Recognition Programmes Research Articles

Strategies for Enhancing Employee Morale in the Workplace: A Comprehensive Approach

This article examined staff morale and its improvement methods. According to recent research, boosting staff morale boosts productivity, retention, and business culture. Employee rewards, open communication, and real-time feedback were crucial short-term and long-term initiatives. Objectives included career advancement, professional growth, flexible work arrangements, and an inclusive workplace. Many companies struggle to match short-term decisions with long-term objectives and tailor morale-boosting programmes to various employee demands. Morale-boosting approaches were evaluated. The research offered real suggestions for improving staff morale. According to the research study, a friendly workplace, recognition, work-life balance, professional development, diversity and inclusion, and effective leadership boost employee morale. Leadership and targeted recognition programmes were crucial to boosting morale, as these characteristics demonstrated. Organisations encouraged friendly work cultures, individual recognition, work-life balance, professional growth, diversity, and inclusion. These methods boosted morale, productivity, and company culture. Keywords: Employee morale, Organizational success, Productivity, Employee retention, Business Culture.

Job satisfaction of multidisciplinary staff working in intensive care units: a cross-sectional study in Qatar

Background/Aims Job satisfaction is an important contributor to the efficacy and success of organisations. An intensive care unit is a highly skilled area of healthcare that can be a physically and mentally challenging environment for staff, potentially impacting job satisfaction. This study aimed to assess job satisfaction levels among multidisciplinary staff members working in the intensive care units of a hospital in Qatar and evaluate how this is affected by sociodemographic and employment factors. Methods This was a cross-sectional, quantitative study that used a survey method. A total of 142 intensive care unit nurses, physicians and allied health professionals were recruited via random sampling from a tertiary hospital in Qatar. The Minnesota Satisfaction Questionnaire (short form) was used to collect data on respondents' intrinsic, extrinsic and overall job satisfaction levels, using statements scored with 5-point Likert scales. The survey also collected data on respondents' gender, age, job category and years of experience working in intensive care. Data were analysed using Shapiro-Wilk tests, Mann-Whitney U tests, Kruskal–Wallis tests and analysis of variance. Mean overall job satisfaction scores were classified as low (<3.00), moderate (3.00–3.99) or high (>4.00). A P value of <0.05 indicated statistical significance. Results The mean overall job satisfaction score was 3.82 out of 5.00, indicating moderate satisfaction. There were strong correlations between job satisfaction and both intrinsic (0.940) and extrinsic (0.894) satisfaction. There was a significant difference in job satisfaction levels depending on respondents' years of experience working in intensive care units (P=0.0477), with those who had less than 10 years of experience having the highest job satisfaction levels and those with 20–24 years' experience having the lowest job satisfaction levels. There were no significant differences between the job satisfaction levels of participants in different gender, age and job categories. Conclusions This study suggests that intensive care unit staff with more years of experience may have lower job satisfaction than those with fewer years of experience. Healthcare organisations should consider implementing targeted interventions to enhance job satisfaction, such as opportunities for professional development, recognition programmes, mentorship programmes, stress management workshops and efforts to improve work-life balance.

Impact of recognition on employees` performance in the Manufacturing Industries in Tanzania: A Case of Tanga Cement Company

Motivation works differently among employees in an organisation. While it is generally acceptable that monetary incentive is preferable among employees but there is a debate regarding non–financial incentives such as recognition on whether they impact employee performance. This study examined the impact of recognition on employees` performance in the manufacturing industries in Tanzania by using a case of Tanga Cement Company. In conducting this study, the researchers employed a descriptive research design. Furthermore, a simple random sampling method was used to select 50 respondents which enabled the collection of quantitative data through the use of questionnaires. In analysis, the study employed descriptive and inferential statistics to analyse the data with the aid of the Statistical Package of Social Science (SPSS). The study found that media representation boosts employees' desire to perform better, highlighting the importance of visibility and validation. Personal recognition fosters enhanced dedication, aligning with motivation theories. Receipt of recognition letters validates hard work, increasing job satisfaction and loyalty. Recognition programmes also lift employees' morale, influencing productivity and teamwork. Public recognition fosters commitment, and positive perceptions of work, workplace, and colleagues are crucial for a positive work environment. Furthermore, verbal appreciation from supervisors and co-workers is the most impactful form of recognition, as it is immediate and personal. Receiving a recognition certificate is also significant, as formal acknowledgement can enhance employees' work performance. The study recommends that implementing media representation strategies, establishing recognition programmes, and utilising tangible tokens of appreciation can be the best strategies to boost employee performance. This creates a positive work environment, enhances dedication, and boosts productivity by reinforcing appreciation and acknowledgement.

P609 Artificial intelligence in the image recognition of pouchoscopies in patients who have undergone restorative proctocolectomy with ileal pouch anal-anastomosis (IPAA)

Abstract Background Restorative proctocolectomy with ileal pouch anastomosis (IPAA) has become the gold standard in the surgical treatment of ulcerative colitis, with pouchitis being the most common late complication of IPAA. Pouchoscopy is the diagnostic tool of choice to examine the pouch in cases of pouchitis. Artificial intelligence (AI)-based image recognition programmes can assist the examiner in making a diagnosis, support in the education of physicians in training and potentially improve patient outcomes. The use of artificial intelligence has not yet been demonstrated in patients with IBD. The aim of this study is the development of an image recognition algorithm based on Convolutional Neural Networks (CNN) that reliably detects the endoscopic findings of pouchitis analogue to the PDAI score in endoscopic images. Methods The dataset consisted of 10 pouchoscopy videos, which were split into individual frames and assessed using a specially developed labelling tool. In the training process, the labelled images were divided into training, validation and test datasets (ratio 60:20:20). Pre-trained networks and hyperparameters were selected by cross-validation. The defined networks were then fine-tuned through tenfold cross-validation and evaluated for accuracy, specificity, precision F1 score and AUC. Results Our dataset consisted of 7130 images, with 1961 images in the „Inflammation“ group, 2326 images in the „Not assessable“ group and 2843 images in the „Healthy“ group. The final model has been cross-validated 10 times and has been shown to be able to correctly assess the endoscopic features of pouchitis to a certain extent. However, its performance is not yet sufficient for clinical use. Conclusion The work has shown that it is possible to develop an image recognition programme using artificial intelligence that is capable of detecting endoscopic features of pouchitis to a certain extent. Our model is not yet able to make a reliable classification, so it is not yet ready for practical use. However, it should be noted that this project was a feasibility study with a small number of cases and a limited patient population. Further research and more data are needed to sufficiently train the model. Once this is done, the model could be further developed to make reliable classifications and be used in clinical practice.

Proposed Marketing Strategy To Increase The Penetration Of Brimo’ By BRI Through Strategic Partnership Program

On February 2, 2019, PT Bank BRI (Persero) Tbk introduced Super App Brimo' by BRI to replace the previous iteration of their mobile banking, BRI Online (Brimo' 1.0). The Brimo by BRI target audience was organised by Bank BRI management in 2022, and it was disseminated to 12 Regional Offices in Indonesia. Bank BRI Region VI/Jawa 1 ran many acquisition programmes, including the Strategic Partnership Programme, to meet the aim of Brimo's users. Out of the 128 partners who entered the strategic partnership programme in 2022, 106 partners are classified as having low acquisition because they have an ability to recruit fewer than 50 users, and just 3 partners have the ability to acquire more than 500 users. In order to boost the partner's willingness to distribute Brimo' by BRI and, ultimately, increase the penetration of Brimo' by BRI, this study looks at potential options. The results show that there are some issues that partners face when distributing Brimo' by BRI, including technical difficulties, a lack of product knowledge, staffing issues, gimmicks that don't suit partners' preferences, poorly optimised promotions, the need for reward and recognition programmes, and partners' lack of confidence in their ability to distribute Brimo' by BRI. The study comes to the conclusion that offline training, gimmicky customization, reward and recognition programmes, and quicker referral fee payment are necessary to boost partner willingness to acquire Brimo's users. To determine how these guidelines will affect people, more research will be required.

Sustainability Reporting and Economic Value Added: Empirical Evidence from Listed Manufacturing Entities in Nigeria

The essence of this study is to evaluate the effect of three aspects of Sustainability reporting on economic value addition of Nigerian listed manufacturing companies from 2013 to 2020. Ex-post facto research design was adopted while secondary data were sourced from annual reports and accounts of 37 sampled companies out of 73 listed manufacturing companies in Nigeria as at 30th September 2019. The panel data gathered for the study were subjected to empirical tests using panel regression techniques (random effect) at 5% level of significance. Evidence generated revealed among others that economic, social and environmental reporting aspects of sustainability reporting all had positive effect on economic value added over the period. However, the effects were found to be significant for economic and social reporting while the effect of environmental reporting was not statistically significant. Consequently, it was concluded that sustainability reporting has significant positive effect on economic value addition by listed manufacturing companies in Nigeria. This study therefore recommends amongst others that business organizations should incorporate sustainability reporting in their reporting system to reap the associated benefit of economic value added which should also be measured and reported annually. By policy implication, government across countries should put in place, annual awards and recognition programmes for companies with highest disclosure scores for all indices of sustainability reporting to encourage a more sustainability-driven economy, this will indirectly promote economic value added by corporations.

Employee recognition programmes: An immanent critique

In this article I present a critical reading of employee recognition programmes. I utilize an immanent approach, drawing on the same principles that it is claimed underpin such programmes, namely the desire of needful subjects for recognition in the form of self-respect and esteem, and an anticipation of the organizational relations that are themselves a prerequisite for such recognition. These principles are articulated through a reading of Axel Honneth’s critical theory of intersubjective recognition as a necessary condition for what he refers to as fulfilled self-realization and social freedom. In doing so, I suggest that, rather than facilitating the conditions and benefits of intersubjective recognition, internal pathological tendencies towards reification, disrespect and compelled identification result in such programmes undermining the ontological conditions necessary for recognition to flourish, threatening both individual and organizational harm.

Autism spectrum disorders as a risk factor for adolescent self-harm: a retrospective cohort study of 113,286 young people in the UK

BackgroundIndividuals with autism spectrum disorder (ASD) are at particularly high risk of suicide and suicide attempts. Presentation to a hospital with self-harm is one of the strongest risk factors for later suicide. We describe the use of a novel data linkage between routinely collected education data and child and adolescent mental health data to examine whether adolescents with ASD are at higher risk than the general population of presenting to emergency care with self-harm.MethodsA retrospective cohort study was conducted on the population aged 11–17 resident in four South London boroughs between January 2009 and March 2013, attending state secondary schools, identified in the National Pupil Database (NPD). Exposure data on ASD status were derived from the NPD. We used Cox regression to model time to first self-harm presentation to the Emergency Department (ED).ResultsOne thousand twenty adolescents presented to the ED with self-harm, and 763 matched to the NPD. The sample for analysis included 113,286 adolescents (2.2% with ASD). For boys only, there was an increased risk of self-harm associated with ASD (adjusted hazard ratio 2·79, 95% CI 1·40–5·57, P<0·01). Several other factors including school absence, exclusion from school and having been in foster care were also associated with a higher risk of self-harm.ConclusionsThis study provides evidence that ASD in boys, and other educational, social and clinical factors, are risk factors for emergency presentation with self-harm in adolescents. These findings are an important step in developing early recognition and prevention programmes.

Effect of Recognition and Career Advancement on Employee Job Performance: A Study of Nigerian Brewery Plc. Imagbon, Ijebu- Ode, Ogun State

The purpose of this study is to explore the effect of recognition and career advancement on employee job performance in Nigeria Brewery Plc in Imagbon, Ijebu Ode, Ogun State. Survey research design was adopted for the study. The target population consists of 215 staff of Nigerian Brewery Plc. Imagbon, and sample size was 88. A structured questionnaire was used as a research instrument in gathering the primary data used for the study. The data collected were analyzed using mean, standard deviation and correlation analysis with the help of Statistical Package for Social Science (SPSS version 23). The results and findings indicated that employee recognition (r-0.759, p- 0.029) and career advancement (r-0.594, p- 0.012) have significant and positive effects on employee job performance in Nigerian Brewery Plc Imagbon, Ijebu Ode, Ogun State. The research recommends that the management of Nigerian brewery Plc should put a measure in place to ensure retention of younger employees that constitute the greater percentage of the brewery industry through adequate employee recognition programmes; and that management should be fully committed to employee flexible work schedule and provide an enabling environment for all and sundry within the organization.

Deep Learning and Particle Swarm Optimisation-Based Techniques for Visually Impaired Humans' Text Recognition and Identification

Blind people can benefit greatly from a system capable of localising and reading comprehension text embedded in natural scenes and providing useful information that boosts their self-esteem and autonomy in everyday situations. Regardless of the fact that existing optical character recognition programmes seem to be quick and effective, the majority of them are not able to correctly recognise text embedded in usual panorama images. The methodology described in this paper is to localise textual image regions and pre-process them using the naïve Bayesian algorithm. A weighted reading technique is used to generate the correct text data from the complicated image regions. Usually, images hold some disturbance as a result of the fact that filtration is proposed during the early pre-processing step. To restore the image's quality, the input image is processed employing gradient and contrast image methods. Following that, the contrast of the source images would be enhanced using an adaptive image map. The stroke width transform, Gabor’s transform, and weighted naïve Bayesian classifier methodologies have been used in complicated degraded images to segment, feature extraction, and detect textual and non-textual elements. Finally, to identify categorised textual data, the confluence of deep neural networks and particle swarm optimisation is being used. The text in the image is transformed into an acoustic output after identification. The dataset IIIT5K is used for the development portion, and the performance of the suggested come up is evaluated using parameters such as accuracy, recall, precision, and F1-score.

Managing the Obligation to Stay through Employee Involvement, Recognition and AMO Model: A Study Among Millennial Employees

Manuscript type: Research paper Research aims: The aim of this paper is to investigate the impact of human resource practices, namely employee involvement and employee recognition, on normative commitments. It also attempts to determine the role of the ability, motivation and opportunity (AMO) model as a mediator in the relationship associated with human resource practices, and normative commitments. Design/Methodology/Approach: Data were collected across 168 employees, working in small and medium enterprises (SMEs) in Selangor, Malaysia. Structural equation modelling with bootstrapping estimation was used to predict and estimate the relationships. Research findings: The results indicate that both employee involvement and employee recognition have a significant impact on the normative commitment. This study however, indicates no mediation effect on both of these relationships. Theoretical contribution/Originality: This study seeks to compliment and extend the human resource (HR) practice and organisational commitment literature base by incorporating the AMO model as a mediation variable. Practitioner/Policy implication: The underlying messages to HR practitioners and also SMEs owners are that employee involvement and employee recognition are amongst the most important HR practices to be employed in the current working environment, which will soon be dominated by the millennials. Organisations should focus on exhibiting a great working environment that involves employees in daily work activities, and promotes recognition programmes that motivates employees’ retention rates. Research limitation: Data were collected through the use of a questionnaire in a designated period of time, and did not permit causal inferences. Moreover, it only focusses on service sectors of SMEs, and therefore the results may not be as generalised as one sought it to be.

An Analysis of Motivational Factors Affecting Employee Performance

It is essential for organisations to pay attention to the well-being of their employees. The organisation should create a workplace that is engaging and motivating, where employees want to stay, grow and contribute their skills, knowledge and expertise. The present research study aims to investigate motivational factors (goal-setting, monetary rewards, recognition programmes and training) that aids in upsurge of employee performance. The study adopted a descriptive research design. The population consists of 130 employees of 30 companies of Nepal. Data was collected using structured questionnaires. Statistical tools such as frequency distribution, mean score, correlation analysis and regression analysis were used to analyse data and were presented using tables. The results reveal that there exists a positive and significant relationship between goal-setting, recognition programmes and training on employee performance. The findings suggest that employees value their own personal growth. Organisations should come up with personal development programmes to improve performance. The study results are expected to offer inputs in assessing and implementing motivational factors in organisations.

Fit for Educational Purpose? The Findings of a Mixed Methods Study of Nurses’ Decisions to Participate in Professional Development and Recognition Programmes

Fit for Educational Purpose? The Findings of a Mixed Methods Study of Nurses’ Decisions to Participate in Professional Development and Recognition Programmes

Network reconfiguration: The implications of recognizing top performers in teams

Social recognition programme is a frequently used motivational tool in organizations. It serves two purposes: to recognize award recipients’ exceptional performance, and to motivate other employees to work hard for future social recognition. However, when work is interdependent, recognizing just one team member but not others constitutes a salient social comparison situation. In this study, we introduce a generalized concept of network reconfiguration. In a field experiment, we track dyadic interactions before and after social recognition of the top performers in teams, and document substantial changes in teams’ social network structures during this period of time. Using latent change score modelling to test for the presence of network reconfiguration at individual (i.e., centrality) and team (i.e., density) levels of analysis, we find that socially recognizing a top performer does, in fact, influence network reconfiguration processes. In our study context, the network reconfiguration process takes place around the top performer, with team members becoming significantly less connected with him or her. We also find a negative impact on team performance for teams that experience higher levels of network reconfiguration due to team procedural injustice.Practitioner points Social recognition programmes may have unintended effects on network reconfiguration. Socially recognizing a top performer affects network reconfiguration processes. Team performance can decline after network reconfiguration due to procedural injustice.

Training in food safety culture

Training in food safety culture

An application of an extended effort-reward imbalance model to police absenteeism behaviour

Purpose– Frequent absences from work can be highly disruptive, whilst also potentially indicating problematic working conditions that can lead to increased withdrawal behaviour. The purpose of this paper is to test the predictive capability of an expanded effort-reward imbalance model on employee absenteeism within the context of policing.Design/methodology/approach– Three separate reward systems are identified by the effort-reward imbalance model. In this study, the authors assessed these individual components for their contribution to officer withdrawal behaviour in the form of absenteeism frequency. Data were gathered from a sample of operational officers (n=553) within a large Australian police agency.Findings– Findings indicate that there was a strong influence of social rewards such as social support and recognition in the workplace on officer absenteeism rates. Low workload was associated with a higher frequency of absenteeism suggesting a potential underloading effect. There were a number of significant interactions providing support for the effort-reward imbalance mechanism and the separation of the reward construct. Security rewards were particularly influential and significantly moderated the relationship between effort and absenteeism.Research limitations/implications– Differential effects of occupational rewards were identified in the study, indicating that there are significant opportunities for expansion of the effort-reward imbalance model along with opportunities for HRM practitioners in terms of employee recognition and remuneration programmes. This research was focused on a specific sample of operational officers, therefore should be expanded to include multiple occupational groups.Originality/value– This paper considers and expanded model of worker strain and contributes a longitudinal assessment of the association between perceived effort and reward systems and worker absenteeism.

Recognising the contributions of alumni affiliate groups and volunteers: Penn State Alumni Association model

Alumni associations across the country rely on volunteers every day to help achieve their missions. Alumni affiliate groups represent their university and their parent organisations outside the campuses, but how is it possible to recognise them for all that they do? It is important to understand why we need to acknowledge our affiliate groups and volunteer leaders. Once we understand how the pieces fit together we can establish our own recognition programmes. Benchmarking against successful programmes — such as the Penn State Alumni Association — is one way to help strengthen our own programmes.

Study of Parameters Affecting Employee Satisfaction

The aim of the study is to measure employee satisfaction at three different branches of Reliance Life Insurance viz. Karol Bagh, Jhandewalan and Connaught Place, and to analyze which branch needs to work upon which parameters. The study also analyzes whether Rewards and Recognition play an important role in determining overall employee satisfaction. It is a descriptive research. The sample size is 90. Non Comparative Scaling Technique has been used in the study. The study shows that rewards and recognition play a very significant role in determining employee satisfaction. The overall Employee Satisfaction can be said as relatively on the positive side for all the three branches. The employees of Jhandewalan branch show less inclination towards rewards and recognition programme as compared to other two branches. Rewards and recognition play a very significant role in determining employee satisfaction. This also proves that employees are extremely motivated when it comes to such recognition programmes.

Assistive technology as support for the exercise of legal capacity

Exercising legal capacity refers to engaging in legal transactions and relationships and is essential for the full inclusion of people with disabilities in society. The United Nations Convention on the Rights of Persons with Disabilities has enumerated the right to legal capacity on an equal basis and has created a state obligation to provide access to support for the exercise of legal capacity. This article examines the use of assistive devices as support for decision-making in exercising legal capacity for individuals with physical and cognitive impairments; for example, the use of voice recognition programmes, screen readers, and screen enlargement applications to support people with mobility and sensory impairments to use online portals essential for legal actions such as banking. It also discusses the experimental use of cognitive assistance, including computer or electrical assistive devices, to facilitate communication for people with cognitive impairments including those with no external signs of consciousness. It highlights the diversity of options for ‘support for the exercise of legal capacity’ showing how they can assist people with various disabilities. Finally, the article examines the boundaries of the state obligation to provide such support, including issues of practical implementation and resource allocation.

Non-prescribing diabetes nurse specialist views of nurse prescribing in diabetes health

IntroductionDiabetes mellitus (DM) is one of the most common chronic diseases throughout the world. Its management is complex and requires a lifetime of behaviour modification (Courtenay & Carey, 2008; Kara, van der Bijl, Shortridge-Baggett, Asti, & Erguney, 2006). The World Health Organisation (WHO) has predicted that there will be 366 million people with diabetes by 2030 (Kara et al., 2006). Price-Waterhouse-Coopers estimate the financial implications of diabetes will reach NZ$1000 million by 2021 (Joshy & Simmons, 2006). There will be a profound impact on the New Zealand health service as the number of people with diabetes increases along with life expectancy. Diabetes nurse specialist (DNS) prescribing has the potentialto increase accessibility and services to people with diabetes, help alleviate some of the pressure on the health service, and provide a more holistic model of care (Latter, Maben, Myall, Young, & Baileff, 2012; Wilkinson, Carryer, & Adams, 2013).Nursing practice has evolved considerably over the last 20 years with nurses extending their roles, taking on new roles, and specialising in particular areas (Bodington, 2011). Nurses who specialise in diabetes can be professionally recognised by means of a voluntary accredition process available through the New Zealand Nurses Organisation (NZNO) (Aotearoa College of Diabetes Nurses, 2014). Accreditation is defined by the National Diabetes Nurses Knowledge and Skills Framework (KSF) (New Zealand Society for the Study of Diabetes, 2009) and is aligned with the Nursing Council of New Zealand (NCNZ) requirements for professional development and recognition programmes. There are four levels in the KSF, with the most advanced being 'specialist diabetes nurse' (level 4). These nurses have developed expert diabetes practice and provide care for people with diabetes who have complex health needs. Specialist nurses have undertaken post graduate study towards or completion of a Masters degree.In addition to supporting people with diabetes to make lifestyle changes, many nurses who specialise in diabetes make changes to the dose or frequency of insulin or oral hypoglycaemic medications using standing orders (Medicines (Standing orders) Amendment Regulations, 2011). Any prescriptions for new or repeat medicines however must be provided by an authorised prescriber. Until recently, nurse practitioners have been the only nurses able to prescribe medicines in New Zealand.The primary legislation governing the supply, manufacture and prescription of medicines in New Zealand is the Medicines Amendment Act 2013. This Act enables prescribing for two classes of prescriber: authorised prescribers (medical practitioners, nurse practitioners, dentists, optometrists and midwives); and designated prescribers (nurses working in diabetes health, pharmacists and dietitians). Designated prescribers a re able to prescribe from a limited formulary within their area of practice. Specific regulations were passed in 2011 allowing DNS's to prescribe from a schedule of 26 diabetes-related medicines (Medicines (Designated Prescriber-Registered Nurses Practising in Diabetes Health) Regulations, 2011). The schedule of medicines includes lipid-lowering agents and antihypertensive medications.A project to trial DNS prescribing took place in 2011 with twelve DNS located in four demonstration sites around New Zealand authorised to prescribe underthe new regulations. The evaluation of the trial found DNS prescribing to be safe, of high quality and appropriate (Wilkinson et al., 2013). A staged roll-out to other DNS has since taken place (Budge & Snell, 2013). The 2011 project evaluation included the views of various groups of professionals who were affected by DNS prescribing, including the non-prescribing nurses who worked with the DNS who were participating in the trial.As a new initiative that would extend beyond the demonstration sites it was important to gauge the level of interest amongst the nurses most likely to become the next prescribers. …