Financial Rewards in Germany: Analysis of Effectiveness in Business

This report analyzes the effectiveness of financial rewards in Germany, focusing on the cultural context and its impact on employee motivation and business practices. The report highlights that financial rewards are less effective in Germany due to cultural factors, where employees prioritize job security and are less driven by monetary incentives. The report also provides insights into the German work ethic and the role of incentives in employee performance. The report also mentions that the companies are not providing adequate financial rewards to the employees. It also discusses the importance of understanding these factors in the context of business development. The report then discusses the potential for conflicts and the importance of recognizing the limitations of financial incentives in the German business environment. Finally, the report includes a brief overview of the cited sources.

International Business
Management

TABLE OF CONTENTS
Why was financial reward less effective in Germany?...............................................................2
REFERENCES................................................................................................................................3
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Why was financial reward less effective in Germany?
In Germany, people are very much concerned for their plans and policies. They are not
affected by effective reward system because they believe that financial rewards creates disputes
and increases conflicts between them. They are hard workers and they knew that they will get
success and they do not have to rely on others for their employment. The organisation in
Germany always attract employees by providing them financial rewards (Kerr,Vardhan and
Jindal, 2014). Actual condition is different because they do not provide any reward. The
employer of the company in Germany are always believes in hiring candidates to complete their
work and do not provide any proper wages after transmitting various plans.
The people know that the companies do cheating with them. They do not provide any
extra amount even for their work. In case if the firm provides financial reward to any employee
then it does not help them to increase their standard (Hare, Hakimi and Rangel, 2014). They
only provides various attractive offers which actually does not contain any solid facilities. The
attractive policies are made to attract employees so that they can help them in increasing their
revenue and plans. The organisation terminate them when their tasks are fulfilled and they are
successful in achieving their long term goals and profits.
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REFERENCES
Books and Journals
Kerr, J., Vardhan, M. and Jindal, R., 2014. Incentives, conditionality and collective action in
payment for environmental services. International Journal of the Commons. 8(2).
Hare, T.A., Hakimi, S. and Rangel, A., 2014. Activity in dlPFC and its effective connectivity to
vmPFC are associated with temporal discounting. Frontiers in neuroscience. 8.
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