The need for a reward system in any type of human service organizations is strong, the human service worker deals with someone else’s problems every day, then goes home to deal with their own. The pay range for this work is low to average, and the stress and disagreement level is high. These employees endure a host of emotions from clients on a daily basis, which is bound to affect the worker at some point. The management in these types of organizations should reward the employee for a job well done, or just a reminder to them that they do make a difference. Human service organizations are generally ran on a tight budget, so monetary rewards are not usually possible; the management must find other ways to reward the caring and dedicated staff that they employ. When creating a rewards system one needs to consider why they are rewarding the employee, do you reward employees for the daily aspects of the job, or the work that the employees have completed beyond the daily aspects? A good reward system will also encourage the employees to do more for the company, and show them that they are not forgotten when the company benefits. It is not always necessary for a company to use monetary compensation, but in some instances, a form of monetary compensation is preferred. If a company wants to compensate monetarily it can use bonuses, stock sharing, and salary increases but most companies prefer to use non-monetary rewards such as paid days off, extra vacation time, personal days, and benefits such as gym memberships. Organizations such as non-profit or human service agencies have to find ways to reward the employees without added expense, since the money donated to the organization is limited, and pre-determined for certain projects or programs, these organizations use incentives such as flowers for secretaries, a gift certificate, a day off, an assistant for a day, a public sentiment of appreciation, an ad in a newspaper, or a simple card of thanks. For a human service...
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