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The motivational effect that recognition and rewarding have, must never be under estimated. Therefore, it is concluded that a suggestion system is the perfect tool for HRM and managers on their road to success.
IMPLICATIONS FOR HRM AND MANAGERS
After analysing the data collected it is concluded that HRM and managers should have a much better knowledge of suggestion systems and its value add in their organisations. This would help them understand and interpret also recognition, awards, rewards and the use of non-financial rewards. Although it might not be a written clause in their employment agreement, employees do want to be recognised or rewarded for their efforts and achievements in the organisation under the psychological contract. The manager must ensure that they do not neglect recognising, rewarding and implementation of useable ideas and suggestions. The manager's involvement in the idea generation programmes is of the utmost importance to use suggestion boxes as a tool for successful business; without them supporting the programmes, it is hardly likely that subordinates will come up with new ideas. If there is an air of negativity, it will pervade down to the subordinates with the result that participation dwindles.
HRM and managers are engaged in evaluating the suggestions therefore they are instrumental in determining the advantages of the idea. They should maintain a good relationship with their subordinates, develop the idea generation programmes and motivate them to submit their suggestions. Feedback to suggestors should be documented and entrepreneurs should also become active in the system to make it a success.
SUGGESTION SYSTEM AS AN HRM TOOL TO BE SUCCESSFUL IN ORGANISATIONS: SOME EMPIRICAL EVIDENCE IN NEW ZEALAND 565