Cashiering is not an easy task. It requires the highest level of concentration as well as proven standards of integrity level. To derive the best out of cashiers, they need motivation at times, the hefty pay alone is not enough, and therefore, the introduction of incentive scheme is most appropriate as a move to deal with the rising cases of employee laxity. One area of the cashier job description and key performance indicator is the increase in sales and revenue; some of the components of improvements have been discussed in this paper.
The cashiers should work with a monthly and annual target. Upon achievement of the objectives, the cashiers should be given a similar financial incentive, depending on the sale of performance. Secondly, the cashiers should be targeted with the creation of new partners in the organization. Any of the cashiers who introduce a new client to the organization, which translates to new fronts for revenue collection, should be incentivized with the tickets for touring a destination f their choice. As advised by Kolk & Perego (2014), the cashiers should be awarded for exemplary performance. Any of the cashiers who succeed in reducing or minimizing losses in the organization by recording least errors in calculations should be incentivized at the end of the year. Such recognition for a good job should come with financial rewards well and promotional rewards.
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The corporate-wide incentive program for the StopNShop Today, Inc. as projected by Hiller & Verdier (2014) should include financial profit sharing to all the employees at the end of the fiscal year. Of crucial consideration should be the cashiers since they are the ones responsible for the finance collection which, therefore mean that any error from them would translate to losses to the organization. The second aspect of corporation-wide incentive scheme that StopNShopToday, Inc. should consider is the gain sharing. The leadership should share with the employees the gains that they have accrued over the course of their working with the organization ( Hausman, 2014) . This, by any means, should mean that such elements as health incentives and extensive goodwill as housing schemes should see employees benefit. Finally, just as Hausman writes in his piece, the StopNShopToday, Inc. employees should be included in the employee stock ownership plan 2014) . This plan will see the increase in the interest among the employees to work with the StopNShopToday, Inc. organization as well as the desire o do more and give their best.
References
Hausman, C. (2014). Corporate incentives and nuclear safety. American Economic Journal: Economic Policy , 6 (3), 178-206.
Hiller, V., & Verdier, T. (2014). Corporate culture and identity investment in industry equilibrium. Journal of Economic Behavior & Organization , 103 , 93-112.
Kolk, A., & Perego, P. (2014). Sustainable bonuses: Sign of corporate responsibility or window dressing?. Journal of Business Ethics , 119 (1), 1-15.
