In order for a reward system to work correctly it must be punctual, joined to performance and efficiently communicated (Santone, Sigler and Britt, 1993). One example that is currently being used is that of Gainsharing. This is a system that is used to manage promoting high levels of performance by way of association and contribution of workers. As performance goes up, workers share in the financial increase. Enhanced performance leads to increased compensation, which in turn promotes constant enhancement by way of a reinforcing sequence (Gainsharing, 2007).
Even though influential approaches can be used to influence approaches or behaviors, inducements center more completely on behaviors. Consequences are structured to support people or groups to alter the way they are behaving. Rewards function first and foremost to alter the behavior rather than the attitudes of the target organization (MacGrath, 2005). The majority of the typical motivational apparatus like promotions, extras, employee of the month honors and motivational talks are completely damaging to the drive, vigor and dedication of workers (Kjerulf, 2006).
In conclusion it is definitely possible for employers to use incentives threats to motivate employees. Threats on the other hand work in the short-term but do not usually affect long-term motivation. In order to do this it is important for employers to make workers feel safe, wanted and respected. If managers think about the desires of the people, there are several ways that can be used to sufficiently motivate employees and get a good commitment from them (Benson and Dundis, 2003).
References
Benson, S.G. & Dundis, S.P., 2003. Understanding and motivating health care employees:
integrating Maslow's hierarchy of needs, training and technology. Journal of Nursing
Management, 11(5), p.315.
Breisch, L.R., 1999. Motivated. Nursing Management, 30(3), p.27-29.
Clark, K., Peters, S.A., & Tomlinson, M. (2003). The Determinants of Lateness: Evidence from British Workers [Online]. Available at: http://repec.org/res2003/ClarkK.pdf [Accessed 3
November 2010].
Finkelstein, E.A. & Kosa, K.M.,2003. Use of Incentives to Motivate Healthy Behaviors among
Employees. Gender Issues. 21(3), p. 50-59
Gainsharing [Online]....
Their disadvantages are that they are often subjective (all employees do not receive the same rate of pay or reward), and they may create friction between management and some employees. In addition, some individual plans cost more HR hours to create and maintain. In five years, I would like to see myself in a position rewarded with individual incentives. I believe I have much to contribute to an organization, and
Human Resource Management in International Business Impact of Cultural Differences, Socioeconomic or Political Factors on international HRM Challenges to HRM posed by growth in International Business By looking at the changing trends of the world of commerce in recent times, one can significantly notice the fact that this business community is becoming more and more competitive. This clearly signifies the truth that the elevating competition within the community has given rise to international
Human Resources Technology The Human Resource Management within organizations has gained escalation strategic prominence accompanied by the significant of its existing configuration of HRM and respective business strategies is well acknowledged (Colomo-Palacio et al., 2012). In fact, the efficient Human Resource Management is essential in order to be capable to meet the prevailing market demands with well-qualified workers at all times. Technology and Human Resource Management possess a wide range of
Human Resource Issues in Health Field The field of health human resources in the health field deals with issues such as planning, performance, management, development, information, retention, and research on human resources in the health sector Successful realization the mission and goals in this field is determined by the dedication and skills that the specialists possess. This study identifies various issues that often arise and bedevils this field. Current trends relating
These programs help the employee to use their greatest talents and assets for the improvement of the organization. The fifth area of the total reward strategy involves culture. Culture refers to the attitudes and behaviors that collectively influence how an individual behaves. Cultural change is difficult because it means of changing attitudes and fundamental beliefs of a society or organization. Culture is an element that can influence the total rewards
Human Resource Management Employee Benefits Making employees happy is vital since it makes employees work better and satisfied working for the company. In this regard, it fulfills HRM goals as it lowers turnover rates and employee complaints. Companies ensuring their employees receive the required benefits leads to employees' contentment but failure to do so results into dissatisfaction and quitting of duties. In addition, morals should be very good in the company to
Our semester plans gives you unlimited, unrestricted access to our entire library of resources —writing tools, guides, example essays, tutorials, class notes, and more.
Get Started Now