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Recognition Practices Inventory
Determining the importance and frequency of recognition offered to your employees |
This series of three inventories determines the motivation reality in your organization: the importance and frequency of recognition offered to employees by managers.
Recognition Practices Inventory (RPI)
This inventory measures the forms of recognition employees want for doing a good job and what they currently receive from their manager.
Recognition Practices Inventory for Managers (RPIM)
This inventory measures the forms of recognition managers feel they provide to their employees when they do a good work. They can compare themselves to others managers who have taken the test.
Organizational Recognition Assessment for Managers (ORAM)
This inventory determines why managers use or do not use recognition when managing employees. It provides useful information on beliefs, experiences, and conditions that encourage or inhibit the use of recognition in the organization. This tool can help reaffirmed, modified, or changed recognition programs to buils a more positive and productive environment.
Learning Outcomes
- Evaluate the types and frequency of recognition.
- Modify or changing recognition as needed to build a productive work environment.
The 13 Recognition Factors
• Support and Involvement: Managers provide information and support, and ask employees for their ideas and opinion.
• Personal Praise: Managers thank employees for doing a good work.
• Autonomy and Authority: Managers allow employees to decide how best do their work.
• Flexible Hours: Managers give flexible working hours and time off when necessary.
• Learning and Development: Managers help employees learn new skills, discuss career options, and participate in learning activities.
• Manager Availability and Time: Managers are available to answer employees concerns and questions, spend time to get to know them and listen to them.
• Written Praise: Managers add letter of recommendation in employees's files and thank-you notes.
• Electronic Praise: Managers copy and forward positive e-mails to other employees.
• Public Praise: Managers share customer letters or feedback in the company newsletter, during meetings or at awards ceremony.
• Cash or Cash Substitute: Managers give cash, gift certificates or vouchers.
• Achievement Awards: Managers offer years-of-service and special achievement awards, certificates of achievement, and employee-of-the-month awards.
• Nominal Gift or Food: Managers celebrate success with food, flowers, gifts, movie tickets, or purchase lunch.
• Public Perks: Managers offer preferred parking spaces, special privileges, and "pass around" trophies.
How Does It Work?
Individuals respond to 54 statements to measure the factors that influence the use of recognition in the organization. Managers can then use the results to think about their recognition behavior and how to increase it.
The Recognition Inventories Series is ideal for today's managers and leaders who wish to develop the most accurate rewards and incentives according to each employee's motivator. It is a perfect tool for training programs on:
- Leadership and Supervision
- Motivation
- Recognition and Reward Systems
- Performance Management
For Your Training
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Recognition Practices Inventory (RPI), $9.95
Includes a normative graph, information on how to apply the results in the real world, and developmental techniques.
Scoring time: 15 min.
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Recognition Practices Inventory for Managers (RPIM), $9.95
Includes a normative graph, comparison sheets, and developmental techniques.
Scoring time: 15 min. |
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Organizational Recognition Assessment Inventory (ORAM), $9.95
Includes a description of the six dimensions of the assessment, and information on how to apply the results in the real world.
Scoring time: 15 min. |
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