take long before the Board of Directors accepted our proposal. We moved ahead to implementing the project on June 14, 2010. We started by first introducing XYZ employees to project Green. Employees are the only determinants of the project because they are the ones who carry out the project.
Background
Organization analysts have argued that economic related models are problematic than those of non-economic models which affects the management when rewarding employees.
It is through this that researchers have come up with alternatives on reward process. Sociological models such as having a comparison between the internal employees and those of external markets in terms of rewarding. There no proof that either economical or non-monetary models work better than the other.
The research is aimed at meeting emerging questions as
Discussion of Programs
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Employee of Quarter
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Employee of Month
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Employee of Week
Methodology
Data will be gathered using both qualitative and quantitative methods. The researcher will basically have to consider a survey and a focused group. Primary data such as observation and questionnaires will be used and secondary data which include journals, magazines. On the other hand, a survey will be undertaken on the currently existing employees so as to assess the reaction of employees of Chebut Company to rewards program. The survey is particularly aimed at exploring the existing conditions and thereby finding the relationships and differences that emerge afterwards. The survey being a way of gathering data either using interviews or questionnaires through self-report.
Scope
Employee of the quarter is aimed at recognizing those employees who have made contributions to the company for a period of three months. Employee of the month is rewarding of those employees who have been productive to the company for the last one month, while employee of the week is rewarding of those employees with high productivity level during the entire week.
Employee of the quarter
Employees who have served the company for three month will be selected by the board members and be issued with letters a week to their rewarding day. Their rewards will be decided by the board committee on the best reward.
Employee of the month
Employee of the month is the work the manager to come up with names to the management so that it will be ranked before coming up with the employee of the month. Rewarding process is done by the management.
Employee of the week
It is done on weekly basis by each department. This will avoid queuing of both employee of the quarter, employee of the month and employee of the week. A fixed amount will be given to whoever will manage to emerge the winner.
Variants
Employee of the quarter will always get the biggest share as compared to the other groups that are to be rewarded. This is because he/she have served the company for a longer time. Employee of the month will get a third of what the employee of the quarter got. Lastly, employee of the week will get a quarter of what the employee of the month got.
Recommended program
It is advisable that the company recommend employee of the quarter because it encourages employees to work a longer time.
Description
The program is quite important to any organization as it promotes both the employee and the organization socially and economically. A huge compensation is rewarded those who have been productive to the organization for a longer period (Hiam 234).
Justification
The Board of Directors approved the project with effect from October 2010.
Implementation
It is through the support of employees that the program will work otherwise will fail. For it to work effectively, the management should regularly encourage employees as well as putting what has been stated in practices.
Conclusion
XYZ Companys market share has dwindled in recent years to just under ten percent of the market, while other widget companies have gained considerable market share. The proposed document will enable XYZ Company to improve its employee morale, resulting in improved efficiency and better quality products. This will increase profits and improve XYZs position in the widget market.
Timeline
The research will be completed by October 30. A rough draft will be completed by November 15, and a second draft will be prepared for discussion by November 26. The final draft, with any suggested revisions, will be completed by December 10 for submission to the CEO.
References
Bowen, R. Recognizing and rewarding employees. New York: McGraw-Hill Professional, 2000.
Hiam, A. Streetwise motivating & rewarding employees: new and better ways to inspire your people. Chicago: Adams Media, 1999.
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