英文论文非财务报酬管理

　　本英文论文主要内容是研究如何通过非财务报酬有效激励员工这一非常重要的问题。团队领导者是为团队设定目标和目标的人。每个团队都是有目的的，他必须让团队成员意识到他们的角色和职责。他必须了解他的团队成员，然后职责和责任必须分配给他们的兴趣和专业化，他们愿意接受挑战。《现代管理论坛》是一本为企业管理及相关理论服务的社会学期刊。该刊不仅涵盖了管理理念，还涉及对不同业务与企业管理发展趋势的解读、讨论与评价。《现代管理论坛》致力于为企业与员工提供高质量的独特交流平台，并通过将期刊传递的有价值信息应用于现实工作环境、通过将管理理念与实际经验的有机结合来惠及企业及员工。

　　对于今天的组织来说，如何有效激励员工的问题已经成为一个非常重要的问题。非财务确认是识别个别员工或团队进行特定表扬或确认的方法。有各种各样的实践中，非金融类的识别方法。得到这样的认可或表扬的行为或行动应该基于组织想要强调的，在某种程度上这可能是一个展示组织价值，甚至为其他员工提供一个榜样的问题。

　　至于这个特别的研究，麦当劳餐厅的讨论始终是一个繁忙的气氛，它的员工需要保持他们的道德和动机，以表现良好，增加利润和提供优质的客户服务。在麦当劳的一个团队的领导者(也被称为船员训练)是下一步从一个团队成员(也被称为成员)，团队领导人是负责培训的团队成员的日常工作，包括客户服务，准备食物，保持房屋清洁作为团队的一部分。作为他们角色的一部分，他们评估团队成员的技能和支持并指导他们。一个团队负责人指导她完成自己的发展计划。

　　A team leader is someone who sets goals and objectives for a team. Every team is formed for a purpose and He must make his team members well aware of their roles and responsibilities. He must understand his team members well and then duties and responsibilities must be assigned as per their interest and specialization for them to accept the challenge willingly.

　　For today's organizations, the problem of how to effectively motivate staff has become a very important issue. Non- financial recognition is a method of identifying either individual employees or teams for particular praise or acknowledgement. There is a variety of ways that nonfinancial recognition work in practice. The behaviours or actions that get such acknowledgement or praise should be based on those that the organization wishes to emphasize, in a way this could be a matter of demonstrating organizational values or even offering a role model for other employees.

　　As for this particular study, this store of McDonalds' Restaurant in discussion is always a busy atmosphere, and its employees do need to maintain their high morality and motivation in order to perform well, have an increase of profits and to provide excellent customer service. At McDonalds' a Team Leader ( also known as a Crew Trainer) is a next step up from a team member (also known as a crew member),The Team leaders are responsible for training the team members for their day-to-day work that includes serving customers, food preparation, keeping the premises clean as part of a team. As part of their role, they assess team members' skills and support and mentor them. A team leader is responsible of guiding her through his or her development programme.

　　The role of the Team Leader plays a major part in the growth of a team member in a McDonalds' Store. Given that, this research would critically analyse the role of team leaders in rewards that team members may get, here the focus is on non-financial rewards.

　　4 Summary of Relevant Theory

　　There has been plenty of theory related to this area of research. As many organizations are beginning to realise of non-financial factors, and as Gratton (2004) notes:

　　'…while motivation is determined by both monetary and non- monetary factors, money has come to play an overly important role in out thinking about the causes of behaviour. In most companies, very limited time and effort are spent on considering non-monetary sources of motivation.' (Gratton, 2004)

　　it is widely believed that leadership creates the vital link between organizational effectiveness and people's performance at an organizational level (Avolio, 1999; Bass, 1998; Judge, et al., 2002a, 2002c; Judge and Piccolo, 2004; Keller, 2006; McGrath and MacMillan, 2000; Purcell et al., 2004; Teece et al., 1997; Yukl, 2002)

　　Some researchers (e.g. Judge, et al., 2002b; Judge and Piccolo, 2004; Keller, 2006; McGrath and MacMillan, 2000; Meyer andHeppard, 2000; Purcell et al., 2004; Yukl, 2002) have started to explore the strategic role of leadership, and investigate how to employ leadership paradigms and use leadership behaviour to improve organizational performance

　　From the Literature available for rewards and employee satisfaction, Pragya (2008) described the relationship between non-financial rewards and employees satisfaction and told that non-monetary rewards increase the satisfaction of the employees. Danish et al (2010) revealed that human resources are the most essential area among all the resources of organization. Competent and knowledgeable personnel in an organization are very essential in overall performance of an organization. Motivated employees can help and make an organization competitively more value added and cost-effective. He also originate that different degree of work motivation and satisfaction are considerably linked and reward and recognition have great influence on motivation of the workers, and if the worker is motivated than it would increase his job performance, which leads to job satisfaction.

　　John Tippet (2009) established that non-financial rewards are the helpful instrument to enhance the satisfaction of the workers. Stovall et al, (2003) conducted research on non-financial rewards and worker job satisfaction and research told that an effective reward package could have an important impact on the employees' performance.

　　There are many more relative descriptive theory, that will be further discussed in the thesis.

　　5 methodology

　　Research methodology is a systematic way to solve a problem. It is a science of studying how research is to be carried out. Essentially, the procedures by which researchers go about their work of describing, explaining and predicting phenomena are called research methodology. It is also defined as the study of methods by which knowledge is gained. Its aim is to give the work plan of research.

　　For this type of a research, the methodology would consist of research philosophy that is determined by our Epistemology position (considering acceptable ways to develop knowledge we already have), and Research Paradigm of Interpretivism and a Qualitative Method of data collection.

　　Qualitative Method is used to gain a proper understanding and to provide insights into the setting of a problem. For data collection, samples used are usually a small number of representatives and the main types of qualitative data techniques available to the researcher are, Interviews, Observations (direct and participant-observer situation)and documents).

　　Once the qualitative data have been collected, the next step would be to carry out an appropriate analysis of that data. Analysis could be done during as well as after data collection and Data is used to direct and shape each successive phase of the study. The structure for analysis is derived from the data and, therefore, it has to be systematically analyzed in an effort to tease out themes and patterns. Data is generally presented as words, images and descriptions, unlike quantitative data which relies on being presented numerically. The way in which the data is analyzed can be done in a number of ways, each one being dependent upon the nature of the study and what it is trying to achieve. However, generally quantitative data can be classified as consisting of two stages - sorting of the data plus analysis of the data and theory construction.

　　An alternative approach which does not rely upon continually checking data against interpretation to formulate and revise hypotheses is the use of analytical narrative. An analytical narrative is typically a description of the data acquired primarily through the use of in-depth interviews.

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