The purpose of this paper is to discuss that development and recognition of human capital is a shared responsibility reflecting a delicate balance with employees on one side and the organization on the other. Conveying the message that employees matter, are valued contributors and will be rewarded improves morale, builds trust and expands opportunities for growth, through challenging assignments, improving performance and furthering skill development.
The typical organizational structure in a library is made up of three key components: formal reporting relationships, the identification of groupings of individuals into departments or teams and the design of systems that ensures effective communication, coordination and integration of efforts across units. What steps can a library administrator take to reimagine and implement a responsive rewards system?
There are five recommendations for library administrators to develop and implement a rewards system.
New thought piece on this topic.
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