Kensington, MD  – GMS Accounting Software has continued to grow strong among those service providers in the non-profit world, as they fortify themselves as a leader among providers of accounting and loan software specific for non-profits. When a non-profit organization begins a relationship with a software provider, that organization may think nothing of it, but after a while it can turn into a solid relationship that is meaningful for both sides.

A company like GMS, one that has been in relations with some clients for well over two decades, has held their responsibility of serving clients in a respectful and responsive fashion in order to produce the best quality customer service. For a software provider that has made a connection to the world of non-profit organizations, it has seen steady growth year after year, even at a point in time where so many organizations are reluctant to spend on a software system. For a person in the position of preparing the budget for a non-profit, it is not easy for them to go forward with a purchasing decision without first understanding all the key features, and how it would be a critical upgrade from their current system.

Cashflow Manager and MYOB Software are two of the most popular Accounting Software Packages used in Australia. Cashflow Manager is a cash based software program, whereas MYOB can be used of Cash or Accrual Accounting.

Many business owners fall into the trap of using a spreadsheet to record their financial information. I do not recommend using a spreadsheet for the following reasons:

· There is no bank reconciliation process

· Expenses or Income can be easily missed

· Balance Sheet items are not normally recorded

Let me ask you a question. What would your leaders say about the state of affairs in your workplace? Do employees believe in your organization that recognition is important? If recognition is important, how do you retain your talent using recognition as a key strategy? Finally, what does recognition look like in your organization?
 
Let’s take a look at a few facts. Only 4% of 90,000 applicants annually at Southwest Airlines are actually hired. That’s only 3600 lucky people! What makes Southwest Airlines so popular that 90,000 people would compete for 3600 jobs? I contend that Southwest Airlines is a great place to work and that people are recognized for their contribution that they made to the organization.

A New York Times study revealed that 25% of employees reported being driven to tears in the workplace. 50% of those individuals call their place of work a place of verbal abuse and yelling. 30% say that they are regularly given unrealistic deadlines and 50% indicate that they have to work 12 hour days just to get all the work done. What is happening in the American workplace today that leads employees to such poor opinions about their workplace?
 
There’s more! The Harvard business review estimates that ‘presenteeism’ (that is lost productivity that occurs when employees come to work but perform below par due to any kind of illness, low morale, or poor work attitude) costs the United States 0 billion annually. These folks are “present, but not fully accounted for…” In a 1999 study sponsored by the Employers Health Coalition, researchers calculated that the costs of lost productivity are 7.5 times greater than costs due to absenteeism.
 
 This article explores the critical role that employee recognition plays in organizations today. In addition, I hope to provide readers with some clues on how to increase your organizational effectiveness and to make the business case for increasing the strategic significance of recognition in your organizations today.
 
We have all seen many talent management models from great leadership thinkers in recent decades. They all champion some form of organizational design that supports vision, planning and forecasting, succession planning, recruiting and staffing, and so on.
 
I have included a step in a model that I use that suggests that recognition is a key element of effective talent management for organizations. Recognition can be a strategic force, a superior communications methodology, and emotional bond between management and workers, a commitment builder, and an impact on your bottom line. However, organizations must embrace the fact that recognition is critical to their success. It must be accepted as an organizational value.