Thinking About Rewards Essay Example for Free

Thinking About Rewards EssayFrom the obligate empower Dump the Cash, Load On The Praise, why is salary exclusively non a motivator? harmonise to the article, while bullion has its merits and value, it is often not enough. Studies show that employees curb alship canal valued other things to a greater extent than money. These other things includeverbal and non-verbal affirmations and praise of performancethe respect of colleagues and peers qualitying that one is making a contributionhaving interesting campaign, and ascertainting obscure in and being informed about whats oversteping inside the play along. The article explains that lore is vital in boosting an employees esteem, which would in turn improve his/her performance. Recognition makes the employee do roughthing redundant because he/she knows that someone will notice and someone will care. In contrast, relying on money alone will get the scarper done. But it is not necessary the employees best field. It was also found that in this situation, employees often do their least, and do not go above and beyond expectations. In addition to money, the article suggests a compendium of motivators praise, recognition, promotion and growth opportunities, and challenging work. After reading Nelsons top ten ways to motivate todays employees list, identify five suggestions from that list that would be exerciseive strategies to use to motivate you as an employee. Explain. Be willing to take the time to meet with and listen to employeesas much as they need or destiny. This is close important to me at my current job, because above all, I need to look on about the job. Having constant discussions with my knob would not only help me in the learning process, it also gives me a chance to clarify some things, as well as, provide an indicator of my progress. Provide specific feedback about performance of the person, the department and the shaping. Basically, for reasons the homogeneous as above. Only this would also provide me with a glimpse of what values, attitudes and performance indicators are acquiring to a greater extent weight. It also helps me learn more about the company, the volume and the dynamics. Strive to create a work purlieu that is open, trusting and fun. Encourage new ideas and initiative. I akin to work in an environment where I dont line up the need to conform to everyone elses expectations. And since I am new, I expect to contribute some dodges that I begin learned in the past. I want to be able to try out these systems without any disquietude of making mistakes, the corresponding mistakes that we all can learn from. I would like to be able to present ideas and not be shot down without getting heard. Involve employees in decisions, especially when those decisions affect them. I think its only fair to involve me in decisions about things that would affect me, both on a personal and professional level. That way, I can share my situation and opinions. It would also make me feel like my inputs are important, while giving me an opportunity to better understand the issue from the managements perspective. Give people a chance to grow and learn new skills. Show them how you can help them meet their goals within the background of meeting the organizations goals. Create a partnership with each employee. Probably, the first thing that would make me leave is a sense of stagnation the feeling that I am no foresightfuler learning or the things Im doing is getting routine. From the Getting Happy with the Rewards King article, do you agree with Bob Nelsons position that while money is important to employees, thoughtful recognition motivates them to perform at higher levels? Contrast Nelsons perspective with that of Alfie Kohn in the For surmount Results, Forget the Bonus article where he argues that rewards dont work. I agree with Nelson when he says that money is not everything, and that recognition motivates people to work at higher lev els. I watch seen this happen many times at work, with myself, or with my colleagues. Ive seen it happen in school. It is also intuitive, and common sense. You cant get anything from beating a dead donkey. In the same manner that you cant get the best work out of a demoralized employee. Recognition fixs the employees self-esteem, and shows him/her what is important in the organization. It helps him/her create positive relationships with colleagues and superiors. Nelsons empirical ideas is back by years of experience in human resources. Kohn, on the other hand, drives home the point that the effect of rewards is, at most, temporary. Kohn argues that rewards are more like punishment. However, unlike Nelson, Kohns arguments are not rooted in research, or empirical observations. In fact, Kohns ideas run contrary to what Ive seen and learned thus far. Sure, Kohn cites studies but fails to name them. I feel that the conclusions derived from these studies (if they do, in fact, exist) are either limited, or erroneous. Organizational behavior is a complex phenomenon that its difficult to commode out extraneous variables, even in most experimental settings. Kohn relates the commenceings found at an unnamed midwestern company, where an incentive system was taken out.At first, Kohn says, the production went down as expected, but in the long term, production rose to a level at par or higher than before. Since the study was not in truth named, we could only judge it from what Kohn wrote. Firstly, it seems simplistic that an experience or result at one company should apply to the general population. Secondly, Kohn failed to eliminate other causes, like the workers learning more about their processes or extra machinery acquired, and other things. For me, Kohns cited studies seem generally unscientific and and their applications are profoundly limited. However, Kohn succeeds in explaining why recognition should work. Ironically, by comparing recognition and punishment, K ohn showed us that recognition as a catalyst for behavioral change has the same impact as punishment. We all report to work on time to avoid pay deduction, or a warning. We dont smoke in areas were not supposed to, because of the company policy, or the indignant stares we get. Like it or not, punishment works. By equating recognition with punishment, Kohn undermines his statement that recognition do not and will not work. And since Kohn cites studies from social psychology, it would be interesting to know what Kohn thinks of conditioning theorists like Skinner who expoused the importance of positive reinforcer on behavior changes and learning. In the end, all Kohn is arguing is the value of the reward involved, not the recognition system per se. For Kohn, a reward of higher value would make recognitions impact more felt. grok is cited as among the Fortunes Best Companies (33 on the 2007 list, up from 78 in 2004) to work for because they have a corporate assimilation that is alway s focused on employee recognition. Go to the Intuit website and review their rewards program for employees http//web.intuit.com/about_intuit/careers/rewards/ . In light of our readings on rewards, what is your assessment of the Intuit rewards culture? If I were to serve as a judge for Fortunes Best Companies to work for, Intuit would jump from 33 to at least the top 20. For one, Intuit has an enviable benefits package, including medical, vision and dental plans, a flexible spending account benefit, stock plans, supporter and referral programs. While the Web site is largely silent on non-cash recognition, it can be inferred that the company cares for its employees. Its disability insurance that pays up to 70% of the employees canonic salary promotes a sense of security for its labor force, in the event that something bad happens to them. The companys openness and assistance in their employees savings, as well as its assistance programs, also speaks about the companys concern. The company is also affiliated to help employees learn formally with a tuition assistance programs. Furthermore, the company even pays for their employees gym memberships and physical fitness classes. More than that, the company says on its Web site that employees are recognized through cash and non-cash incentives. Intuit is redress up there on the list of best companies to work for because of all these. They are right on target and on track with recognizing their employees, making them a company to be emulated by others.How does your organization stack up with respect to creative and fun work environments with respect to reward systems? I have just been recently hired as a contact representative by the Social security Administration. Even though I am still in training, I find that my job is fulfilling establish on what my colleagues tell me and what I see from them. First off, I have a supervisor who provides me regular feedback on my performance and how I am progressing, and even the things that I need to address or learn more. I work at an office that specifically values respect among its workers and to its callers. There is actually a written policy that says each employee must treat other employeesand customerswith respect, regardless of their race, gender, age, religion, etc. My colleagues are actually very friendly and helpful. I also find that the very nature of my worktalking to a variety of people about their social security, their checks, and their benefitsis stimulating for me. There is always a new case with new bunch every single day. I am grateful that my colleagues also find time to share their stories and their work. At various points of the day, we share tips on how to handle irate callers, or how to best process a complaint, or what to do in a particular instance. Even if the SSA is a very structured organization, I find that we have leeways in handling calls. We actually can use our own methods in answering calls and getting the informati on to the callers. Its not that stiff. The quality of your work is based on how clearly youve communicated the information to the caller, and how you handled the caller. Whats more, I work with people that puts a high value on camaraderie. Just yesterday, a colleague celebrated her birthday, and everybody chipped in to buy her a big chocolate cake, while our department boss gave her a bouquet of flowers. I think Im going to like it there. In your experience, is employee recognition a scarce commodity in organizations? wherefore is that so? No. I think I have been very lucky to be involved in organizations in the past that respected and valued diversity and initiative. In a way, I have been praised for my work. I have also been objectively reprimanded for lapses. I am currently in an organization that strives to build relationships among its people. The same organization that is very clear with what it aims to achieve, and rewards the people who makes it happen. Its not really just about commissions, or big fat incentives. Recognition comes in various forms. My personal criteria is that if it makes you feel warm all over, if it boosts your self-esteem, if it makes you want to repeat your behavior, then thats recognition. What is the most important lesson you took away from these readings and discussion? My most important lesson is that while recognition has profound positive effects on the employeesand ultimately, the organizationit doesnt have to be expensive. Recognition could be as simplex as a pat on the back, a level-headed word, or singling out the employee/s who did good and thanking them. Recognition does not have to be elaborate, it just have to be apparent.