Article Summary In a business or a workplace, it is essential for the organization, which consists of the employers, the managers, and their employees, to work towards reward programs within the human resources in order to create a healthy and cordial work environment and most importantly, to efficiently achieve business’ goals. In Carol Patton’s (2013) article, Rewarding Best Behaviors, she explains the importance of several companies that are beginning to recognize their employees, not just for the end-results, but for reflecting good behaviors towards the business’ values, such as demonstrating creativity on certain projects, problem solving towards certain issues, and also collaborating with fellow co-workers. Patton stresses that these reward programs could help suffice the overall being of a company as long as the rewarded behaviors correlate with the corporate strategy. Patton expresses that some things human resources must comprehend include “how its company creates success, what drives its business strategy and what behaviors are needed from employees to achieve that success” (Patton, 2013 para. 15). Moreover, the employee would be reflected as a role model for others and perhaps influence them to demonstrate comparable behaviors. Article Analysis Being employed as a purchasing clerk and a sales support at the Furniture Outlet has given me the opportunity to fully understand how the presence of certain reward compromise or programs helps to form a viable workplace for both an employer and an employee and also the organization as a whole. Given the tasks and expectations that are to be achieved as a purchasing clerk, I often find myself thinking about how the work is to be done and in what ways can it be done suffic... ... middle of paper ... ... bit of statistical information about the increase of recognition programs because it gave me a better understanding of reward programs in the actual workplace. • Site & Access: The site Hreonline.com is very easy to use, reliable, and credible so it receives a 10 out of 10. • Purpose & Other: : I give the purpose and other a 10 out of 10 because the goal of the article was to inform organizations, employers, presidents and/or employees about the importance of strengthening relationships between an employer, an employee, and the company in its entirety. Overall, the score of the article is a 95 out of a 100 because the author, Carol Patton was able to lure me into reading her entire piece. Additionally, after reading the article, I felt that I gained a bit of knowledge on the importance of reward programs and how it should be a “must have” in the work environment.
Employers have been coming up with innovative employee rewards to boost morale and acknowledge employee needs for creativity and personal goal accomplishment. Some of the latest potential employee rewards include using the internet at work for personal reasons such as shopping, communicating with friends, or personal finances; bringing a pet to work; instituting a controlled napping policy, and the sports and office betting pools..
Barton, G. M. (2006). Recognition at Work: Crafting a Value-Added Rewards Program. Scottsdale: WorldatWork Press.
In “The Puzzle of Motivation,” the main premise on the onset of the video is that “traditional rewards aren’t always as effective as we think,” (Pink, 2009). Rewards are a normal part of most organizational cultures, but do they work? My position is one that supports the questioning of the effectiveness of tradition rewards. By using motivational theories and concepts, I will show why this idea holds merit in today’s day and
In order to continue to thrive and compete at its highest level and potential, we decided to put a total rewards program in place. Rewards programs will help engage employees and bring out their competitive spirit. If employees continue to receive rewards for their hard work, they will continue to work harder. This rewards program will also build the level of trust between the employees and managers. When employees receive rewards for their hard work, they feel valued at the company that employs them. When they feel valued at work, then their morale is at a high level. The sales associates that have a high level of morality often get more sales. These increased sales are the foundation of the success of the company. This not only will give us a competitive edge, but it will also create a pleasant work environment. A total rewards programs will help benefit both the company and the staff ("About T-Mobile Usa, Inc.",
Many of Harrah’s employees deemed the goals set by Winn’s current incentive program to be unrealistic; on the other hand, others felt a sense of entitlement for bonuses. Therefore, Winn’s job is to provide a recommendation to Gary Loveman, on how to motivate and get employees energized. In order to motivate the employees, Winn had implemented an incentive pay plan to rewards Harrah’s employees in all of its properties for improving customer service. The company’s purpose for incentive program was to implant a competitive mindset in its employees as well as to show the employees that they are core of the...
Intrinsic rewards are not patterned financial rewards are associated with the requirement for employees to achieve greater success , recognition, a sense of responsibility , influence and development of other individuals. The requirements of the above is a strong motivator and contrast to the one . Each employee has different needs and desires . Rate a tremendous appreciation and gratitude is enough to inspire us all because of the appreciation of the value of giving someone touches his soul and give vigor to keep trying. Appreciate or appreciated regardless of age or where only a thousand meanings. Skinner ( 1969 ) reveals that the reward is a reinforcer . Reinforcing Here the meaning is interrelated aspects to the values that influence an individual's needs . However , Wether states that reward is what an individual received in return for a given job . It is the responsibility of an organization or institution to provide compensation and benefits to employees or students commensurate with a workforce that has been poured . The importance of rewards and benefits are indeed undeniable. If the employee or student is not satisfied with the compensation and benefits provided , then this will result in the existence of such problems as absenteeism , job rotation rate employing high , declining productivity and not serious in doing work .
The culture of appreciating employees for their hard work and achievements by incentives shows how the organization values their employees. Lincoln believed “Status is of great importance in all human relationships. The greatest incentive that money has, usually, is that is it a symbol of success... The resulting status is the real incentive... Money alone can be an incentive to the miser only. There must be complete honesty and understanding between the hourly worker and management if high efficiency is to be obtained”. This shows how harmoniously the labor and management have to work together to produce
Every human being needs motivation now and then. Incentives and recognition programs can support you in helping your employees become happier and more productive at work. As a leader, one of the main things to think about is how to recognize an employee for a performance that has exceeded expectations, objectives and goals. Therefore, I would like to introduce you in this paper to some ideas that hopefully would promote this method as one of the main priorities in today's and tomorrow's workplace.
U.S. companies face greater pressures today than ever before to improve cost efficiency and in the same breathe taking their products to market faster, cheaper and with stronger innovation, regulatory compliance, responding to ever increasing regulations around the world that often conflict with each other. A company must also be nimble enough to change direction quickly and cost-effectively when market conditions shift. At the same time, they still must provide an environment in which people want to be employed and want to excel. This is where old models for rewards management fall flat and new rewards approaches must be implemented to make a more efficient and productive organization. (Chang) The company that will be referred to throughout this paper is the author’s current employer, Walgreens Corporation. In today's business environment, attracting, retaining and motivating the kind of people who can sustain a fast-growing organization requires most companies to think differently about how they pay their employees and this is true for Walgreens. The thought process to reflect this change is concerns the shift from compensation to rewards or the merger of both. When speaking to an HR representative within the department, it was made clear that the company objectives are results-focused and the weight of reward programs have increased to compensate.
315), motivating other is to give recognition and praise can be thought as directly placing a positive reinforcement, that is reinforcing the adequate behavior by giving an award. A strong motivator is recognition because it is a regular human need. DuBrin (2013, p. 316), an outstanding of recognition, which include praise, as a motivator it that it is no cost or low cost yet powerful. Bob Nelson, a reward expert, reminds us that money is important to employees and recognizing others motivates them to elevate his or her performance. It has a huge return on investment in comparison to a cash bonus. DuBrin (2013, p. 318), according to equity theory, employee motivation and satisfaction depend on how properly the employees believe they are treated in comparison to peers. The theory debates that employees have certain beliefs about the outcomes they receive from their jobs, as well as the inputs they invest to obtain these outcomes. This theory has many implications for the leader who attempts to motivate subordinates. No matter how well a program productivity or cost-cutting is, it needs to still provide equitable pay. Also, the leader needs to see that subordinates perceive themselves to receive a fair deal in terms of what they give to and receive from the company. DuBrin (2013, p. 320), effective leaders are good coaches and good coaches are effective
This Place management understands that every individual has a different aspect that incentifies him/her to work harder, so it targets each employee individually to find out what motivates each one of them and base their rewards on their research. There are a selection of universal rewards that all employees get, however This Place also introduces individual rewards ranging from financial bonuses, for financial-incentified employees, to extended holidays to employees who want more free time. However due to a flat hierarchical structure, the reward that the company can provide for employees that are promotion-incentified are very limited.
In devising an award system to complement such employees, one must realize that traditional forms of recognition such as achievement awards, cash substitutes (gift cards), nominal gifts or food and public perks (parking spots) have diminished in importance for most of today's employees. These types of awards have become ranked near the bottom in employee surveys across the country. It is sad, but true that most certificates of achievement end up in a drawer collecting dust and not proudly displayed on the cubicle wall.
Hiam,A.(1999). Motivating & Rewarding employees: new and better ways to inspire your people. Adams Media Corporation. U.S.A.
Whether or not employees feel valued in their contribution to the workplace is one of the most important factors in their overall perception of their company as a great place to work. In fact, among the “100 Best Companies to Work For” recognized by Fortune (2014), an employee’s sense of their value through strategies such as recognition programs and performance incentives, is more closely associated with their experience of a great workplace than factors such as competent leadership, unique benefits, and even fair pay. However, while programs designed to promote employees sense of value can drive an organization towards success and promote a strong company culture, the performance-based culture of the modern business world can push leadership personnel to inadvertently fall into a pattern of behavior, or “Pittfalls of Leadership”, that leaves their employees feeling as if they don’t matter.
Organizations in the United States spend billions yearly on incentive programs, which became a problem with management questioning its effectiveness. New research shows that these programs can improve work performance and motivation. However, it has to be administered in