The Effectiveness of Rain Gardens as a Low-Impact Development Strategy for Storm Water Pollution Reduction in Western Washington

Stormwater runoff is a major cause of surface water pollution in western Washington and cost-effective control measures are needed to reduce contamination of receiving waters. This project evaluated the performance efficiency and costs of installing a residential rain garden by inspecting two gardens and testing water quality samples in one. Infiltration through the garden was effective in reducing metals and nutrients as indicated by reductions in copper and nitrate concentrations of 75% and 97%, respectively. The costs were affordable for most homeowners and cost-effective compared to other options. After doing on-site investigations, the storm water manual for the State of Washington was reviewed and eight recommendations were made for improving it.

Alternative Cost-Effective Employee Motivators

Traditionally, the awarding of cash bonuses has been one of the primary tools utilized by organizational leaders to increase employee motivation. Recent research has indicated that cash awards may successfully motivate employees. The same research presents alternative, effective techniques that have been demonstrated to improve employee motivation and performance. Results of the 2010 Society for Human Resource Management survey highlight respondents' opinions regarding alternate employee motivators in the United States. The results strongly suggest that alternate cost-effective employee motivators may be as effective as cash rewards. The results of this Capstone will demonstrate that innovative, cost-effective methods can be used by organizations to retain employees. This paper will address specific areas of research including talent management, leadership, communication, and recognition.

Employee Leadership Development

Abstract \ The business importance of retaining and developing top performing employees is more crucial to business organizations that in the past, yet many organizations are not confident in their ability to staff leadership positions within the next five years. Many companies continue to run without a employee leadership development program. Organizations that shy away from development programs tend to do so because of fear the costs are too high. Organizations that support leadership programs acknowledge that the benefits far outweigh the costs. In this capstone study, the researcher illustrates that employee leadership development programs add value through improved business strategy and employee satisfaction, and as a result, represent a worthy investment.