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Academic Research and Writing Type of Paper

   

Added on  2020-02-05

10 Pages2152 Words389 Views
Academic Research and Writing Type of Paper1Academic Research and Writing Type of PaperStudent Name:Student ID:University Name:

Academic Research and Writing Type of Paper2Table of ContentsTask 1...............................................................................................................................................3Task 2...............................................................................................................................................5Task 3:.............................................................................................................................................7References:....................................................................................................................................10

Academic Research and Writing Type of Paper3Task 1 Motivating the employees has grown to become one of the major aspects of any organisation. Several methods like reward and recognition are, therefore, necessary to be followed by the organisations. Not only this, it is equally important to make sure that the mechanical means as such are effective in a sustainable way. Hence, four key elements, skills development, research, communication and rewards/incentives are necessary to monitor the performance improvement program (Fisher, 2015). With the help of the most suitable recognition programs, motivating the employees for a longer period can be accomplished. While the multiple methods may not work effectively for the organisation, a few selected ones can be effective in motivating the workforce and thus enhance the overall performance of the organisation. The non-monetary rewards of any organisations underlie various issues with it. While it can be considered that the organisations engage in multiple rewards and recognition methods which, in the majority of the times, are not able to derive the standard output. It can be considered that the goals can lead to certain factors like narrowed focus, increased risks, and unethical behaviour and so on (Fisher, 2015). The cumulative effect can be considered inversely proportional to the size of the organisation. The methods and techniques are reviewed in order to identify the most suitable ones for the organisation. Thus, reviewed scheme regarding the rewardchoice, new recognition media, team structures and so on are implemented by the organisations. However, the anticipated return of investments is not reached by these methods in most of the organisation. When it comes to recognition, there lies a line of difference between it and the incentives.While the incentives are the short run, the recognition is for the long run. Hence, it is considered by Fisher (2015) that the incentives are for salesperson as it compensates for their lack of job security in the majority of the cases. While certain organisations design their programs in such a way which incorporates both incentives as well as recognition. While the recognition methods are adopted by various organisations to engage the employeesfor better work, it can be said that these methods may have the tendency to demotivate the other employees. While the managers of the organisation may find potential in one person, the fellow

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