An Article on Rewards

Like a child being given a chocolate cupcake and a big hug after cleaning her room, rewards and recognition can be powerful tools for employee motivation and performance improvement. Many types of rewards and recognition have direct costs associated with them, such as cash bonuses and stock awards, and a wide variety of company-paid perks, like car allowances, paid parking, and gift certificates. Other types of rewards and recognition may be less tangible, but still very effective. In today's workplace, companies and management are increasingly using non-monetary rewards as an incentive to motivate and influence employee performance.Recognition should be part of the organization's culture because it contributes to both employee satisfaction and retention. Organizations can avoid employee turnover by rewarding top performers. Rewards are one of the keys to avoiding turnover, especially if they are immediate, appropriate, and personal.
Total Rewards
Total rewards is the monetary and non-monetary return provided to employees in exchange for their time, talents, efforts and results. It involves the deliberate integration of five key elements that effectively attract, motivate and retain the talent required to achieve desired business results. Total rewards strategy is the art of combining these five elements into tailored packages designed to achieve optimal motivation. For a total rewards strategy to be successful, employees must perceive monetary and non-monetary rewards as valuable.
Elements of Total Rewards
There are five elements of total rewards, each of which includes programs, practices, elements and dimensions that collectively define an organization's strategy to attract, motivate and retain employees. These elements are:
Compensation
Benefits
Work-Life
Performance and Recognition
Development and Career Opportunities
Context for Total Rewards
The WorldatWork model recognizes that total rewards operates in the context of overall business strategy, organizational culture and HR strategy. Indeed, a company's exceptional culture or external brand value may be considered a critical component of the total employment value proposition. The backdrop of the WorldatWork model is a globe, representing the external influences on a business, such as:
Legal/regulatory issues
Cultural influences and practices
Competition

The Exchange Relationship
An important dimension of the model is the "exchange relationship" between the employer and employee. Successful companies realize that productive employees create value for their organizations in return for tangible and intangible value that enriches their lives.
Total Rewards Strategy = Leveraging Five Elements to Attract, Motivate, Retain
· Compensation
· Benefits
· Work-Life
· Performance and Recognition
· Development and Career Opportunities
The Exchange Relationship
EMPLOYER PROVIDES: EMPLOYEE PROVIDES:
Total rewards valued by employees Time, talent, effort and results
Context of Total Rewards
· Business Strategy
· Organizational culture
· HR strategy
· External influences (competition, industry, regulation, etc.
· Geography (location of workforce)


Monetary Rewards
Any benefit an employee receives from an employer or job that is in from of monetary benefits for the specific purpose of attracting to the company as well as retaining and motivating the employees.
Methods of Monetary Rewards
Incentives
Perks
Increase in pay
Holiday Trip sponsored by company
Retirement Benefits
Non Monetary Rewards
Any benefit an employee receives from an employer or job that is above and beyond compensation package for the specific purpose of attracting to the company as well as retaining and motivating the employees.
Non-Monetary rewards include formal and informal acknowledgement, assignment of more enjoyable job duties, opportunities for training, and an increased role in decision-making .
Employers today are doing more in the area of non-monetary rewards compared to a year ago, according to a new survey by Watson Wyatt. The three most prevalent non-monetary rewards are advancement opportunities (76%, up from 60% in 1999), flexible work schedules (73%, up from 64%) and opportunities to learn new skills (68%, up from 62%).
"Top-performing employees report that they want greater opportunities to advance and hone their skills, and employers appear to be listening," says Paul Platten, Watson Wyatts practice leader for strategic rewards consulting.
Employers participating in the survey were asked to identify their top performers and invite them to participate in a survey to measure and rank their opinions about the effectiveness of various reward programs.
Factors Affecting Decision-Making Process of Top Performers
1. Opportunity to develop skills
2. Opportunity for promotion
3. Compensation
4. Vacation/paid time off
5. Type of people/culture

Methods of Non Monetary Rewards
Rewards can be based on an event (achieving a designated goal) or based on a time frame (performing well over a specific time period).
Rewards that are spontaneous (sometimes called on-the-spot awards) are also highly motivating and should also use a set criteria and standard to maintain credibility.
Handwritten thank you note
A letter of appreciation in the employee files
Handwritten cards to mark celebratory occasions
Recognition posted on the employee bulletin board
Contribution noted in the company newsletter
Provide public praise at a staff meeting
Take the employee out to lunch with Senior Management

Send people to conferences and seminars and ask people to present a summary of what they learned at a conference or seminar at a department meeting
The photo of the employee with a small write up about the person and his achievement on the notice board.
Star Performer of the Week
Boss of the Day - by giving stars

Regards,
Rajat Grover

SMILE

SMILE

A Smile costs nothing, but gives much
It enriches those who receive, without making poorer those who give
It takes but a moment, but the memory of it sometimes lasts forever
None is so rich or mighty that he can get along without it,
and none is so poor, but that he can be made rich by it
A Smile creates happiness in the home,
fosters good will in business,
and is the countersign of friendship
It brings rest to the weary, cheer to the discouraged, sunshine to the sad, and it is nature's best antidote for trouble.
Yet it cannot be bought, begged, borrowed, or stolen,
for it is something that is of no value to anyone, until it is given away
Some people are too tired to give you a smile;
Give them one of yours, as none needs a smile so much as he who has no more to give.

An Article on Orientation Program for New Employee

An Article on Orientation Program for New Employee

We were born as a light to this world where we were welcomed by our parents, peer group and society. We have to mould ourselves to suit our professional culture in which orientation program plays an important role where we learn lots of things like culture, traditions, behavior pattern in an organization. . Let us have a glance on what is Orientation Program and how it is helpful for the new employee and the organization as a whole.


Orientation Program
Orientation Programs assist staff in understanding organization values and culture, and as a result, encourage commitment to the organization.
"Orientation programs should be more than just filling out forms .Done right, they can boost employee retention and satisfaction."
Effective orientation program is the first step to staff retention
Effective organization should understand the essential role that new employee orientation plays in creating their ultimate success and be prepared to adequately invest the necessary time, energy and resources to create a well-designed staff orientation program. Proper orientation of new employees can play huge returns on any initial investment through higher staff retention, greater employee commitment and accelerated productivity.
Staff members who are properly trained and welcomed as they begin their new employment feel good about choosing your organization tend to fit more quickly with their colleague, are more prepared to contribute new ideas, and they represent you more confidently to clients, community partners and suppliers.
Steps you can follow:
1. Adopt a long term approach like making comfortable to new employee with work culture.
2. Provide information in a way that can be absorbed and retained
3. Use your orientation program to develop a team- environment
4. Fundamental objective of a good orientation program
5. Get some personal information about the new person and circulate it around the office .

When planning the orientation program keep in sights on accomplishing the major goals:
ü Help individuals to create rapport between co-workers and make them comfortable in their new surroundings
ü Provide understanding about the organization culture
ü Carefully outline the job responsibilities and rewards
ü Ensure the orientation is done on ground realities.
ü Encourage participation which will involve the peers , colleagues.
ü Career Growth

Regards,
Rajat Grover

Angrez chale gaye....... Angrezii chhod gaye

Angrez chale gaye....... Angrezii chhod gaye..

sample these!!

Have a nice day! ------> Achcha din lo!

What's up? ------------ >Uppar kya hai?

You're kidding! -------->Tum bachcha bana rahe ho!

Don't kid me! ---------> Mera bachcha mut banaao!

Yo, baby! What's up? --> Beti Yo, uppar kya hai?

Cool man! -------------> Thandaa aadmi!

Don't mess with me, dude.-----> Mere saath gandagee mat karo, e yakti.

She's so fine! --------> Woh itnee baareek hai!

Listen buddy, that chick's mine, okay!?-----> Suno dost, woh choozaa mera hai, theek?

Are you nuts? ---------> Kya aap akhrot hain?

And the best ones are.....

How do you do? --------> Kaise karte ho?

General Body Meeting..-->Saamanya Shaaririk Milan

Keep in touch.......... >Chhoote Raho

Regards,
Rajat Grover

Pressure

Kindly click on the below link to find out how much are you in pressure

http://www.abovetheinfluence.com/the-influence/drugs-ecstasy.htm

Regards
Rajat Grover

Article on Self Esteem

What is Self-Esteem?
Most people's feelings and thoughts about themselves fluctuate somewhat based on their daily experiences. The grade you get on an exam, how your friends treat you, ups and downs in a
romantic relationship-all can have a temporary impact on your wellbeing.
Your self-esteem, however, is something more fundamental than the normal "ups and downs" associated with situational changes. For people with good basic self-esteem, normal "ups and downs" may lead to temporary fluctuations in how they feel about themselves, but only to a limited extent. In contrast, for people with poor basic self-esteem, these "ups and downs" may make all the difference in the world.
Poor Self-Esteem vs. Healthy Self-Esteem
People with poor self-esteem often rely on how they are doing in the present to determine how they feel about themselves. They need positive external experiences to counteract the negative feelings and thoughts that constantly plague them. Even then, the good feeling (from a good grade, etc.) can be temporary.
Healthy self-esteem is based on our ability to assess ourselves accurately (know ourselves) and still be able to accept and to value ourselves unconditionally. This means being able to realistically acknowledge our strengths and limitations (which is part of being human) and at the same time accepting ourselves as worthy and worthwhile without conditions or reservations.
Where Does Self-Esteem Come From?
Our self-esteem develops and evolves throughout our lives as we build an image of ourselves through our experiences with different people and activities. Experiences during our childhood play a particularly large role in the shaping of our basic self-esteem. When we were growing up, our successes (and failures) and how we were treated by the members of our immediate family, by our teachers, coaches, religious authorities, and by our peers, all contributed to the creation of our basic self-esteem.
"Self-esteem is largely developed during childhood."
Healthy Self-Esteem
Childhood experiences that lead to healthy self-esteem include-
being praised
being listened to
being spoken to respectfully
getting attention and hugs
experiencing success in sports or school
having trustworthy friends

Low Self-Esteem
Childhood experiences that lead to low self-esteem include-
being harshly criticized
being yelled at, or beaten
being ignored, ridiculed or teased
being expected to be "perfect" all the time
experiencing failures in sports or school
People with low self-esteem were often given messages that failed experiences (losing a game, getting a poor grade, etc.) were failures of their whole self.
What Does Your "Inner Voice" Say?
Our past experiences, even the things we don't usually think about, are all alive and active in our daily life in the form of an Inner Voice. Although most people do not "hear" this voice in the same way they would a spoken one, in many ways it acts in a similar way, constantly repeating those original messages to us.
For people with healthy self-esteem the messages of the inner voice are positive and reassuring. For people with low self-esteem, the inner voice becomes a harsh inner critic, constantly criticizing, punishing, and belittling their accomplishments.

Three Steps to Better Self-Esteem
Before you can begin to improve your self-esteem you must first believe that you can change it. Change doesn't necessarily happen quickly or easily, but it can happen. You are not powerless! Once you have accepted, or are at least willing to entertain the possibility that you are not powerless, there are three steps you can take to begin to change your self-esteem:
· Step 1: Rebut the Inner Critic
· Step 2: Practice Self-Nurturing
· Step 3: Get Help from Others

Step 1: Rebut the Inner Critic
The first important step in improving self-esteem is to begin to challenge the negative messages of the critical inner voice. Here are some typical examples of the inner critic's voice and how you can "rebut" that voice.
The Inner Critic's Voice:
Your Rebuttals:
Is Unfairly Harsh:
"People said they liked my presentation, but it was nowhere near as good as it should have been. I can't believe no-one noticed all the places I messed up. I'm such an impostor."
Be Reassuring:
"Wow, they really liked it! Maybe it wasn't perfect, but I worked hard on that presentation and did a good job. I'm proud of myself. This was a great success."
Generalizes Unrealistically:
"I got an F on the test. I don't understand anything in this class. I'm such an idiot. Who am I fooling? I shouldn't be taking this class. I'm stupid and I don't belong in college."
Be Specific:
"I did poorly on this one test, but I've done O.K. on all the homework. There are some things here that I don't understand as well as I thought I did, but I can do the material-I've done fine in other classes that were just as tough.
Makes Leaps of Illogic:
"He is frowning. He didn't say anything, but I know it means that he doesn't like me!"
Challenge Illogic:
"O.K., he's frowning, but I don't know why. It could have nothing to do with me. Maybe I should ask."


Step 2: Practice Self-Nurturing
Rebutting your critical inner voice is an important first step, but it is not enough. Since our self-esteem is in part due to how others have treated us in the past, the second step to more healthy self-esteem is to begin to treat yourself as a worthwhile person.
Start to challenge past negative experiences or messages by nurturing and caring for yourself in ways that show that you are valuable, competent, deserving and lovable. There are several components to self-nurturing:
Practice Basic Self-Care
Get enough sleep, eat in a healthy fashion, get regular exercise, practice good hygiene, and so forth.
Plan Fun & Relaxing Things For Yourself
You could go to a movie, take a nap, get a massage, plant a garden, buy a pet, learn to meditate-whatever you enjoy.
Reward Yourself For Your Accomplishments
You could take the night off to celebrate good grades, spend time with a friend, or compliment yourself for making that hard phone call.
Remind Yourself of Your Strengths & Achievements
One way is to make a list of things you like about yourself. Or keep a 'success' file of awards, certificates and positive letters or citations. Keep momentos of accomplishments you are proud of where you can see them.
Forgive Yourself When You Don't Do All You'd Hoped
Self-nurturing can be surprisingly hard if you are not used to doing it. Don't be critical of yourself-remember that inner voice!-when you don't do it just right.
Self-Nurture Even When You Don't Feel You Deserve It
"Fake it" until you can "make it." When you treat yourself like you deserve to feel good and be nurtured, slowly you'll come to believe it.
Step 3: Get Help from Others
Getting help from others is often the most important step a person can take to improve his or her self-esteem, but it can also be the most difficult. People with low self-esteem often don't ask for help because they feel they don't deserve it. But since low self-esteem is often caused by how other people treated you in the past, you may need the help of other people in the present to challenge the critical messages that come from negative past experiences. Here are some ways to get help from others:
Ask for Support from Friends
· Ask friends to tell you what they like about you or think you do well.
· Ask someone who cares about you to just listen to you "vent" for a little while without trying to "fix" things.
· Ask someone who loves you to remind you that they do.

Get Help from Heads/Experienced Person & Other Helpers
· Go to advisors or experienced person to ask for help to solve a problem of yours. Remember: They are there to help you learn!
If you lack self-confidence in certain areas, take classes or try out new activities to increase your sense of competence (for example, join a dance club, take swimming lessons, etc.)
Talk to a Therapist or Counselor
Sometimes low self-esteem can feel so painful or difficult to overcome that the professional help of a therapist or counselor is needed.
Talking to a counselor is a good way to learn more about your self-esteem issues and begin to improve your self-esteem.

Regards,
Rajat Grover