Tag: Human Resource Management Analysis

  • [Solved] human resource

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    I need your help – [\ \ Week6RecruitingDiscussion2.jpeg](https://www.sweetstudy.com/files/week6recruitingdiscussion2-jpeg "Week6RecruitingDiscussion2.jpeg") – a year ago

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    I need your help

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    \
    Week6RecruitingDiscussion2.jpeg](https://www.sweetstudy.com/files/week6recruitingdiscussion2-jpeg "Week6RecruitingDiscussion2.jpeg")

    – a year ago

  • [Solved] Discussion 4 MR

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    – a year ago **files (1)** – ## discussion4mr.docx **## discussion4mr.docx** **First Post—Week 1 of the Module** Please respond to the following: When a large employer has locations in countries outside of the U.S., a standardized benefits program for all employees across the globe may be impractica…

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    – a year ago

    **files (1)**

    – ## discussion4mr.docx

    **## discussion4mr.docx**

    **First Post—Week 1 of the Module**

    Please respond to the following:

    When a large employer has locations in countries outside of the U.S., a standardized benefits program for all employees across the globe may be impractical and unsuccessful in achieving HR objectives. Discuss how culture and local practices affect the motivational aspects an employer is trying to achieve with a total rewards system.

    Within your post, support your response with information from at least two reputable sources (library and/or web-based) and provide the full citation at the end. Use APA format for your references. Bring in your own personal experiences, if applicable.

    **## discussion4mr.docx**

    **First Post—Week 1 of the Module**

    Please respond to the following:

    When a large employer has locations in countries outside of the U.S., a standardized benefits program for all employees across the globe may be impractical and unsuccessful in achieving HR objectives. Discuss how culture and local practices affect the motivational aspects an employer is trying to achieve with a total rewards system.

    Within your post, support your response with information from at least two reputable sources (library and/or web-based) and provide the full citation at the end. Use APA format for your references. Bring in your own personal experiences, if applicable.

  • [Solved] human resources

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    This assignment explores how to transition from the job analysis to the creation of a job description. It highlights critical steps involved in accurately defining a job's roles, responsibilities, and requirements. The _job analysis_ serves as the foundation for developing a complete job description…

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    This assignment explores how to transition from the job analysis to the creation of a job description. It highlights critical steps involved in accurately defining a job's roles, responsibilities, and requirements. The _job analysis_ serves as the foundation for developing a complete job description. Having a complete job description is crucial for both employers and employees.

    The _job description_ outlines key elements such as required skills, qualifications, and performance expectations. It provides clarity and alignment between organizational needs and employee roles. It serves to align the job with the organization's goals and provides clear direction for the potential candidate. An effective job description drives recruitment, performance management, and organizational success.

    Read the following analysis: [Lawn Care Technician](https://yardlifemaster.com/what-is-a-lawn-care-technician/).

    Then address the following in 2 pages:

    – Create a job description by filling in each section of the table in the assignment template.
    – What salary and benefits would you offer to attract employees for this position?
    – How does a job description help with the recruiting of potential employees?

    Download the [U2IP template](https://resources.careered.com/LCMSFileSharePreview/Resources/MSWordDocument/HRMT220_U2_IP_NEWTemplate.docx) to help complete this assignment.

    – a year ago

  • [Solved] Human Resource Management Assignment 2 Questions

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    **Answer the following three questions for assignment 2** ****Responses for each discussion question should be in paragraph form and be at a minimum 150 words in length.**** – [\ \ LaborRelationsAssignment2.docx](https://www.sweetstudy.com/files/laborrelationsassignment2-docx-10294871 "LaborRe…

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    **Answer the following three questions for assignment 2**

    ****Responses for each discussion question should be in paragraph form and be at a minimum 150 words in length.****

    – [\
    \
    LaborRelationsAssignment2.docx](https://www.sweetstudy.com/files/laborrelationsassignment2-docx-10294871 "LaborRelationsAssignment2.docx")

    – a year ago

  • [Solved] Interview Questions

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    Pretend you are interviewing for a position as the Director of Patient Relations in a large rural hospital. You will then develop answers to the following interview questions. – Tell me about leadership functions that you perform well–use examples from past employment or volunteer positions. How do…

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    Pretend you are interviewing for a position as the Director of Patient Relations in a large rural hospital. You will then develop answers to the following interview questions.

    – Tell me about leadership functions that you perform well–use examples from past employment or volunteer positions. How do those experiences relate to the position you are interviewing for?
    – What skills do you think are most important to be successful in this position? Why?
    – What approaches would you use in addressing a situation with a discontent patient/family?
    – What areas of leadership are you working on, and what are you doing to grow your skills in that area?

    Record your answers to the above questions and save them as a mp3 file. Use your answers in the Leadership Self-Assessment, and the traits explained in the Learning Activity 2. Each answer should be 1–2 minutes long.

    – a year ago

  • [Solved] Create a policy for Breast cancer screening

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    1-2 page policy, you will: – Define preventative medicine and provide examples – Outline an overall plan for delivering standard of care to transgender patients. – Select one of the three health screenings and outline the protocol for screening tests recommended for transgender patients. – Outline t…

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    1-2 page policy, you will:

    – Define preventative medicine and provide examples
    – Outline an overall plan for delivering standard of care to transgender patients.
    – Select one of the three health screenings and outline the protocol for screening tests recommended for transgender patients.
    – Outline the role of sensitivity to encourage transgender patients seeking preventative care.

    Use the above bullet points as headings in your policy. Write 1-2 paragraphs for each heading.

    – a year ago

  • [Solved] human resource

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    I need your help – a year ago **files (4)** – ## TheSecretsofBecomingaMasterStoryteller.pdf – ## JWI505Week7LectureNotes.pdf – Week7RequiredMaterials.jpeg – Week7BusinessCommunicationsDiscussion.jpeg **## TheSecretsofBecomingaMasterStoryteller.pdf** Copyright of Public Relations Strategies & Tactics…

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    Assignment Prompt & Instructions

    I need your help

    – a year ago

    **files (4)**

    – ## TheSecretsofBecomingaMasterStoryteller.pdf

    – ## JWI505Week7LectureNotes.pdf

    – Week7RequiredMaterials.jpeg
    – Week7BusinessCommunicationsDiscussion.jpeg

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    **## JWI505Week7LectureNotes.pdf**

    JWI 505: Business Communications and Executive Presence
    Week 7 Lecture Notes

    © Strayer University. All Rights Reserved. This document contains Strayer University confidential and proprietary information and may not be
    copied, further distributed, or otherwise disclosed, in whole or in part, without the expressed written permission of Strayer University.

    JWI 505 – Lecture Notes (1206) Page 1 of 7

    The Art of Persuasion

    What It Means

    Have you ever worked in sales? If so, you know there is more to the job than just showing
    people your product and asking them for money. You have to convince people your product
    will improve their lives. You need to demonstrate that your product is better than any other
    product in your market. You must also prove that you have your customers’ best interests in
    mind. How do you accomplish all of this?

    Even if you do not work in sales, your ability to sell your ideas is critical to your success as a
    leader. If you develop a new product or service, you have to persuade your colleagues to
    undertake the venture with you. If you are responding to a customer service complaint, you
    have to persuade that customer to try your solution. If you want a raise or a promotion, you
    have to persuade your boss that you have earned it. People use persuasive tactics all the
    time at work and in life in general. Whether they use them successfully is another matter.

    In this lecture, you will learn how to hone your persuasive abilities. We will discuss the
    rhetorical appeals that make up a strong persuasive argument. We will also consider how to
    engage your listeners through storytelling and other attention-grabbing techniques.

    Why It Matters

    • You need your colleagues’ full emotional investment to execute your biggest ideas.

    • Your pitches will be ineffective if you cannot craft narratives around them.

    • Audiences will not respond to your messages if you do not show them that you care.

    “To be persuasive we must be believable; to be believable we must be credible; to be
    credible we must be truthful.”

    Edward R. Murrow

    JWI 505: Business Communications and Executive Presence
    Week 7 Lecture Notes

    © Strayer University. All Rights Reserved. This document contains Strayer University confidential and proprietary information and may not be
    copied, further distributed, or otherwise disclosed, in whole or in part, without the expressed written permission of Strayer University.

    JWI 505 – Lecture Notes (1206) Page 2 of 7

    Communicating Creatively

    There is a reason we refer to persuasion as an art. Think about your favorite film, book, or song.
    Do you like it because it is well-written? It may be, but the real reason you like it is because it
    stirs powerful feelings inside of you. It reduces you to tears, it makes you laugh uproariously, or
    it evokes a sense of nostalgia. Like a great work of art, a strong persuasive communication will
    draw a powerful emotional response from your listeners. They should be moved deeply enough
    to act on your message – to change their minds, to fulfill a task, or to buy what you are selling.

    Last week, we discussed the four communication styles you use depending on what your
    objective is. Of those styles, you know that Sell is the best way to inspire your listeners to a
    cause. It is also the style that relies most heavily on engaging others’ emotions. If you are using
    Tell, you are just imparting information or giving orders. There is no emotional involvement
    required from your listeners. The same can be said of Consult and Join. Using either of these
    styles will allow your listeners to offer input and help you arrive at a decision. But the successful
    use of Sell involves some artistry on your part. You have to create a vivid pitch that illustrates
    why your message is important and why your listeners must do something.

    Rhetorical Appeals

    There is no set formula for crafting an artful persuasive communication. The tactics you use will
    vary based on both your audience and what you are persuading them to do. However, there
    must always be three critical components to your message. These components can be traced
    back to Aristotle’s Rhetoric, written twenty-five centuries ago. They are ethos, logos, and
    pathos. Let us delve into each one.

    Ethos

    Take a look at your email inbox from the last week. Of the people who sent messages to you,
    how many included their full job title in their signatures? If they have any special degrees or
    licenses, such as CPA, SPHR, or MBA, did they include those? Those details are there to
    enhance the subjects’ ethos, or their credibility. Your correspondents want you, their listener, to
    trust them. You have to believe they know what they are talking about.

    JWI 505: Business Communications and Executive Presence
    Week 7 Lecture Notes

    © Strayer University. All Rights Reserved. This document contains Strayer University confidential and proprietary information and may not be
    copied, further distributed, or otherwise disclosed, in whole or in part, without the expressed written permission of Strayer University.

    JWI 505 – Lecture Notes (1206) Page 3 of 7

    Of the three appeals, ethos is the most difficult to establish immediately. It often requires your
    listeners to know who you are before you even begin your message. This is why celebrity
    endorsements are such powerful marketing tools. If you watch an athlete like Stephen Curry
    playing basketball while wearing a certain pair of shoes, you think those shoes must be high
    quality. In an email, you can list your title and credentials. That is not necessarily something you
    can do in a speech or a one-on-one conversation.

    You can build your ethos throughout your message in other ways. For instance, if your message
    contains information from outside sources, such as newspapers or think tanks, cite those
    sources. Your listeners will trust you if they can tell you have done your research. Additionally,
    use language your audience understands. If there is a certain terminology they are familiar with,
    use it. This demonstrates that you know how to deliver your message in a way your listeners
    can relate to. And always take your message and your audience seriously. Do not tell jokes if it
    is not appropriate for the topic.

    On July 12, 2013, 16-year-old activist Malala Yousafzai gave a speech to the United Nations
    advocating for increased educational opportunities around the world. To establish her ethos,
    Yousafzai talked about the suffering she had personally experienced as she pursued her
    education. She invoked leaders like Martin Luther King, Jr. and Nelson Mandela, saying, “This is
    the legacy of change that I have inherited.”1 She struck a tone that was serious, but also
    inspirational. Even though she was only a teenager, Yousafzai demonstrated that she was a
    credible figure.

    Logos

    Especially in election years, you have heard countless politicians talk about the “big plans” they
    have for their constituents. How many times have you listened to these plans and thought, “How
    did they arrive at that conclusion?” Those politicians may be credible figures, but they did not
    inject enough logos into their communications. As the word implies, a subject’s logos is their
    appeal to logic. A subject is arguing on behalf of a cause. They must establish that their
    argument is sound and sensible.

    Assuming you have established that you are trustworthy and have ethos, you are now in a

    1 ABC News, “Girl Shot in Head by Taliban, Speaks at UN: Malala Yousafzai United Nations Speech 2013,”
    YouTube, July 12, 2013, https://www.youtube.com/watch?v=QRh_30C8l6Y.

    JWI 505: Business Communications and Executive Presence
    Week 7 Lecture Notes

    © Strayer University. All Rights Reserved. This document contains Strayer University confidential and proprietary information and may not be
    copied, further distributed, or otherwise disclosed, in whole or in part, without the expressed written permission of Strayer University.

    JWI 505 – Lecture Notes (1206) Page 4 of 7

    position to state your case to your audience. For your listeners to buy into your case, your
    argument must have a clear and logical flow. Each of your key points must be bolstered with
    evidence. If you leave your listeners with doubts or questions, your logos is not strong enough.

    To use logos effectively, consider the main points of your message. Ask yourself what you need
    to prove so that your listeners will agree with you. Ideally, you should be able to condense each
    of your main points into two sentences, a claim and a warrant. Your claim is the position you are
    trying to argue. Your warrant links evidence to your claim. For example, let us say you are
    advocating for a bigger HR department at your company. Your claim could be, “Our HR
    department is far too small.” A good warrant would be, “Our company has a thousand
    employees, which is too big for an HR department of three people.” It helps if you add details
    and data to your points, especially if they are very specific. You could say, “We are buying too
    much printer paper,” but you will sound more persuasive if you say, “According to our
    accounting department, we are buying 3.5 times as much printer paper as we need.”
    Remember, if you are introducing data or facts that are not common knowledge, make sure you
    cite your source of information. Furthermore, if you are giving a presentation, it is helpful to
    include charts or graphs to illustrate your evidence.

    In 1872, Susan B. Anthony was arrested for voting illegally in that year’s presidential election.
    Shortly afterward, Anthony embarked on a speaking tour throughout Monroe County, New York.
    In her speech, titled “Is It a Crime for a U.S. Citizen to Vote?” she established her logos by using
    language from the U.S. Constitution. She argued the Constitution said, “we, the people,” not
    “we, the white male citizens.” She quoted historical figures as well as contemporary politicians
    from different parties arguing for the rights of all citizens. Anthony even briefly acknowledged
    the opposing argument that states should decide who can vote; she logically refuted this idea,
    referring to both national legislation and presidential statements.2 Anthony’s rational appeal
    bolstered her conclusion that women should be free to vote.

    Pathos

    Benjamin Franklin once said, “If you would persuade, you must appeal to interest rather than
    intellect.” Your audience will respect your message if you are credible. They will listen to your
    message if it is logical and intelligent. But they will act on your message if they genuinely care

    2 “The Trial of Susan B. Anthony,” Federal Judicial Center, 2005,
    https://www.fjc.gov/sites/default/files/trials/susanbanthony.pdf.

    JWI 505: Business Communications and Executive Presence
    Week 7 Lecture Notes

    © Strayer University. All Rights Reserved. This document contains Strayer University confidential and proprietary information and may not be
    copied, further distributed, or otherwise disclosed, in whole or in part, without the expressed written permission of Strayer University.

    JWI 505 – Lecture Notes (1206) Page 5 of 7

    about it. This is why you must infuse your persuasive communications with pathos, or emotional
    appeal.

    Pathos requires you to be your most empathetic self. You and your listeners must experience
    the same feelings, whether they are positive or negative. You remember from Winning that a
    leader must be passionate about what they do. A strong sense of pathos will demonstrate your
    passion and instill passion in your audience, too.

    To be clear, using pathos does not necessarily mean reducing your listeners to tears. It only
    means evoking an emotional response, which you can accomplish through a number of tactics.
    Think carefully about your choice of words in your message. Telling someone that sales are
    “going up” sounds good. But telling them that sales are “skyrocketing” sounds way more
    impressive. If you are delivering a presentation with visuals, use images to your advantage. The
    American Society for the Prevention of Cruelty to Animals does this extremely effectively in its
    TV commercials. Instead of just telling you about how many animals are abused in the U.S., the
    commercials show pictures of those animals. Conversely, if your topic is light enough, feel free
    to use humor. An audience that can laugh with you will be relaxed and receptive to your
    message.

    In 1999, political activist Elie Wiesel gave a speech in Washington, DC titled “The Perils of
    Indifference.” His speech was meant to encourage his listeners to reject apathy and act when
    they see injustice. To accomplish this, Wiesel told stories about his time in the Auschwitz and
    Buchenwald concentration camps. He used phrases that were memorable and emotionally
    driven, such as, “So much violence; so much indifference.” He also used vivid imagery and
    powerful rhetorical questions: “When adults wage war, children perish. We see their faces, their
    eyes. Do we hear their pleas? Do we feel their pain, their agony?”3 These rhetorical choices
    touched his audience and urged them never to be indifferent to suffering.

    Hooking Your Audience

    Have you ever spoken to someone and noticed them getting easily distracted? Perhaps they
    broke eye contact with you, fidgeted, or yawned. While these actions come across as rude, as a
    business leader and professional, you cannot blame your listener for being distracted – you did

    3 AmericanRhetoric.com, “Elie Wiesel – The Perils of Indifference,” YouTube, March 17, 2016,
    https://www.youtube.com/watch?v=JpXmRiGst4k&t=175s.

    JWI 505: Business Communications and Executive Presence
    Week 7 Lecture Notes

    © Strayer University. All Rights Reserved. This document contains Strayer University confidential and proprietary information and may not be
    copied, further distributed, or otherwise disclosed, in whole or in part, without the expressed written permission of Strayer University.

    JWI 505 – Lecture Notes (1206) Page 6 of 7

    not properly grab their attention.

    Your listeners’ time is valuable. If their curiosity is not piqued at the very beginning of your
    message, they will be bored. Worse, they will resent you for wasting their time. Hooking the
    listeners’ attention right away is critical to keeping them receptive to your entire message.

    Think about a great presentation you watched. Did the presenter begin by saying, “This is my
    topic?” Probably not. They found a better way to get your attention early. Hooking your audience
    is easy if you use the right tactic. For example, surprise your listener with an unexpected fact or
    a startling statistic. If the topic of your message is appropriate, you can begin with a joke or even
    a pop culture reference. Always make sure that your hook is relevant to your topic. The hook
    should not be too long, either. You should be able to grab your listeners’ attention in five
    sentences, or about thirty seconds of a presentation.

    Persuading by Storytelling

    Listeners like jokes, and hearing a mind-boggling fact will make them eager to learn more. But
    the strongest way to win your audience’s attention is to create a narrative. This is an illustrative,
    detailed story that exemplifies your points or arguments. It demonstrates why your topic is so
    important and relevant to your listeners. When an audience hears a well-crafted narrative, they
    should be able to insert themselves into the story.

    A strong narrative has three key components:

    • Subject: someone listeners can identify with and support

    • Action: what the subject does, or what happens to the subject that changes their status
    quo

    • Result: what happens now that the status quo is different

    Stories can be hypothetical or even fictional. So many commercials tell these kinds of stories –
    a character tries a new product and they are instantaneously happier. The best narratives for
    your messages, however, are real-life stories. Telling your listener about an actual person
    whose life changed humanizes your topic. It reminds audiences that people just like them are

    JWI 505: Business Communications and Executive Presence
    Week 7 Lecture Notes

    © Strayer University. All Rights Reserved. This document contains Strayer University confidential and proprietary information and may not be
    copied, further distributed, or otherwise disclosed, in whole or in part, without the expressed written permission of Strayer University.

    JWI 505 – Lecture Notes (1206) Page 7 of 7

    affected by a policy, trend, or idea. One of the reasons Malala Yousafzai and Elie Wiesel’s
    persuasive appeals were so powerful was because they told anecdotes about themselves. They
    gave detailed accounts of events that happened to them. Listeners cannot just dismiss their
    topics and say, “This does not matter.” Not only did they tell stories, the two linked those stories
    back to their main arguments. Yousafzai talked about the adversity she faced on her
    educational journey, and then talked about how children all over the world face similar struggles.
    Wiesel told stories from his own life, and used them to remind his listeners what happens when
    they are indifferent. By the end of your message, listeners must empathize with you. Listeners
    should also know exactly what you need them to do in response to your message.

    Looking Ahead

    In this lecture, we discussed the artistry behind powerful persuasive communication. We
    analyzed three rhetorical appeals, as well as how to illustrate your message with hooks and
    narratives. Persuading listeners means reaching them on an emotional level. It also means
    convincing them their response is essential to achieving a shared goal. They must know what to
    do and how to do it.

    In the next lecture, you will learn how to give powerful presentations. We will discuss how to
    create visual aids and slides that communicate information effectively. We will also explore how
    to deliver presentations in ways that impact your audiences.

    **Week7RequiredMaterials.jpeg**

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    **## TheSecretsofBecomingaMasterStoryteller.pdf**

    Copyright of Public Relations Strategies & Tactics is the property of Public Relations Society
    of America and its content may not be copied or emailed to multiple sites or posted to a
    listserv without the copyright holder's express written permission. However, users may print,
    download, or email articles for individual use.

    **## JWI505Week7LectureNotes.pdf**

    JWI 505: Business Communications and Executive Presence
    Week 7 Lecture Notes

    © Strayer University. All Rights Reserved. This document contains Strayer University confidential and proprietary information and may not be
    copied, further distributed, or otherwise disclosed, in whole or in part, without the expressed written permission of Strayer University.

    JWI 505 – Lecture Notes (1206) Page 1 of 7

    The Art of Persuasion

    What It Means

    Have you ever worked in sales? If so, you know there is more to the job than just showing
    people your product and asking them for money. You have to convince people your product
    will improve their lives. You need to demonstrate that your product is better than any other
    product in your market. You must also prove that you have your customers’ best interests in
    mind. How do you accomplish all of this?

    Even if you do not work in sales, your ability to sell your ideas is critical to your success as a
    leader. If you develop a new product or service, you have to persuade your colleagues to
    undertake the venture with you. If you are responding to a customer service complaint, you
    have to persuade that customer to try your solution. If you want a raise or a promotion, you
    have to persuade your boss that you have earned it. People use persuasive tactics all the
    time at work and in life in general. Whether they use them successfully is another matter.

    In this lecture, you will learn how to hone your persuasive abilities. We will discuss the
    rhetorical appeals that make up a strong persuasive argument. We will also consider how to
    engage your listeners through storytelling and other attention-grabbing techniques.

    Why It Matters

    • You need your colleagues’ full emotional investment to execute your biggest ideas.

    • Your pitches will be ineffective if you cannot craft narratives around them.

    • Audiences will not respond to your messages if you do not show them that you care.

    “To be persuasive we must be believable; to be believable we must be credible; to be
    credible we must be truthful.”

    Edward R. Murrow

    JWI 505: Business Communications and Executive Presence
    Week 7 Lecture Notes

    © Strayer University. All Rights Reserved. This document contains Strayer University confidential and proprietary information and may not be
    copied, further distributed, or otherwise disclosed, in whole or in part, without the expressed written permission of Strayer University.

    JWI 505 – Lecture Notes (1206) Page 2 of 7

    Communicating Creatively

    There is a reason we refer to persuasion as an art. Think about your favorite film, book, or song.
    Do you like it because it is well-written? It may be, but the real reason you like it is because it
    stirs powerful feelings inside of you. It reduces you to tears, it makes you laugh uproariously, or
    it evokes a sense of nostalgia. Like a great work of art, a strong persuasive communication will
    draw a powerful emotional response from your listeners. They should be moved deeply enough
    to act on your message – to change their minds, to fulfill a task, or to buy what you are selling.

    Last week, we discussed the four communication styles you use depending on what your
    objective is. Of those styles, you know that Sell is the best way to inspire your listeners to a
    cause. It is also the style that relies most heavily on engaging others’ emotions. If you are using
    Tell, you are just imparting information or giving orders. There is no emotional involvement
    required from your listeners. The same can be said of Consult and Join. Using either of these
    styles will allow your listeners to offer input and help you arrive at a decision. But the successful
    use of Sell involves some artistry on your part. You have to create a vivid pitch that illustrates
    why your message is important and why your listeners must do something.

    Rhetorical Appeals

    There is no set formula for crafting an artful persuasive communication. The tactics you use will
    vary based on both your audience and what you are persuading them to do. However, there
    must always be three critical components to your message. These components can be traced
    back to Aristotle’s Rhetoric, written twenty-five centuries ago. They are ethos, logos, and
    pathos. Let us delve into each one.

    Ethos

    Take a look at your email inbox from the last week. Of the people who sent messages to you,
    how many included their full job title in their signatures? If they have any special degrees or
    licenses, such as CPA, SPHR, or MBA, did they include those? Those details are there to
    enhance the subjects’ ethos, or their credibility. Your correspondents want you, their listener, to
    trust them. You have to believe they know what they are talking about.

    JWI 505: Business Communications and Executive Presence
    Week 7 Lecture Notes

    © Strayer University. All Rights Reserved. This document contains Strayer University confidential and proprietary information and may not be
    copied, further distributed, or otherwise disclosed, in whole or in part, without the expressed written permission of Strayer University.

    JWI 505 – Lecture Notes (1206) Page 3 of 7

    Of the three appeals, ethos is the most difficult to establish immediately. It often requires your
    listeners to know who you are before you even begin your message. This is why celebrity
    endorsements are such powerful marketing tools. If you watch an athlete like Stephen Curry
    playing basketball while wearing a certain pair of shoes, you think those shoes must be high
    quality. In an email, you can list your title and credentials. That is not necessarily something you
    can do in a speech or a one-on-one conversation.

    You can build your ethos throughout your message in other ways. For instance, if your message
    contains information from outside sources, such as newspapers or think tanks, cite those
    sources. Your listeners will trust you if they can tell you have done your research. Additionally,
    use language your audience understands. If there is a certain terminology they are familiar with,
    use it. This demonstrates that you know how to deliver your message in a way your listeners
    can relate to. And always take your message and your audience seriously. Do not tell jokes if it
    is not appropriate for the topic.

    On July 12, 2013, 16-year-old activist Malala Yousafzai gave a speech to the United Nations
    advocating for increased educational opportunities around the world. To establish her ethos,
    Yousafzai talked about the suffering she had personally experienced as she pursued her
    education. She invoked leaders like Martin Luther King, Jr. and Nelson Mandela, saying, “This is
    the legacy of change that I have inherited.”1 She struck a tone that was serious, but also
    inspirational. Even though she was only a teenager, Yousafzai demonstrated that she was a
    credible figure.

    Logos

    Especially in election years, you have heard countless politicians talk about the “big plans” they
    have for their constituents. How many times have you listened to these plans and thought, “How
    did they arrive at that conclusion?” Those politicians may be credible figures, but they did not
    inject enough logos into their communications. As the word implies, a subject’s logos is their
    appeal to logic. A subject is arguing on behalf of a cause. They must establish that their
    argument is sound and sensible.

    Assuming you have established that you are trustworthy and have ethos, you are now in a

    1 ABC News, “Girl Shot in Head by Taliban, Speaks at UN: Malala Yousafzai United Nations Speech 2013,”
    YouTube, July 12, 2013, https://www.youtube.com/watch?v=QRh_30C8l6Y.

    JWI 505: Business Communications and Executive Presence
    Week 7 Lecture Notes

    © Strayer University. All Rights Reserved. This document contains Strayer University confidential and proprietary information and may not be
    copied, further distributed, or otherwise disclosed, in whole or in part, without the expressed written permission of Strayer University.

    JWI 505 – Lecture Notes (1206) Page 4 of 7

    position to state your case to your audience. For your listeners to buy into your case, your
    argument must have a clear and logical flow. Each of your key points must be bolstered with
    evidence. If you leave your listeners with doubts or questions, your logos is not strong enough.

    To use logos effectively, consider the main points of your message. Ask yourself what you need
    to prove so that your listeners will agree with you. Ideally, you should be able to condense each
    of your main points into two sentences, a claim and a warrant. Your claim is the position you are
    trying to argue. Your warrant links evidence to your claim. For example, let us say you are
    advocating for a bigger HR department at your company. Your claim could be, “Our HR
    department is far too small.” A good warrant would be, “Our company has a thousand
    employees, which is too big for an HR department of three people.” It helps if you add details
    and data to your points, especially if they are very specific. You could say, “We are buying too
    much printer paper,” but you will sound more persuasive if you say, “According to our
    accounting department, we are buying 3.5 times as much printer paper as we need.”
    Remember, if you are introducing data or facts that are not common knowledge, make sure you
    cite your source of information. Furthermore, if you are giving a presentation, it is helpful to
    include charts or graphs to illustrate your evidence.

    In 1872, Susan B. Anthony was arrested for voting illegally in that year’s presidential election.
    Shortly afterward, Anthony embarked on a speaking tour throughout Monroe County, New York.
    In her speech, titled “Is It a Crime for a U.S. Citizen to Vote?” she established her logos by using
    language from the U.S. Constitution. She argued the Constitution said, “we, the people,” not
    “we, the white male citizens.” She quoted historical figures as well as contemporary politicians
    from different parties arguing for the rights of all citizens. Anthony even briefly acknowledged
    the opposing argument that states should decide who can vote; she logically refuted this idea,
    referring to both national legislation and presidential statements.2 Anthony’s rational appeal
    bolstered her conclusion that women should be free to vote.

    Pathos

    Benjamin Franklin once said, “If you would persuade, you must appeal to interest rather than
    intellect.” Your audience will respect your message if you are credible. They will listen to your
    message if it is logical and intelligent. But they will act on your message if they genuinely care

    2 “The Trial of Susan B. Anthony,” Federal Judicial Center, 2005,
    https://www.fjc.gov/sites/default/files/trials/susanbanthony.pdf.

    JWI 505: Business Communications and Executive Presence
    Week 7 Lecture Notes

    © Strayer University. All Rights Reserved. This document contains Strayer University confidential and proprietary information and may not be
    copied, further distributed, or otherwise disclosed, in whole or in part, without the expressed written permission of Strayer University.

    JWI 505 – Lecture Notes (1206) Page 5 of 7

    about it. This is why you must infuse your persuasive communications with pathos, or emotional
    appeal.

    Pathos requires you to be your most empathetic self. You and your listeners must experience
    the same feelings, whether they are positive or negative. You remember from Winning that a
    leader must be passionate about what they do. A strong sense of pathos will demonstrate your
    passion and instill passion in your audience, too.

    To be clear, using pathos does not necessarily mean reducing your listeners to tears. It only
    means evoking an emotional response, which you can accomplish through a number of tactics.
    Think carefully about your choice of words in your message. Telling someone that sales are
    “going up” sounds good. But telling them that sales are “skyrocketing” sounds way more
    impressive. If you are delivering a presentation with visuals, use images to your advantage. The
    American Society for the Prevention of Cruelty to Animals does this extremely effectively in its
    TV commercials. Instead of just telling you about how many animals are abused in the U.S., the
    commercials show pictures of those animals. Conversely, if your topic is light enough, feel free
    to use humor. An audience that can laugh with you will be relaxed and receptive to your
    message.

    In 1999, political activist Elie Wiesel gave a speech in Washington, DC titled “The Perils of
    Indifference.” His speech was meant to encourage his listeners to reject apathy and act when
    they see injustice. To accomplish this, Wiesel told stories about his time in the Auschwitz and
    Buchenwald concentration camps. He used phrases that were memorable and emotionally
    driven, such as, “So much violence; so much indifference.” He also used vivid imagery and
    powerful rhetorical questions: “When adults wage war, children perish. We see their faces, their
    eyes. Do we hear their pleas? Do we feel their pain, their agony?”3 These rhetorical choices
    touched his audience and urged them never to be indifferent to suffering.

    Hooking Your Audience

    Have you ever spoken to someone and noticed them getting easily distracted? Perhaps they
    broke eye contact with you, fidgeted, or yawned. While these actions come across as rude, as a
    business leader and professional, you cannot blame your listener for being distracted – you did

    3 AmericanRhetoric.com, “Elie Wiesel – The Perils of Indifference,” YouTube, March 17, 2016,
    https://www.youtube.com/watch?v=JpXmRiGst4k&t=175s.

    JWI 505: Business Communications and Executive Presence
    Week 7 Lecture Notes

    © Strayer University. All Rights Reserved. This document contains Strayer University confidential and proprietary information and may not be
    copied, further distributed, or otherwise disclosed, in whole or in part, without the expressed written permission of Strayer University.

    JWI 505 – Lecture Notes (1206) Page 6 of 7

    not properly grab their attention.

    Your listeners’ time is valuable. If their curiosity is not piqued at the very beginning of your
    message, they will be bored. Worse, they will resent you for wasting their time. Hooking the
    listeners’ attention right away is critical to keeping them receptive to your entire message.

    Think about a great presentation you watched. Did the presenter begin by saying, “This is my
    topic?” Probably not. They found a better way to get your attention early. Hooking your audience
    is easy if you use the right tactic. For example, surprise your listener with an unexpected fact or
    a startling statistic. If the topic of your message is appropriate, you can begin with a joke or even
    a pop culture reference. Always make sure that your hook is relevant to your topic. The hook
    should not be too long, either. You should be able to grab your listeners’ attention in five
    sentences, or about thirty seconds of a presentation.

    Persuading by Storytelling

    Listeners like jokes, and hearing a mind-boggling fact will make them eager to learn more. But
    the strongest way to win your audience’s attention is to create a narrative. This is an illustrative,
    detailed story that exemplifies your points or arguments. It demonstrates why your topic is so
    important and relevant to your listeners. When an audience hears a well-crafted narrative, they
    should be able to insert themselves into the story.

    A strong narrative has three key components:

    • Subject: someone listeners can identify with and support

    • Action: what the subject does, or what happens to the subject that changes their status
    quo

    • Result: what happens now that the status quo is different

    Stories can be hypothetical or even fictional. So many commercials tell these kinds of stories –
    a character tries a new product and they are instantaneously happier. The best narratives for
    your messages, however, are real-life stories. Telling your listener about an actual person
    whose life changed humanizes your topic. It reminds audiences that people just like them are

    JWI 505: Business Communications and Executive Presence
    Week 7 Lecture Notes

    © Strayer University. All Rights Reserved. This document contains Strayer University confidential and proprietary information and may not be
    copied, further distributed, or otherwise disclosed, in whole or in part, without the expressed written permission of Strayer University.

    JWI 505 – Lecture Notes (1206) Page 7 of 7

    affected by a policy, trend, or idea. One of the reasons Malala Yousafzai and Elie Wiesel’s
    persuasive appeals were so powerful was because they told anecdotes about themselves. They
    gave detailed accounts of events that happened to them. Listeners cannot just dismiss their
    topics and say, “This does not matter.” Not only did they tell stories, the two linked those stories
    back to their main arguments. Yousafzai talked about the adversity she faced on her
    educational journey, and then talked about how children all over the world face similar struggles.
    Wiesel told stories from his own life, and used them to remind his listeners what happens when
    they are indifferent. By the end of your message, listeners must empathize with you. Listeners
    should also know exactly what you need them to do in response to your message.

    Looking Ahead

    In this lecture, we discussed the artistry behind powerful persuasive communication. We
    analyzed three rhetorical appeals, as well as how to illustrate your message with hooks and
    narratives. Persuading listeners means reaching them on an emotional level. It also means
    convincing them their response is essential to achieving a shared goal. They must know what to
    do and how to do it.

    In the next lecture, you will learn how to give powerful presentations. We will discuss how to
    create visual aids and slides that communicate information effectively. We will also explore how
    to deliver presentations in ways that impact your audiences.

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    of America and its content may not be copied or emailed to multiple sites or posted to a
    listserv without the copyright holder's express written permission. However, users may print,
    download, or email articles for individual use.

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    JWI 505: Business Communications and Executive Presence
    Week 7 Lecture Notes

    © Strayer University. All Rights Reserved. This document contains Strayer University confidential and proprietary information and may not be
    copied, further distributed, or otherwise disclosed, in whole or in part, without the expressed written permission of Strayer University.

    JWI 505 – Lecture Notes (1206) Page 1 of 7

    The Art of Persuasion

    What It Means

    Have you ever worked in sales? If so, you know there is more to the job than just showing
    people your product and asking them for money. You have to convince people your product
    will improve their lives. You need to demonstrate that your product is better than any other
    product in your market. You must also prove that you have your customers’ best interests in
    mind. How do you accomplish all of this?

    Even if you do not work in sales, your ability to sell your ideas is critical to your success as a
    leader. If you develop a new product or service, you have to persuade your colleagues to
    undertake the venture with you. If you are responding to a customer service complaint, you
    have to persuade that customer to try your solution. If you want a raise or a promotion, you
    have to persuade your boss that you have earned it. People use persuasive tactics all the
    time at work and in life in general. Whether they use them successfully is another matter.

    In this lecture, you will learn how to hone your persuasive abilities. We will discuss the
    rhetorical appeals that make up a strong persuasive argument. We will also consider how to
    engage your listeners through storytelling and other attention-grabbing techniques.

    Why It Matters

    • You need your colleagues’ full emotional investment to execute your biggest ideas.

    • Your pitches will be ineffective if you cannot craft narratives around them.

    • Audiences will not respond to your messages if you do not show them that you care.

    “To be persuasive we must be believable; to be believable we must be credible; to be
    credible we must be truthful.”

    Edward R. Murrow

    JWI 505: Business Communications and Executive Presence
    Week 7 Lecture Notes

    © Strayer University. All Rights Reserved. This document contains Strayer University confidential and proprietary information and may not be
    copied, further distributed, or otherwise disclosed, in whole or in part, without the expressed written permission of Strayer University.

    JWI 505 – Lecture Notes (1206) Page 2 of 7

    Communicating Creatively

    There is a reason we refer to persuasion as an art. Think about your favorite film, book, or song.
    Do you like it because it is well-written? It may be, but the real reason you like it is because it
    stirs powerful feelings inside of you. It reduces you to tears, it makes you laugh uproariously, or
    it evokes a sense of nostalgia. Like a great work of art, a strong persuasive communication will
    draw a powerful emotional response from your listeners. They should be moved deeply enough
    to act on your message – to change their minds, to fulfill a task, or to buy what you are selling.

    Last week, we discussed the four communication styles you use depending on what your
    objective is. Of those styles, you know that Sell is the best way to inspire your listeners to a
    cause. It is also the style that relies most heavily on engaging others’ emotions. If you are using
    Tell, you are just imparting information or giving orders. There is no emotional involvement
    required from your listeners. The same can be said of Consult and Join. Using either of these
    styles will allow your listeners to offer input and help you arrive at a decision. But the successful
    use of Sell involves some artistry on your part. You have to create a vivid pitch that illustrates
    why your message is important and why your listeners must do something.

    Rhetorical Appeals

    There is no set formula for crafting an artful persuasive communication. The tactics you use will
    vary based on both your audience and what you are persuading them to do. However, there
    must always be three critical components to your message. These components can be traced
    back to Aristotle’s Rhetoric, written twenty-five centuries ago. They are ethos, logos, and
    pathos. Let us delve into each one.

    Ethos

    Take a look at your email inbox from the last week. Of the people who sent messages to you,
    how many included their full job title in their signatures? If they have any special degrees or
    licenses, such as CPA, SPHR, or MBA, did they include those? Those details are there to
    enhance the subjects’ ethos, or their credibility. Your correspondents want you, their listener, to
    trust them. You have to believe they know what they are talking about.

    JWI 505: Business Communications and Executive Presence
    Week 7 Lecture Notes

    © Strayer University. All Rights Reserved. This document contains Strayer University confidential and proprietary information and may not be
    copied, further distributed, or otherwise disclosed, in whole or in part, without the expressed written permission of Strayer University.

    JWI 505 – Lecture Notes (1206) Page 3 of 7

    Of the three appeals, ethos is the most difficult to establish immediately. It often requires your
    listeners to know who you are before you even begin your message. This is why celebrity
    endorsements are such powerful marketing tools. If you watch an athlete like Stephen Curry
    playing basketball while wearing a certain pair of shoes, you think those shoes must be high
    quality. In an email, you can list your title and credentials. That is not necessarily something you
    can do in a speech or a one-on-one conversation.

    You can build your ethos throughout your message in other ways. For instance, if your message
    contains information from outside sources, such as newspapers or think tanks, cite those
    sources. Your listeners will trust you if they can tell you have done your research. Additionally,
    use language your audience understands. If there is a certain terminology they are familiar with,
    use it. This demonstrates that you know how to deliver your message in a way your listeners
    can relate to. And always take your message and your audience seriously. Do not tell jokes if it
    is not appropriate for the topic.

    On July 12, 2013, 16-year-old activist Malala Yousafzai gave a speech to the United Nations
    advocating for increased educational opportunities around the world. To establish her ethos,
    Yousafzai talked about the suffering she had personally experienced as she pursued her
    education. She invoked leaders like Martin Luther King, Jr. and Nelson Mandela, saying, “This is
    the legacy of change that I have inherited.”1 She struck a tone that was serious, but also
    inspirational. Even though she was only a teenager, Yousafzai demonstrated that she was a
    credible figure.

    Logos

    Especially in election years, you have heard countless politicians talk about the “big plans” they
    have for their constituents. How many times have you listened to these plans and thought, “How
    did they arrive at that conclusion?” Those politicians may be credible figures, but they did not
    inject enough logos into their communications. As the word implies, a subject’s logos is their
    appeal to logic. A subject is arguing on behalf of a cause. They must establish that their
    argument is sound and sensible.

    Assuming you have established that you are trustworthy and have ethos, you are now in a

    1 ABC News, “Girl Shot in Head by Taliban, Speaks at UN: Malala Yousafzai United Nations Speech 2013,”
    YouTube, July 12, 2013, https://www.youtube.com/watch?v=QRh_30C8l6Y.

    JWI 505: Business Communications and Executive Presence
    Week 7 Lecture Notes

    © Strayer University. All Rights Reserved. This document contains Strayer University confidential and proprietary information and may not be
    copied, further distributed, or otherwise disclosed, in whole or in part, without the expressed written permission of Strayer University.

    JWI 505 – Lecture Notes (1206) Page 4 of 7

    position to state your case to your audience. For your listeners to buy into your case, your
    argument must have a clear and logical flow. Each of your key points must be bolstered with
    evidence. If you leave your listeners with doubts or questions, your logos is not strong enough.

    To use logos effectively, consider the main points of your message. Ask yourself what you need
    to prove so that your listeners will agree with you. Ideally, you should be able to condense each
    of your main points into two sentences, a claim and a warrant. Your claim is the position you are
    trying to argue. Your warrant links evidence to your claim. For example, let us say you are
    advocating for a bigger HR department at your company. Your claim could be, “Our HR
    department is far too small.” A good warrant would be, “Our company has a thousand
    employees, which is too big for an HR department of three people.” It helps if you add details
    and data to your points, especially if they are very specific. You could say, “We are buying too
    much printer paper,” but you will sound more persuasive if you say, “According to our
    accounting department, we are buying 3.5 times as much printer paper as we need.”
    Remember, if you are introducing data or facts that are not common knowledge, make sure you
    cite your source of information. Furthermore, if you are giving a presentation, it is helpful to
    include charts or graphs to illustrate your evidence.

    In 1872, Susan B. Anthony was arrested for voting illegally in that year’s presidential election.
    Shortly afterward, Anthony embarked on a speaking tour throughout Monroe County, New York.
    In her speech, titled “Is It a Crime for a U.S. Citizen to Vote?” she established her logos by using
    language from the U.S. Constitution. She argued the Constitution said, “we, the people,” not
    “we, the white male citizens.” She quoted historical figures as well as contemporary politicians
    from different parties arguing for the rights of all citizens. Anthony even briefly acknowledged
    the opposing argument that states should decide who can vote; she logically refuted this idea,
    referring to both national legislation and presidential statements.2 Anthony’s rational appeal
    bolstered her conclusion that women should be free to vote.

    Pathos

    Benjamin Franklin once said, “If you would persuade, you must appeal to interest rather than
    intellect.” Your audience will respect your message if you are credible. They will listen to your
    message if it is logical and intelligent. But they will act on your message if they genuinely care

    2 “The Trial of Susan B. Anthony,” Federal Judicial Center, 2005,
    https://www.fjc.gov/sites/default/files/trials/susanbanthony.pdf.

    JWI 505: Business Communications and Executive Presence
    Week 7 Lecture Notes

    © Strayer University. All Rights Reserved. This document contains Strayer University confidential and proprietary information and may not be
    copied, further distributed, or otherwise disclosed, in whole or in part, without the expressed written permission of Strayer University.

    JWI 505 – Lecture Notes (1206) Page 5 of 7

    about it. This is why you must infuse your persuasive communications with pathos, or emotional
    appeal.

    Pathos requires you to be your most empathetic self. You and your listeners must experience
    the same feelings, whether they are positive or negative. You remember from Winning that a
    leader must be passionate about what they do. A strong sense of pathos will demonstrate your
    passion and instill passion in your audience, too.

    To be clear, using pathos does not necessarily mean reducing your listeners to tears. It only
    means evoking an emotional response, which you can accomplish through a number of tactics.
    Think carefully about your choice of words in your message. Telling someone that sales are
    “going up” sounds good. But telling them that sales are “skyrocketing” sounds way more
    impressive. If you are delivering a presentation with visuals, use images to your advantage. The
    American Society for the Prevention of Cruelty to Animals does this extremely effectively in its
    TV commercials. Instead of just telling you about how many animals are abused in the U.S., the
    commercials show pictures of those animals. Conversely, if your topic is light enough, feel free
    to use humor. An audience that can laugh with you will be relaxed and receptive to your
    message.

    In 1999, political activist Elie Wiesel gave a speech in Washington, DC titled “The Perils of
    Indifference.” His speech was meant to encourage his listeners to reject apathy and act when
    they see injustice. To accomplish this, Wiesel told stories about his time in the Auschwitz and
    Buchenwald concentration camps. He used phrases that were memorable and emotionally
    driven, such as, “So much violence; so much indifference.” He also used vivid imagery and
    powerful rhetorical questions: “When adults wage war, children perish. We see their faces, their
    eyes. Do we hear their pleas? Do we feel their pain, their agony?”3 These rhetorical choices
    touched his audience and urged them never to be indifferent to suffering.

    Hooking Your Audience

    Have you ever spoken to someone and noticed them getting easily distracted? Perhaps they
    broke eye contact with you, fidgeted, or yawned. While these actions come across as rude, as a
    business leader and professional, you cannot blame your listener for being distracted – you did

    3 AmericanRhetoric.com, “Elie Wiesel – The Perils of Indifference,” YouTube, March 17, 2016,
    https://www.youtube.com/watch?v=JpXmRiGst4k&t=175s.

    JWI 505: Business Communications and Executive Presence
    Week 7 Lecture Notes

    © Strayer University. All Rights Reserved. This document contains Strayer University confidential and proprietary information and may not be
    copied, further distributed, or otherwise disclosed, in whole or in part, without the expressed written permission of Strayer University.

    JWI 505 – Lecture Notes (1206) Page 6 of 7

    not properly grab their attention.

    Your listeners’ time is valuable. If their curiosity is not piqued at the very beginning of your
    message, they will be bored. Worse, they will resent you for wasting their time. Hooking the
    listeners’ attention right away is critical to keeping them receptive to your entire message.

    Think about a great presentation you watched. Did the presenter begin by saying, “This is my
    topic?” Probably not. They found a better way to get your attention early. Hooking your audience
    is easy if you use the right tactic. For example, surprise your listener with an unexpected fact or
    a startling statistic. If the topic of your message is appropriate, you can begin with a joke or even
    a pop culture reference. Always make sure that your hook is relevant to your topic. The hook
    should not be too long, either. You should be able to grab your listeners’ attention in five
    sentences, or about thirty seconds of a presentation.

    Persuading by Storytelling

    Listeners like jokes, and hearing a mind-boggling fact will make them eager to learn more. But
    the strongest way to win your audience’s attention is to create a narrative. This is an illustrative,
    detailed story that exemplifies your points or arguments. It demonstrates why your topic is so
    important and relevant to your listeners. When an audience hears a well-crafted narrative, they
    should be able to insert themselves into the story.

    A strong narrative has three key components:

    • Subject: someone listeners can identify with and support

    • Action: what the subject does, or what happens to the subject that changes their status
    quo

    • Result: what happens now that the status quo is different

    Stories can be hypothetical or even fictional. So many commercials tell these kinds of stories –
    a character tries a new product and they are instantaneously happier. The best narratives for
    your messages, however, are real-life stories. Telling your listener about an actual person
    whose life changed humanizes your topic. It reminds audiences that people just like them are

    JWI 505: Business Communications and Executive Presence
    Week 7 Lecture Notes

    © Strayer University. All Rights Reserved. This document contains Strayer University confidential and proprietary information and may not be
    copied, further distributed, or otherwise disclosed, in whole or in part, without the expressed written permission of Strayer University.

    JWI 505 – Lecture Notes (1206) Page 7 of 7

    affected by a policy, trend, or idea. One of the reasons Malala Yousafzai and Elie Wiesel’s
    persuasive appeals were so powerful was because they told anecdotes about themselves. They
    gave detailed accounts of events that happened to them. Listeners cannot just dismiss their
    topics and say, “This does not matter.” Not only did they tell stories, the two linked those stories
    back to their main arguments. Yousafzai talked about the adversity she faced on her
    educational journey, and then talked about how children all over the world face similar struggles.
    Wiesel told stories from his own life, and used them to remind his listeners what happens when
    they are indifferent. By the end of your message, listeners must empathize with you. Listeners
    should also know exactly what you need them to do in response to your message.

    Looking Ahead

    In this lecture, we discussed the artistry behind powerful persuasive communication. We
    analyzed three rhetorical appeals, as well as how to illustrate your message with hooks and
    narratives. Persuading listeners means reaching them on an emotional level. It also means
    convincing them their response is essential to achieving a shared goal. They must know what to
    do and how to do it.

    In the next lecture, you will learn how to give powerful presentations. We will discuss how to
    create visual aids and slides that communicate information effectively. We will also explore how
    to deliver presentations in ways that impact your audiences.

    **Week7RequiredMaterials.jpeg**

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    © Strayer University. All Rights Reserved. This document contains Strayer University confidential and proprietary information and may not be
    copied, further distributed, or otherwise disclosed, in whole or in part, without the expressed written permission of Strayer University.

    JWI 521 – Week 7 Lecture Notes (1192) Page 1 of 5

    JWI 521
    Recruit, Develop, Assess, Reward, Retain

    Week Seven Lecture Notes

    © Strayer University. All Rights Reserved. This document contains Strayer University confidential and proprietary information and may not be
    copied, further distributed, or otherwise disclosed, in whole or in part, without the expressed written permission of Strayer University.

    JWI 521 – Week 7 Lecture Notes (1192) Page 2 of 5

    COMPENSATION AND INCENTIVES

    What it Means

    Money is a highly motivating reward, and so, most people assume that a promotion, accompanied
    by higher pay, is the incentive that should be used to reward and retain your most talented
    employees. The reality is not so simple. Non-financial incentives, such as professional growth
    opportunities and access to top leadership, can be very motivating for high performers. HR
    professionals need to have a nuanced understanding of the way that incentives work, so that they
    can design incentive packages with an effective combination of financial and non-financial
    rewards.

    Why it Matters

    • To design effective incentive packages, HR needs a solid understanding of how
    rewards work

    • Non-financial rewards, such as growth and leadership opportunities, are important
    incentives

    • The best incentive packages offer a combination of financial and non-financial rewards

    “People are happy when you give them what they ask for. People are delighted
    when you anticipate what they didn’t think to ask for.”

    Laszlo Bock

    © Strayer University. All Rights Reserved. This document contains Strayer University confidential and proprietary information and may not be
    copied, further distributed, or otherwise disclosed, in whole or in part, without the expressed written permission of Strayer University.

    JWI 521 – Week 7 Lecture Notes (1192) Page 3 of 5

    INCENTIVES THAT WORK

    What is an incentive? Is it the same thing as a reward? According to the dictionary, a reward is anything that
    increases the probability of a future response. By that definition, money is a great and highly motivating
    reward. If you offer your people cash for doing something, you increase the chances that they will do it. By
    the same token, then, performance feedback is also a great reward. If you give your people incisive and
    productive guidance, you increase the chances that people will behave more productively in the future. A
    challenging new assignment is also a great reward, whether it is structured as a promotion or a simple
    transfer. For a top performer, the chance to learn and develop new skills is motivational and encourages the
    employee to work hard, so as to benefit from the opportunity.

    However, most organizations do not think about performance feedback and stretch assignments in the same
    way as money. They fail to recognize the role that all three can play in retaining talented employees. Many
    HR managers refer to their organization’s package of motivational tools as reward and recognition systems.
    In this approach, reward is shorthand for financial compensation, and recognition refers to plaques and
    awards. Rewards like performance feedback or stretch assignments are not mentioned at all.

    THE ADVANTAGES OF FINANCIAL REWARDS

    Money is among the most powerful of all rewards and therefore an almost universally effective way to
    motivate people. Money is uniquely attractive, in that no one refuses it, no one returns it, and even people
    who already have more money than they can possibly spend will go to great lengths to get more.

    Another distinctive aspect of money is that it does not saturate. What does this mean? Offering too much of
    something, even something people really like, will usually trigger negative results. Providing workers with
    more autonomy, for example, often improves morale and productivity, but at some point can lead to role
    ambiguity and confusion. Too much job responsibility and challenge can give an employee an ulcer. As for
    large quantities of critical, candid feedback, don’t offer that to anyone for more than an hour straight! More
    money, by contrast, is invariably received with considerable enthusiasm.

    The reason is that money satisfies people on many different levels. To understand this better, let’s step back
    and think more broadly about human motivation. The psychologist Abraham Maslow developed a classic
    Theory of Human Motivation, which states that lower level needs must be satisfied before people can focus
    on higher level needs. There are 5 levels in Maslow’s hierarchy of human needs:

    • Level 1: basic physiological needs, such as food, water, and shelter
    • Level 2: the need for security, including personal safety, employment, and health care
    • Level 3: social needs, such as for friendship, family, and a sense of connection
    • Level 4: self-confidence, including respect, achievement, strength, and freedom
    • Level 5: self-actualization, the need to realize your full potential as a creative human being

    © Strayer University. All Rights Reserved. This document contains Strayer University confidential and proprietary information and may not be
    copied, further distributed, or otherwise disclosed, in whole or in part, without the expressed written permission of Strayer University.

    JWI 521 – Week 7 Lecture Notes (1192) Page 4 of 5

    Financial rewards pack a punch because they have value to people on every level of the hierarchy. Money
    makes physiological and security needs evaporate. At the social and achievement levels, while money may
    seem less important, in American culture and many others, money goes a long way toward ensuring cultural
    acceptance and opportunities for achievement. Only at Level 5 does money become less powerful, but it is
    still the case that having more money frees people up to pursue self-actualization activities.

    THE PROBLEMS WITH FINANCIAL REWARDS

    What are some of the problems associated with using money to motivate people? The most obvious one is
    limited supply. Simply put, more money is not always available. Most organizations do not have enough
    money to attract, motivate, and retain everyone who is talented and deserving of a reward. They must
    choose where to use financial rewards and where other types of incentive may be beneficial.

    Another problem with financial rewards is that they are essentially commodities. The word commodity is
    used in business to describe an article that is interchangeable or can be traded. Financial rewards are
    commodities in the sense that they are not something distinctive, like the activities of a specific professional
    role. So, while another company may not be able to match a specific job opportunity you are advertising, it is
    relatively easy for another organization to match or exceed the financial rewards you are offering.

    If your team members are working with you just for the money, they will leave when someone offers them
    more of it. And eventually, someone is likely to offer more. Not to everyone on your team, of course – just to
    your best performers, the people you can least afford to lose.

    THE ADVANTAGES OF NON-FINANCIAL REWARDS

    Non-financial rewards fall into two categories. Prestige rewards are designed to increase people’s stature,
    be it inside the company or out. Examples are plentiful: job titles, direct access to top leadership, a business
    credit card, or the size and location of one's office, to name just a few.

    Far more powerful and sustainable are job content rewards, which increase the satisfaction an employee
    derives from his work. Performance feedback is a job content reward. So are recognition, responsibility, and
    autonomy, as well as the opportunities to participate in decision-making and to work on important and
    interesting tasks. An especially important non-financial reward is the opportunity to develop managerial and
    leadership skills.

    Unfortunately, job content rewards are typically not thought of as motivational incentives. This represents a
    missed opportunity that leadership and HR would do well to consider. The best organizations use a
    combination of financial and non-financial incentives. Both types of reward have the potential to exert a
    powerful impact on employee performance. Used together, they can have a significant impact on retention of
    top talent, those employees with the potential to become future leaders for your company.

    © Strayer University. All Rights Reserved. This document contains Strayer University confidential and proprietary information and may not be
    copied, further distributed, or otherwise disclosed, in whole or in part, without the expressed written permission of Strayer University.

    JWI 521 – Week 7 Lecture Notes (1192) Page 5 of 5

    GETTING THE MOST OUT OF THIS WEEK’S CLASS

    As you read the materials and participate in class activities, stay focused on the key learning outcomes for
    the week:

    • Assess what type of rewards work best to motivate employees and why

    What incentives motivate the A players at your company? Are promotion and higher pay the keys to
    retaining them? Do non-financial incentives, such as growth opportunities and access to top
    leadership, have an impact, too? What about the B players, those solid performers that make up the
    largest percentage of your workforce? You will likely offer them more modest promotions and pay
    increases than the top talent. Can you use non-financial rewards to reinforce their sense of
    engagement with the company, while also developing their professional skills?

    • Examine the relative importance of compensation versus other rewards

    Clearly, increases in compensation and promotion are important tools to retain employees. Financial
    rewards are highly motivating, providing employees with recognition for work well done, added
    security, and a sense of progress in their career. Does HR make sufficient use of other, less tangible
    rewards to incentivize employees at your company? Have they set up systems to ensure that
    employees receive frequent, productive feedback, as well as stretch assignments and professional
    development opportunities?

    • Analyze your organization’s approach to rewarding top talent

    What are the reward and recognition systems in use at your company? Do you think the current
    systems are effective at motivating and retaining top talent? Are new professional challenges and
    leadership opportunities used as rewards for top talent, or are they only offered more traditional
    types of incentive, such as promotions and awards? How can HR work with the executive team to
    adjust the balance where needed, so as to use all available tools to retain the leaders of the future?

    **Week7RecruitingDiscussion.jpeg**

    This file is too large to display. [View in new window](https://www.sweetstudy.com/files/week7recruitingdiscussion-jpeg)

    **Week7RecruitingDiscussion.jpeg**

    This file is too large to display. [View in new window](https://www.sweetstudy.com/files/week7recruitingdiscussion-jpeg)

    **## JWI_521_Week_7_lecture_1192.pdf**

    © Strayer University. All Rights Reserved. This document contains Strayer University confidential and proprietary information and may not be
    copied, further distributed, or otherwise disclosed, in whole or in part, without the expressed written permission of Strayer University.

    JWI 521 – Week 7 Lecture Notes (1192) Page 1 of 5

    JWI 521
    Recruit, Develop, Assess, Reward, Retain

    Week Seven Lecture Notes

    © Strayer University. All Rights Reserved. This document contains Strayer University confidential and proprietary information and may not be
    copied, further distributed, or otherwise disclosed, in whole or in part, without the expressed written permission of Strayer University.

    JWI 521 – Week 7 Lecture Notes (1192) Page 2 of 5

    COMPENSATION AND INCENTIVES

    What it Means

    Money is a highly motivating reward, and so, most people assume that a promotion, accompanied
    by higher pay, is the incentive that should be used to reward and retain your most talented
    employees. The reality is not so simple. Non-financial incentives, such as professional growth
    opportunities and access to top leadership, can be very motivating for high performers. HR
    professionals need to have a nuanced understanding of the way that incentives work, so that they
    can design incentive packages with an effective combination of financial and non-financial
    rewards.

    Why it Matters

    • To design effective incentive packages, HR needs a solid understanding of how
    rewards work

    • Non-financial rewards, such as growth and leadership opportunities, are important
    incentives

    • The best incentive packages offer a combination of financial and non-financial rewards

    “People are happy when you give them what they ask for. People are delighted
    when you anticipate what they didn’t think to ask for.”

    Laszlo Bock

    © Strayer University. All Rights Reserved. This document contains Strayer University confidential and proprietary information and may not be
    copied, further distributed, or otherwise disclosed, in whole or in part, without the expressed written permission of Strayer University.

    JWI 521 – Week 7 Lecture Notes (1192) Page 3 of 5

    INCENTIVES THAT WORK

    What is an incentive? Is it the same thing as a reward? According to the dictionary, a reward is anything that
    increases the probability of a future response. By that definition, money is a great and highly motivating
    reward. If you offer your people cash for doing something, you increase the chances that they will do it. By
    the same token, then, performance feedback is also a great reward. If you give your people incisive and
    productive guidance, you increase the chances that people will behave more productively in the future. A
    challenging new assignment is also a great reward, whether it is structured as a promotion or a simple
    transfer. For a top performer, the chance to learn and develop new skills is motivational and encourages the
    employee to work hard, so as to benefit from the opportunity.

    However, most organizations do not think about performance feedback and stretch assignments in the same
    way as money. They fail to recognize the role that all three can play in retaining talented employees. Many
    HR managers refer to their organization’s package of motivational tools as reward and recognition systems.
    In this approach, reward is shorthand for financial compensation, and recognition refers to plaques and
    awards. Rewards like performance feedback or stretch assignments are not mentioned at all.

    THE ADVANTAGES OF FINANCIAL REWARDS

    Money is among the most powerful of all rewards and therefore an almost universally effective way to
    motivate people. Money is uniquely attractive, in that no one refuses it, no one returns it, and even people
    who already have more money than they can possibly spend will go to great lengths to get more.

    Another distinctive aspect of money is that it does not saturate. What does this mean? Offering too much of
    something, even something people really like, will usually trigger negative results. Providing workers with
    more autonomy, for example, often improves morale and productivity, but at some point can lead to role
    ambiguity and confusion. Too much job responsibility and challenge can give an employee an ulcer. As for
    large quantities of critical, candid feedback, don’t offer that to anyone for more than an hour straight! More
    money, by contrast, is invariably received with considerable enthusiasm.

    The reason is that money satisfies people on many different levels. To understand this better, let’s step back
    and think more broadly about human motivation. The psychologist Abraham Maslow developed a classic
    Theory of Human Motivation, which states that lower level needs must be satisfied before people can focus
    on higher level needs. There are 5 levels in Maslow’s hierarchy of human needs:

    • Level 1: basic physiological needs, such as food, water, and shelter
    • Level 2: the need for security, including personal safety, employment, and health care
    • Level 3: social needs, such as for friendship, family, and a sense of connection
    • Level 4: self-confidence, including respect, achievement, strength, and freedom
    • Level 5: self-actualization, the need to realize your full potential as a creative human being

    © Strayer University. All Rights Reserved. This document contains Strayer University confidential and proprietary information and may not be
    copied, further distributed, or otherwise disclosed, in whole or in part, without the expressed written permission of Strayer University.

    JWI 521 – Week 7 Lecture Notes (1192) Page 4 of 5

    Financial rewards pack a punch because they have value to people on every level of the hierarchy. Money
    makes physiological and security needs evaporate. At the social and achievement levels, while money may
    seem less important, in American culture and many others, money goes a long way toward ensuring cultural
    acceptance and opportunities for achievement. Only at Level 5 does money become less powerful, but it is
    still the case that having more money frees people up to pursue self-actualization activities.

    THE PROBLEMS WITH FINANCIAL REWARDS

    What are some of the problems associated with using money to motivate people? The most obvious one is
    limited supply. Simply put, more money is not always available. Most organizations do not have enough
    money to attract, motivate, and retain everyone who is talented and deserving of a reward. They must
    choose where to use financial rewards and where other types of incentive may be beneficial.

    Another problem with financial rewards is that they are essentially commodities. The word commodity is
    used in business to describe an article that is interchangeable or can be traded. Financial rewards are
    commodities in the sense that they are not something distinctive, like the activities of a specific professional
    role. So, while another company may not be able to match a specific job opportunity you are advertising, it is
    relatively easy for another organization to match or exceed the financial rewards you are offering.

    If your team members are working with you just for the money, they will leave when someone offers them
    more of it. And eventually, someone is likely to offer more. Not to everyone on your team, of course – just to
    your best performers, the people you can least afford to lose.

    THE ADVANTAGES OF NON-FINANCIAL REWARDS

    Non-financial rewards fall into two categories. Prestige rewards are designed to increase people’s stature,
    be it inside the company or out. Examples are plentiful: job titles, direct access to top leadership, a business
    credit card, or the size and location of one's office, to name just a few.

    Far more powerful and sustainable are job content rewards, which increase the satisfaction an employee
    derives from his work. Performance feedback is a job content reward. So are recognition, responsibility, and
    autonomy, as well as the opportunities to participate in decision-making and to work on important and
    interesting tasks. An especially important non-financial reward is the opportunity to develop managerial and
    leadership skills.

    Unfortunately, job content rewards are typically not thought of as motivational incentives. This represents a
    missed opportunity that leadership and HR would do well to consider. The best organizations use a
    combination of financial and non-financial incentives. Both types of reward have the potential to exert a
    powerful impact on employee performance. Used together, they can have a significant impact on retention of
    top talent, those employees with the potential to become future leaders for your company.

    © Strayer University. All Rights Reserved. This document contains Strayer University confidential and proprietary information and may not be
    copied, further distributed, or otherwise disclosed, in whole or in part, without the expressed written permission of Strayer University.

    JWI 521 – Week 7 Lecture Notes (1192) Page 5 of 5

    GETTING THE MOST OUT OF THIS WEEK’S CLASS

    As you read the materials and participate in class activities, stay focused on the key learning outcomes for
    the week:

    • Assess what type of rewards work best to motivate employees and why

    What incentives motivate the A players at your company? Are promotion and higher pay the keys to
    retaining them? Do non-financial incentives, such as growth opportunities and access to top
    leadership, have an impact, too? What about the B players, those solid performers that make up the
    largest percentage of your workforce? You will likely offer them more modest promotions and pay
    increases than the top talent. Can you use non-financial rewards to reinforce their sense of
    engagement with the company, while also developing their professional skills?

    • Examine the relative importance of compensation versus other rewards

    Clearly, increases in compensation and promotion are important tools to retain employees. Financial
    rewards are highly motivating, providing employees with recognition for work well done, added
    security, and a sense of progress in their career. Does HR make sufficient use of other, less tangible
    rewards to incentivize employees at your company? Have they set up systems to ensure that
    employees receive frequent, productive feedback, as well as stretch assignments and professional
    development opportunities?

    • Analyze your organization’s approach to rewarding top talent

    What are the reward and recognition systems in use at your company? Do you think the current
    systems are effective at motivating and retaining top talent? Are new professional challenges and
    leadership opportunities used as rewards for top talent, or are they only offered more traditional
    types of incentive, such as promotions and awards? How can HR work with the executive team to
    adjust the balance where needed, so as to use all available tools to retain the leaders of the future?

    **Week7RecruitingDiscussion.jpeg**

    This file is too large to display. [View in new window](https://www.sweetstudy.com/files/week7recruitingdiscussion-jpeg)

    **## JWI_521_Week_7_lecture_1192.pdf**

    © Strayer University. All Rights Reserved. This document contains Strayer University confidential and proprietary information and may not be
    copied, further distributed, or otherwise disclosed, in whole or in part, without the expressed written permission of Strayer University.

    JWI 521 – Week 7 Lecture Notes (1192) Page 1 of 5

    JWI 521
    Recruit, Develop, Assess, Reward, Retain

    Week Seven Lecture Notes

    © Strayer University. All Rights Reserved. This document contains Strayer University confidential and proprietary information and may not be
    copied, further distributed, or otherwise disclosed, in whole or in part, without the expressed written permission of Strayer University.

    JWI 521 – Week 7 Lecture Notes (1192) Page 2 of 5

    COMPENSATION AND INCENTIVES

    What it Means

    Money is a highly motivating reward, and so, most people assume that a promotion, accompanied
    by higher pay, is the incentive that should be used to reward and retain your most talented
    employees. The reality is not so simple. Non-financial incentives, such as professional growth
    opportunities and access to top leadership, can be very motivating for high performers. HR
    professionals need to have a nuanced understanding of the way that incentives work, so that they
    can design incentive packages with an effective combination of financial and non-financial
    rewards.

    Why it Matters

    • To design effective incentive packages, HR needs a solid understanding of how
    rewards work

    • Non-financial rewards, such as growth and leadership opportunities, are important
    incentives

    • The best incentive packages offer a combination of financial and non-financial rewards

    “People are happy when you give them what they ask for. People are delighted
    when you anticipate what they didn’t think to ask for.”

    Laszlo Bock

    © Strayer University. All Rights Reserved. This document contains Strayer University confidential and proprietary information and may not be
    copied, further distributed, or otherwise disclosed, in whole or in part, without the expressed written permission of Strayer University.

    JWI 521 – Week 7 Lecture Notes (1192) Page 3 of 5

    INCENTIVES THAT WORK

    What is an incentive? Is it the same thing as a reward? According to the dictionary, a reward is anything that
    increases the probability of a future response. By that definition, money is a great and highly motivating
    reward. If you offer your people cash for doing something, you increase the chances that they will do it. By
    the same token, then, performance feedback is also a great reward. If you give your people incisive and
    productive guidance, you increase the chances that people will behave more productively in the future. A
    challenging new assignment is also a great reward, whether it is structured as a promotion or a simple
    transfer. For a top performer, the chance to learn and develop new skills is motivational and encourages the
    employee to work hard, so as to benefit from the opportunity.

    However, most organizations do not think about performance feedback and stretch assignments in the same
    way as money. They fail to recognize the role that all three can play in retaining talented employees. Many
    HR managers refer to their organization’s package of motivational tools as reward and recognition systems.
    In this approach, reward is shorthand for financial compensation, and recognition refers to plaques and
    awards. Rewards like performance feedback or stretch assignments are not mentioned at all.

    THE ADVANTAGES OF FINANCIAL REWARDS

    Money is among the most powerful of all rewards and therefore an almost universally effective way to
    motivate people. Money is uniquely attractive, in that no one refuses it, no one returns it, and even people
    who already have more money than they can possibly spend will go to great lengths to get more.

    Another distinctive aspect of money is that it does not saturate. What does this mean? Offering too much of
    something, even something people really like, will usually trigger negative results. Providing workers with
    more autonomy, for example, often improves morale and productivity, but at some point can lead to role
    ambiguity and confusion. Too much job responsibility and challenge can give an employee an ulcer. As for
    large quantities of critical, candid feedback, don’t offer that to anyone for more than an hour straight! More
    money, by contrast, is invariably received with considerable enthusiasm.

    The reason is that money satisfies people on many different levels. To understand this better, let’s step back
    and think more broadly about human motivation. The psychologist Abraham Maslow developed a classic
    Theory of Human Motivation, which states that lower level needs must be satisfied before people can focus
    on higher level needs. There are 5 levels in Maslow’s hierarchy of human needs:

    • Level 1: basic physiological needs, such as food, water, and shelter
    • Level 2: the need for security, including personal safety, employment, and health care
    • Level 3: social needs, such as for friendship, family, and a sense of connection
    • Level 4: self-confidence, including respect, achievement, strength, and freedom
    • Level 5: self-actualization, the need to realize your full potential as a creative human being

    © Strayer University. All Rights Reserved. This document contains Strayer University confidential and proprietary information and may not be
    copied, further distributed, or otherwise disclosed, in whole or in part, without the expressed written permission of Strayer University.

    JWI 521 – Week 7 Lecture Notes (1192) Page 4 of 5

    Financial rewards pack a punch because they have value to people on every level of the hierarchy. Money
    makes physiological and security needs evaporate. At the social and achievement levels, while money may
    seem less important, in American culture and many others, money goes a long way toward ensuring cultural
    acceptance and opportunities for achievement. Only at Level 5 does money become less powerful, but it is
    still the case that having more money frees people up to pursue self-actualization activities.

    THE PROBLEMS WITH FINANCIAL REWARDS

    What are some of the problems associated with using money to motivate people? The most obvious one is
    limited supply. Simply put, more money is not always available. Most organizations do not have enough
    money to attract, motivate, and retain everyone who is talented and deserving of a reward. They must
    choose where to use financial rewards and where other types of incentive may be beneficial.

    Another problem with financial rewards is that they are essentially commodities. The word commodity is
    used in business to describe an article that is interchangeable or can be traded. Financial rewards are
    commodities in the sense that they are not something distinctive, like the activities of a specific professional
    role. So, while another company may not be able to match a specific job opportunity you are advertising, it is
    relatively easy for another organization to match or exceed the financial rewards you are offering.

    If your team members are working with you just for the money, they will leave when someone offers them
    more of it. And eventually, someone is likely to offer more. Not to everyone on your team, of course – just to
    your best performers, the people you can least afford to lose.

    THE ADVANTAGES OF NON-FINANCIAL REWARDS

    Non-financial rewards fall into two categories. Prestige rewards are designed to increase people’s stature,
    be it inside the company or out. Examples are plentiful: job titles, direct access to top leadership, a business
    credit card, or the size and location of one's office, to name just a few.

    Far more powerful and sustainable are job content rewards, which increase the satisfaction an employee
    derives from his work. Performance feedback is a job content reward. So are recognition, responsibility, and
    autonomy, as well as the opportunities to participate in decision-making and to work on important and
    interesting tasks. An especially important non-financial reward is the opportunity to develop managerial and
    leadership skills.

    Unfortunately, job content rewards are typically not thought of as motivational incentives. This represents a
    missed opportunity that leadership and HR would do well to consider. The best organizations use a
    combination of financial and non-financial incentives. Both types of reward have the potential to exert a
    powerful impact on employee performance. Used together, they can have a significant impact on retention of
    top talent, those employees with the potential to become future leaders for your company.

    © Strayer University. All Rights Reserved. This document contains Strayer University confidential and proprietary information and may not be
    copied, further distributed, or otherwise disclosed, in whole or in part, without the expressed written permission of Strayer University.

    JWI 521 – Week 7 Lecture Notes (1192) Page 5 of 5

    GETTING THE MOST OUT OF THIS WEEK’S CLASS

    As you read the materials and participate in class activities, stay focused on the key learning outcomes for
    the week:

    • Assess what type of rewards work best to motivate employees and why

    What incentives motivate the A players at your company? Are promotion and higher pay the keys to
    retaining them? Do non-financial incentives, such as growth opportunities and access to top
    leadership, have an impact, too? What about the B players, those solid performers that make up the
    largest percentage of your workforce? You will likely offer them more modest promotions and pay
    increases than the top talent. Can you use non-financial rewards to reinforce their sense of
    engagement with the company, while also developing their professional skills?

    • Examine the relative importance of compensation versus other rewards

    Clearly, increases in compensation and promotion are important tools to retain employees. Financial
    rewards are highly motivating, providing employees with recognition for work well done, added
    security, and a sense of progress in their career. Does HR make sufficient use of other, less tangible
    rewards to incentivize employees at your company? Have they set up systems to ensure that
    employees receive frequent, productive feedback, as well as stretch assignments and professional
    development opportunities?

    • Analyze your organization’s approach to rewarding top talent

    What are the reward and recognition systems in use at your company? Do you think the current
    systems are effective at motivating and retaining top talent? Are new professional challenges and
    leadership opportunities used as rewards for top talent, or are they only offered more traditional
    types of incentive, such as promotions and awards? How can HR work with the executive team to
    adjust the balance where needed, so as to use all available tools to retain the leaders of the future?

    **Week7RecruitingDiscussion.jpeg**

    This file is too large to display. [View in new window](https://www.sweetstudy.com/files/week7recruitingdiscussion-jpeg)

  • [Solved] human resource

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