Recognition Of Employee's Effort: Writing Assignment

All business writing either persuades or informs. Often, business writers are asking for changes they cannot implement themselves. This assignment will give you ACTUAL experience in causing change in another organization. This assignment contains two parts, so read and follow instructions carefully.

1. Correspondence to Supervisor (I Get this Part done)

Write a brief (200-300 word) note, memo, e-mail, or letter to the supervisor of some person who has provided excellent service for you or for someone else in the last two months. The service you reference must have been "above and beyond the call of duty," and you must write to real named people about a real event that really happened in your life. 

Your note must request the supervisor to take action to formally recognize the employee's act. Merely commending the employee yourself is NOT what is required, as that will merely be posted in the employee’s file and result in an embarrassingly low grade for you. Deliver your request to the supervisor. 

NOTE: The person to whom you are writing can be any supervisor in any establishment with which you have had contact (not just in your imagination--in real life--see above). The supervisor CAN NOT be someone YOU supervise, nor can the employee singled out be someone who works for you.  Merely commending the employee yourself is NOT what is required, as that will merely be posted in the employee’s file and result in an embarrassingly low grade for you. 

Write a 400-500 word report to your instructor (in business memo format) describing the supervisor's reaction and other consequences of your request. Include a copy of your request to the supervisor as the last page of your report to your instructor and submit both documents in ONE MS Word file.  Remember that NO ACTION by the supervisor constitutes a valid result for the report.

Part 1: Writing a request to recognize the employee formally

To: instructor.

From: Aireen Facey.

Date: 02 September 2018.

Subject: Recognition of the employee’s effort.

I wrote a request addressed to the supervisor over the way I was served well and in particular the staff member who served me when I had paid a visit to the premises. The requests did not fall on deaf ears as the supervisor put in place measures to make sure the efforts of the staff do not go unnoticed.

Monthly reward ceremonies were put in place. In this meeting, the employees with outstanding performance will be awarded. Tokens will be used as a gesture to say ‘thank you’ for serving the Costco Wholesalers well. It is a move to make the staff are being appreciated in the organization (Phillips et al. 2017, p.729).

Once an external party complements a staff member for example customers of the firm, he or she will be let to know. In this case, we informed Laura that a customer was very happy and satisfied by the service she rendered. It will show that staff member that her good service has been noted and this, in turn, will boost her morale. (Ruiz, Hamlin & Gresch,2017, p.59)

Promotion in the organization will be done by merit. It has come to the supervisors’ attention that the former promotion mode by the basis of experience is not an accurate model of gauging competence. It was decided that the current performance will promote one. The move will help recognize the employees exhibiting outstanding performance by giving them higher ranks and higher responsibilities in the future (Holston & Kleiner, 2015 p.03)

There will be public complementation of the good-performing staff.  The staff members who perform well are appreciated in the organization meetings and so that the other staff can follow their good example. It will make them feel that the firm is well satisfied with their service to the wholesale customers. Posing them as good examples will also make the supervisor promote a culture of good performance in the organization.

Their supervisors started to chat with the staff regularly. It will help them to grow up close, and personal information and they will be free to communicate with the supervisors. Problems facing the staff will be solved in time (Cohen,2017, P. 85). The staff can also come up with new ideas arising from their first-hand contact with the employees.

 All of the above measures were put in place to recognize the presence and participation of the workers in the organization. I can say with ultimate conviction that it will move miles in staff recognition. It will motivate them to render even better service in the future to the benefit of the customers of the firm.

References

Phillips, H., Bogdanich, I., Carter, K., Holler, J., Smith, T., Ticehurst, E. H., & Wascher, M. (2017). Commentary: Exploring Novel Approaches to Staff Rewards and Recognition. Hospital Pharmacy, 52(11), 729-731.

Holston, C., & Kleiner, B. (2015). Excellence in Reward Systems. Culture & Religion Review-Journal, 2015(3).

Ruiz, C. E., Hamlin, R. G., & Gresch, E. B. (2017). Contemporary Perceptions of Effective and Ineffective Managerial Behavior: A 21st-century case from the USA. Journal of Management Policy and Practice, 18(1), 59-77.

Cohen, E. (2017). Employee reward and recognition. In CSR for HR (pp. 85-98).