Impact of Recognition and Incentives on Employees

This assignment analyzes the effectiveness of recognition and incentives in enhancing employee motivation and performance. It examines how monetary rewards and non-monetary recognition can influence employee willingness to work and sense of responsibility. However, the analysis also highlights the importance of healthy working conditions, noting that issues like water shortage and cleanliness can negatively impact employee morale. The document concludes by emphasizing the individual variability in responses to motivational theories and suggests that these theories may be more effective when applied to groups with shared needs and requirements.

Academic writing

Table of Contents
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
TASK 2............................................................................................................................................2
The united states should put more restrictions on gun ownership..............................................2
TASK 3............................................................................................................................................3
Motivational theories..................................................................................................................3
CONCLUSION................................................................................................................................4
REFERENCES................................................................................................................................5

INTRODUCTION
Motivation plays an essential role in the successful operations of an organization. This
factor allows an employee to improve their current performance with the help of different
motivational tools. The present report is based on a case study which will explain the impact of
rewards and recognition on the performance of the employees. With the help of this review a
learner will be able to identify the importance of the recognition for the employees at workplace.
In addition to this, the present report will also explain about The united states should put more
restrictions on gun ownership. This impact will assist learners to understand the regulations and
policies with relation to the ownership of guns in US. Besides this, the stated document will also
explain the two motivational theories which can be used in the organizations (Decker, Riley and
Siemer, 2012).
TASK 1
From the presented case study, it is concluded that motivation has become a major issue
for the employees which can be solved by considering certain mechanisms. It is believed that
adaption of these mechanisms such as non- monetary rewards and recognitions can assist in
improving the attitude of employees towards their work. But these implementations are no more
useful for the employees. It has resulted into non- performance of duties and work. However, the
management needs to adapt some another programmes so that it can remain useful for the
organizations. It is necessary for the top level management to understand the factors and theories
which remain useful for the corporates. As a result, the four keys has been explored such as
research, skills development, communication and rewards/incentives. The implementation of
these programmes are required to be done effectively. It is seen that human motivation are
universal in order to attain work. The motivational programmes will be explored by the so that it
can be implemented to the wherever it requires. With the help of analysing this review, the
learner should be able to improve the operational effectiveness. Ion addition to this, the
importance of reward system and recognitions will be clearly understood at the end of this
review (O'Neil and Drillings, 2012).
In context to above, there are certain issues with the non-monetary rewards. In the
organizations unethical behaviour, increase risk taking and decrease cooperation have marrow
focus. However, there are many reward and recognition programmes exist but none of them can
be implemented. It is seen that the bigger the companies the worse the effect of these elements. It
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is also seen that, the VP and senior executives are changed in the period of every 2 to 4 years.
Here, they order for the review of the rewards and recognitions but the research is being
conducted on the same group. The management needs to conduct new research so that end
conclusions can be effective where the new reward policies and recognitions can be analysed
(Decker, Riley and Siemer, 2012).
With the continuous research, a leading performance improvement consultancy has
declared that gift cards of monetary value can assist an employee to enhance his performance.
These gift cards are out of the pockets of the employees so that it can be used by the
organizations. In section of incentives versus recognition, this is clearly explained that incentives
are used for the salesperson and the recognition used for the employees. However, the employees
gets recognition because the monetary incentives can be expensive for the firms. On contrary to
this, people working as salesperson deserves to get incentives because they have less job
security. Recognition remains for the long term and the incentives remains for the short term. It
can be said that, the rewards are incomplete without the recognitions. Moreover, it is seen that
the employees who are working hard and doing well still they are recognized by the management
and getting only a word of thanks The organizations are aware of the good performance of the
employee if they do well the bottom line of the firms will increase. But it is seen that if the
qualified employees are being praised then it will affect the another teams. On contrary to this,
the context of balance score card, the management should adapt this for the measurement of their
performance. This element will assist the organizations to identify the actual performance of the
employees. Therefore, it can be concluded that the appropriate solution is for the employees to
become non-combatants and sit one by withdrawing their willing participation (Decker, Riley
and Siemer, 2012).
TASK 2
The united states should put more restrictions on gun ownership
On the basis of research, the crime rates of US has increased by 3.9% in 2015. The major
reason of these crimes can be the frequent use of guns. In 2013, it is seen that 33,636 gun related
deaths were occurred in United States. This shows that the policies and regulations related with
guns are so lenient. This results in increase in crimes due to extreme use of guns. This is also
found that, the minors easily get the permits for the use of guns. This has resulted in excess of
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murders in this stated economy. However, the government of US needs to make strict regulation
so that the use of gun can be lower down. In addition to this, the minors are required to provide
appropriate guidance so they can understand the use of gun is harmful for them. In context this, it
is seen that the criminal buy guns on legal basis and further use for the crime purpose. If the
government of US wants to lower down the effect of deaths then they are required to tighten the
laws. Sometimes, these weapons are used by the children innocently which also leads to commit
crimes. In context to this, large number of violent crimes are committed in US due to excessive
usage of the guns. However, the higher authorities are required to take corrective measures in
order to lower down the crime rates (Decker, Riley and Siemer, 2012). The government of US
has decide to to tighten the allowance of licence for the purchase of the guns. The authorities
explained that the massive shootings are not in their hands but they can restrict the guns policies.
This will allow people not to use the guns without permissions (Yidong and Xinxin, 2013).
TASK 3
Motivational theories
As per my personal experience motivational theories are fruitful for the employees.
During my employment terms, the management of my company has adapted the two theories i.e.
Maslow and Herzberg theories. These theories helps an employee to improve their current
performance for the attainment of future goals. In Maslow theory there are five needs of the
employees such as physiological, safety, love, esteem and self actualization needs. This theory
has remained useful as per my personal experience. In my organization, the top management has
offered financial securities and health securities. This provided an assistance to me enhance my
work because I felt secured at workplace. On another hand, the physiological needs were not
fulfilled in my organization because I came to another city but the organization did not provided
shelter. As a result, I faced different issues in the starting of my job which affected my work
also. This theory has remained useful at some extent but still there were some areas where I did
not find these theories useful (Locke and Latham, 2013).
On contrary to above, further the management adapted the Herzberg theory which is
based on two factors such as motivational factors and hygiene factors. In terms of motivational
factors, this theory remained helpful because the organization gave me certain responsibilities
which made me feel responsible towards the company. In addition to this, I used to work in a
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team where my team leader involved me in the decisions making process. This provided an
assistance to enhance my dedication towards the operations of my company. On contrary to this,
hygiene factors were also focused by the top management because the company hiked my salary
on yearly basis. Besides this, I was offered monetary incentives which attain my financial needs.
As a result, my willingness to work is also enhanced and I also felt responsible toward my duties.
But in terms of working conditions, I did not find the healthy conditions in the organization.
Here, I found the shortage of water and cleanliness was the major issues. In this context, I did not
find this theory helpful for me and the other employees. Therefore, it can be said that each and
every theory may not remain fruitful on individual context. But these theories can remain useful
on the whole group where the people have common demands and requirements (Delahaye,
2015).
CONCLUSION
The analysis of this review has enlighten that recognition for the employees are so
effective in order to enhance their perforce. Incentives are equally important with recognition
because money is the element which is necessary in all aspect of life. On another hand, the US
government needs to enhance the restrictions on licensing of the guns.
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REFERENCES
Books and Journals
Decker, D. J., Riley, S. J. and Siemer, W. F. eds., 2012. Human dimensions of wildlife
management. JHU Press.
Delahaye, B., 2015. Human resource development. Tilde Publishing.
Dimba, A. B., 2010. Strategic human resource management practices: effect on performance.
African Journal of Economic and Management Studies. 1(2). pp.128-137.
Hendry, C., 2012. Human resource management. Routledge.
Locke, E.A. and Latham, G.P. eds., 2013. New developments in goal setting and task
performance. Routledge.
Miner, J.B., 2015. Organizational behavior 1: Essential theories of motivation and leadership.
Routledge.
O'Neil, H.F. and Drillings, M. eds., 2012. Motivation: Theory and research. Routledge.
Yidong, T. and Xinxin, L., 2013. How ethical leadership influence employees’ innovative work
behavior: A perspective of intrinsic motivation. Journal of Business Ethics. 116(2). pp.441-455.
Online
Andruss, P., 2012. How to Attract -- And Retain -- Staff When You Can't Pay Big Bucks.
[Online]. Available through : <https://www.entrepreneur.com/article/223516>.
[Accessed on 31st December 2016].
Bratton, J., 2005. Strategic human resource management. [Online]. Available through :
<http://www.otaru-uc.ac.jp/~js/downloads/SP2005-PDF/SP2005-Chapter2SHRM.pdf>.
[Accessed on 31st December 2016].
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