The purpose of this research study was to explore why the direct support professionals in the New Hampshire Developmental Disabilities think and feel as they do about the recognition and reward they are receiving from their supervisors. This question was explored in order to identify specific ways in which the supervisors are effectively rewarding and recognizing the staff, and ways in which they could improve their performance. Two techniques were used to develop this study: The Encouragement Index and Interviews. Scoring results from the Encouragement Index indicated that the direct support professionals rated their supervisors higher than supervisors rated themselves. In fact direct support professionals rated their supervisors performance higher in each area of the questionnaire. This was an unexpected, counterintuitive result. In addition, the interview data revealed five core factors that help explain why the direct support professionals think and feel as they do about the recognition and reward they are receiving from supervisors. These include: The orientation process, Supervisors' communication skills, Supervisors' positive attitudes, Team climate, and Lack of resources. Conclusions drawn include the need for increased awareness as to the importance of feeling connected to one another and the organization. Similarly, there is a need for skilled based workshops to assist supervisors in increasing their ability to recognize and reward employees, as well as strategies to retard stagnation in the structure of the programs and the lives of the individuals being served.
Hudson, Catherine M., "What's love got to do with it? : recognition and reward : a study of support and the effects of supervisors on employee morale" (2004). Capstone Collection. 85.