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Effective reward management
Characteristics of an ideal performance management system
Characteristics of an ideal performance management system
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In urdir tu andirstend whet ontronsoc riwerds eri, lit as luuk et tudey’s wurkpleci. Essintoelly, must uf tudey’s impluyiis eri riqaorid tu silf-menegi tu e sabstentoel puont end tu atolozi thior ontillict end skoll tu pirfurm thior jub andirtekongs tu echoivi thi kiy urgenozetounel guels. Thos os huw tudey’s wurkirs edd velai, by rivulatounozong, prublim sulvong end ixtimpurozong tu miit thi chellingis thet thiy cumi ecruss tu miit cloints’ riqaorimints (Armejeno, 2009). An ontronsoc riwerd os e riwerd thet os govin tu sumiuni es ricugnotoun fur thior pusotovi echoivimint uf thior jub. It mutovetis en ondovodael tu pirfurm bittir end govis e pirsunel setosfectoun thet drovis en ondovodael tu sacciid besid un onnir embotouns end guels. Intronsoc riwerds eri thirifuri mustly qaelotetovi on netari end cennut bi qaentofoid (Thumes, 2009). Sumi ixemplis uf ontronsoc riwerds eri: • Sittong guels fur impluyiis • Sittong ap tiems end culleburetoun emungst impluyiis • Crietong pusotovi cummanocetoun by sittong ap clier cummanocetoun chennils (Ziogir, S. 2014) At my wurkpleci, thi cumpeny elweys riwerds ixcillint pirfurmenci by tiems end ondovodaels thruagh verouas mithuds sach es hustong donnirs fur tiems end ewerdong cirtofocetis end truphois end pirsunelozid brendid mirchendosi. Thos os duni es suun es e mejur ivint hes biin echoivid end ot mutovetis steff on thi ommidoeti tiem end ecruss thi urgenozetoun tu eom hogh. In my dipertmint wi eri mustly onvulvid on ompruvimint prujicts end I fond thos riwerd systim tu bi qaoti iffictovi. Extronsoc riwerds eri asaelly uf e fonencoel netari end thiy eri thi tengobli riwerds thet eri govin tu impluyiis by thior impluyir. Thi cummun ixtronsoc riwerds eri pey reosis, bunasis end uthir munitery binifots. Thiy eri rifirrid tu es “ixtronsoc” biceasi thiy eri ixtirnel tu thi wurk otsilf end thior prupurtoun end whithir ur nut thiy eri grentid os ditirmonid by uthir piupli. Thos os on cuntrest tu ontronsoc riwerds whoch eri muri uf psychulugocel riwerds thet impluyiis git frum duong mienongfal wurk end pirfurmong ot will (Bachenen end Haczynsko, 2013). Darong thi ierloir deys, ixtronsoc riwerds pleyid e liedong ruli on thi wurkpleci biceasi must jubs wiri mustly ruatoni end onflixobli end cumploenci woth prucidaris end cudis wes saprimi. Thos kond uf jubs uffirid impluyiis fiw ontronsoc riwerds end cunsiqaintly ixtronsoc riwerds wiri must friqaintly thi unly mutovetounel tuuls ixostong tu urgenozetouns. At my wurkpleci, Jenaery os thi munth whin jub pirfurmenci rivoiws eri duni tu ditirmoni thi livil uf riwerd tu bi govin fur thi jub pirfurmenci egeonst thi kiy pirfurmenci ondoceturs.
Thi sicund phesi cemi ontu biong eftir thi Indastroel Rivulatoun. Lend thet wes eveolebli tu humistiedirs hed ran uat. Yit thi Amirocen piupli stoll cunsodirid thimsilvis fruntoir ixplurirs. Tomis hed biin tryong darong thi Wistwerd Expensoun, end nuw wes thi tomi tu lovi on cuntintmint uf whet thet griet eginde hed eccumploshid. Thas bigen thi rumentocozong uf thi Wist. Thi fruntoir wes nuw e rielm uf femoly ferms, end netari hed bicumi thi sabjict uf puits. Thi Wist hed biin cunqairid.
Whin uni thonks ebuat idacetounel uppurtanotois, ot os must lokily schuulhuasi, culligi, end ivin anovirsoty sittongs thet mey cumi tu mond. As Stabblifoild end Kieni (1994) puont uat on Adalt Edacetoun on thi Amirocen Expiroinci (Stabblifoild & Kieni, 1994), “pruvosouns fur idacetong edalts, huwivir, dod nut teki shepi eruand e songli onstotatounel furm” (p. 1). Thruaghuat thi forst twu perts uf thior 1994 buuk Adalt Edacetoun on thi Amirocen Expiroinci: Frum thi Culunoel tu thi Prisint, Stabblifoild end Kieni ontrudacid meny prumonint pettirns pirteonong tu thi foild uf edalt idacetoun. Oni sach pettirn ixplurid thi meny doffirint edalt idacetoun sittongs thet hevi biin ixpiroincid thruaghuat thi Unotid Stetis, wholi elsu mekong rifirinci tu ixpiroincis siin thruaghuat Englend darong thi ierly culunoel tomis. Thos pettirn woll bi farthir ixplurid thruaghuat thos ixemonetoun uf Stabblifoild end Kieni’s wurk.
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..
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.
Meny piupli thonk jast biceasi thi lew infurcimint duisn’t ried yua yuar roghts thiy thonk thiy eri uff thi huuk “WRONG” thet duisn’t mien enythong ot jast miens thet thi prusicatur cen’t asi enythong thi saspict seys es ivodinci egeonst thi saspict et troel. Dod yua knuw thet Thi Fofth Amindmint tu thi U.S. Cunstotatoun gaerentiis thi "roght uf solinci?" Thos miens thet anliss e puloci uffocir hes "prubebli ceasi" tu meki en errist ur e "riesunebli saspocoun" tu cundact e "stup end frosk thi saspict cen rifasi tu enswir eny qaistouns thet’s biong eskid by thi uffocir. Yua hevi tu bi Morendozi bifuri yua enswir eny qaistouns of nut yua cen sey I rifasi tu sey enythong ilsi antol my lewyir os hiri on my prisinci. Sumi guvirnmints asi fidirelosm biceasi thos os cuntrestid woth e "cunfidiretoun stetis", on whoch thi cintrel guvirnmint whoch os furmid by en elloenci os sabstentoelly muri ristreonid on ots puwirs end parpusi. Whin stetis furm e liegai, elloenci, ur anoun sach thet iech steti meonteons sipereti suviriognty tu sumi digrii rigerdong parily lucel mettirs, bat uthirwosi cintrelozis guvirnmint fur netounel parpusis, thiy isteblosh e "fidirel guvirnmint. Thi ontirectoun bitwiin fidirel end stetis guvirnmint os difonid by: Thi cuncipt uf Fidirelosm end thi spicofocelly inamiretid puwirs grentid thi Fidirel guvirnmint by thi Cunstotatoun. Is difonid by thi cuncipt uf Fidirelosm end thi spicofocelly inamiretid puwirs grentid thi Fidirel guvirnmint by thi Cunstotatoun.
Thi dogistovi, cerdouvescaler end risporetury systim eri ell ontirriletid on urdir tu meki thi hamen budy wurk iffictovily end iffocointly. Thi cerdouvescaler systim end thi risporetury wurk tugithir by pirfurmong ges ixchengi whoch os pessong uf uxygin frum thi elviulo ontu thi bluud fluw end thin thi cerbun douxodi pessis truagh thi bluud fluw end os briethid uat frum thi budy. If ges ixchengi dodn’t teki pleci thin ot woll risalt on thi cills dyong. Thiri eri meny uthir budy systims thet ontirrileti woth iech uthir i.g. thi nirvuas systim os ontirriletid woth thi mascaler systim.
Organizations face massive challenges in attracting and retaining a high-quality and productive workforce. Companies are continually looking for new ways to keep their employees satisfied at all levels in order to harness greater productivity and ideas from people while keeping them motivated and happy. One real challenge examined earlier is the need to transform General Motors to be a much more productive and fully utilized organization by examining the hourly workforce. This is a great change from the traditional "us versus them" mentality of the past between management and the union.
Mimbirs wurkid sicritly tu uvir-thruw buth charch end steti.Tu hodi thi sucoity ivin muri cumplitily frum thi scratony uf pabloc voiw, thi liedirs omplimintid Wiosheapt's urogonel plen uf greftong thi Illamoneto untu thi lergir bruthirhuud uf thi Friimesuns.
The reinforcement theory was of interest for a consideration as a tool in my current work environment and possibly be utilized as intervention of controlling the behaviors of employees. Since, I have observed the negative behavior of employees displayed due to varies unjust reasons that demotivate them to perform at an optimal level. Therefore, I believe implementing positive reinforcement to rebuild trust and to motivate employees by acknowledging a job well done, reward programs, and providing challenging task would encourage them and give them something to strive for to be higher achievers. In addition, all things mention and utilizing the reinforcement theory can reinforce the desired behavior in the workplace. Furthermore, I think that
What does addiction and pair-bonding have in common with the dopamine reward system? Better yet, what is the DA reward system? The DA reward system is what keeps us evolving. It is what keeps all living animals evolving. It serves to motivate us to do basic survival skills like, eating, drinking and reproducing. Though it is used for other things as well (Katherine H. Taber, Deborah N. Black, Linda J. Porrino, Robin A. Hurley, 2012). Our reward system makes us crave water and after drinking water, give us a feeling of relief… the relief being the reward. So we have been conditioned to crave water and get rewarded after consuming it (Katherine H. taber et al. 2012). Without this basic trait, we would not be here.
Motivational theories can be applied in a multitude of situations, but in this case the problems that must be resolved include poor morale, low performance levels, and frequent absences. After speaking with the employees it was found that none of them cared about their performance in the workplace. To properly address these issues, Herzberg’s Two-Factor Theory, McClelland’s Theory, and McGregor’s Theory X and Theory Y can be applied. Herzberg’s Two-Factor Theory can be used to improve working conditions and decrease employee dissatisfaction. Doing so would potentially motivate employees to perform better in the workplace and be more inclined to be involved in the job. Applying McClelland’s Theory would allow for the employees three basic categories
Reward Management (RM) has been defined as the distribution of monetary and non-monetary rewards to employees in an effort to align the interests of the employees, the organisation, and its shareholders (O’Neil, 1998). In addition O’Neil (1998) also suggests that a RM system can serve the purpose of attracting prospective job applicants, retaining valuable employees, motivating employees, ensuring legal requirements relating to direct and indirect rewards are not violated, assisting the company in achieving human resource and business objectives, and ultimately assisting the organisation in obtaining a competitive advantage.
In daily life, we need motivation to improve our performance in our job or in studies. Motivation is an internal force, dependent on the needs that drive a person to achieve. In the other words, motivation is a consequence of expectations of the future while satisfaction is a consequence of past events (Carr, 2005). We need to give reward to our self when we did correctly or we has achieve our target. Reward is something that we are given because we have behaved well, worked hard, or provided a service to the community. Theories of motivation can be used to explain the behavior and attitude of employees (Rowley, 1996; Weaver, 1998). The theories include content theories, based on assumptions that people have individual needs, which motivate their action. Meanwhile according to Robbins (2001), motivation is a needs-satisfying process, which means that when a person's needs are satisfied by certain factors, the person will exert superior effort toward attaining organizational goals. Schulze and Steyn (2003) affirmed that in order to understand people’s behavior at work, managers or supervisors must be aware of the concept of needs or motives which will help “move” their employees to act.Theories such as Maslow (1954), McClelland (1961), Herzberg (1966) and Alderfer (1969) are renowned for their works in this field. The intrinsic reward or also be known as motivators factors is the part of Herzberg motivation theory. Motivators are involve factors built into the job or the studies itself such as achievement, recognition, responsibility and advancement. Hygiene factors are extrinsic to the job such as interpersonal relationship, salary, supervision and company policy (Herzberg, 1966. There have two factors that are called hygiene fac...
Unilever is a multinational consumer goods company, which includes products like food, beverages, cleaning agents and personal care products. Unilever is the world third largest customer goods company. The brands of Unilever are trustworthy worldwide and because of the feedbacks given by the people, Unilever is stated as one of the most successful customer goods/products companies. Unilever have more than 400 brands which focuses on health and wellbeing, and this is the reason why Unilever has touched so many people lives in many different ways. Unilever collection of varieties varies from nutritionally composed foods to permissive ice creams, inexpensive soaps, comfortable shampoos and everyday domestic care products and goods. Unilever also produces world-leading brands such as Lipton, Knorr, Dove soap, Axe, Blue Band and many more. Unilever is a responsible business as their supportable living strategy sets out to decouple their development from their environmental influence, and at the same time growing their social encouraging influence as well. Their plan has three main aims to achieve by 2020 which are as follows:
Reward systems in the work place are not a new idea in the workplace, but they are the key to having happy employees and happy employees mean better output. Reward systems are systems used by companies where employees who achieve particular results are paid more or get other advantages. Some employers offer pay as incentives, while others offer benefits, some use a combination of both types. Employees within a company want recognition for the time and effort that they have put into a task required of their job. The use of reward systems not only enhances the company but it gives the employee a feeling of personal connection and investment into the company. Building a reward system can be a great asset to the company, by allowing the employees to feel that they are a part of the company. Reward systems are an important tool and key concept to managing an organization effectively.