How does your organization/leaders link rewards and appreciation to standards of excellence?

Examine your organization and leadership through the following questions:

1. How does your organization/leaders link rewards and appreciation to standards of excellence?

2. Are standards clear and how are they communicated? What changes would you recommend?

3. Is leadership defined by walking around (visible) and listening in your organization? How are examples and expectations set?

4. What does support look like/mean in your organization?

5. What recommendations do you have to improve the organizational dynamics?

Your initial post should demonstrate and integration of readings and research from the lessons to support your views.

Response #1 respond with 100 words

At Coca-Cola Florida Beverages, employees are rewarded with awards at company get-togethers, or even with extra hours for individuals working hourly. Rewarding individuals for quality work or something that has stood out as excellent is important for moral within the organization. Standards at Coke are clear and communicated from the beginning. Merchandiser tend to work individually, so having integrity is essential. At newcomers orientation the standard is given to each new employee, from there it is brought up at every meeting or function. While working alone is nice sometimes, I find myself bored or on my phone a lot to pass the time. I feel as though working in pairs would help myself and others not to jeopardize the standard from boredom.

Leadership within the organization is visible in my opinion. I believe everyone throughout Coke holds themselves in a professional manner. The training and work environment allows employees ample time to fully understand the job. Supervisors randomly walk through any store at any time, so it is important to always be doing the right thing. At any time during your day if you feel stressed or overwhelmed from the amount of product you can easily call a supervisor and have them send assistance. Sometimes they will even show up themselves. I believe the chain of command at Coke works similar to the military, everyone benefits from the lower level. My supervisor would not look good if I did not do a good job, and with him not looking good neither would his supervisor. I think that is why they are willing to assist the lowest of employees.

Coca-Cola has been around for a long time. There is not much that I would change personally. I mentioned earlier that it gets boring sometimes being alone, as I am a very talkative individual. I feel as though working with a partner would reduce the boredom, but also allow accountability within the teams.

Response #2 respond with 100 words

In the auto hauling industry, drivers have a lot of responsibility to move cars without damage. The driver’s responsibility is to drive a vehicle onto the 9 car carrier, strap it down and move to another location and repeat the process to take the car off. We all know a fender bender that looks trivial can cost thousands of dollars and there are many opportunities to scratch, dent or ding a car. To have ‘skin in the game,’ the drivers are responsible to pay for damages they do to vehicles. Of course, there are damages that are done that they are not charged for. An example is that a car lost its breaks coming off of a carrier and ran into another new Range Rover, both vehicles had costly damage and the driver was not held accountable. Conversely, we have a program where we keep track of how many cars the drivers move each year and in January the drivers are rewarded with $1 per undamaged vehicle. If the driver had no damages 10% is added to their no damage reward check.

The program is laid out for drivers in the employee manual and is clearly communicated. I currently don’t recommend changes to this program, but I have suggested a further safety reward program for safe driving. The car carriers are 80 feet long and hold nine cars and over the year I worked for this company there have been several accidents, thankfully minor. The drivers have the Federal Mandates to follow as far as the hours they are allowed to drive to prevent accidents, but I feel that a program similar to the damage reward program would motivate the drivers to be safer on the roadways.

As I have mentioned in an earlier post, the owner leads in an autocratic way. He clearly verbalizes his expectations for employees and sets a good example of appropriate leadership behavior.

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