Employee Recognition and Motivation Strategies

This assignment reviews an article on successful employee recognition, highlighting the importance of recognizing employees' achievements, providing feedback, and using incentives to motivate them. The article also discusses the role of organizational dynamic concepts, such as strengthening resources and improving employee performance, in achieving desired outcomes.

REVIEW

Contents
Your Name: (STUDENT NAME)...................................................................................................2
2. Title and source of article............................................................................................................2
3. Why you chose article?................................................................................................................2
4. What is the key strategic message in the article?........................................................................2
5. What is key strategic “Organization Dynamic Concept”?..........................................................3
References........................................................................................................................................4

Your Name: (STUDENT NAME)
2. Title and source of article
Secrets of Successful Employee Recognition
3. Why you chose article?
The article highlights some of the notions that help in motivating the employees at work. It also
discusses how the salary and bonuses are effective for the sustainable form of motivation but an
urge to do the work is when the employees are treated well in the workplace, with the softer side
of management. But, mainly the employees are seen to work willingly when their achievements
are recognized, and the progress is set towards the goals which are frequently more than once a
year (Nelson, 2008). The recognition and the rewarding performance needs to be taken on a daily
basis. This will help the employees to be enthusiastic to work and be informed about things that
can affect them.
4. What is the key strategic message in the article?
As per the analysis, there is no-cost recognition that works, where the best methods are the
interesting work. The employees should be enthusiastic about their work where their productivity
and knowledge tend to increase on a daily basis. This will help in compensating for the time

which is set away from the regular job. The information, communication, and feedback are
important for the employees to work on. This will help them to improve their communication
skills and team building. The increased visibility and opportunity is important for the workers as
this helps them in a way of giving credit for the work. This could easily be done through the
letter of praise for the others in the organization with the chance to stand and be acknowledged at
the meetings (Nelson, 2008). The article also reflects on how the rewards will help in intrinsic
and extrinsic motivation with a sense of accomplishment and making one feel good about it. The
bonuses and the regular recognition for the hardware will help in improving the quality of output.
The study includes the rewards which are based on higher performance criteria. There are
different job characteristics which are based on the skill variety and the identity of the tasks. The
increased motivation through the participation of employees helps in the easy management as
well where the employees are able to get personally involved with the on-goings of the company.
The sense of profit sharing and the gain-sharing plan is effective with long-term employment
plan that helps in making a concentrated effort to maintain the cohesiveness at work. The article
also highlights the rewards which lead to improved creativity and specifically motivate and
excite the employees. The creativeness and innovation are mainly to help the company
employees to dedicate their time to the achievements.
5. What is key strategic “Organization Dynamic
Concept”?
The organizational dynamic concept included is the strengthening of resources and improving
the performance of the employees. The article reflects on how the organization should help their

employees to perform at a consistent level. This can be done by providing them a better training,
alignment of the policies and the procedures to mainly support the different new behaviors
(Nelson, 2008). With the advancement of the programs in the organization, the hiring and
promotion of the employees are based on the value that is highlighted in the program of
recognition. The desired behaviors are depicted to through promotions and building upon the
past programs. The example is the initial recognition program to promote the improved services
of the customer, shift in the emphasis to mainly focus on the improvement of certain services
which are related to different functionalities in between different departments. The involvement
and the ownership in decisions help the people to solve their problems with the increased focus
on achieving ways that will appreciate the flexibility in the job. Though this, the major focus is
also on achieving the employee based desired performance, which increases the likelihood that
needs to be performed, as and when desired. The major impact is also on profit sharing where the
employees receive them. The programs are companywide incentives where the employees will
be involved in the profitability of the company as well. The performance appraisals are an
effective tool to give the employees feedback with the aid of development. The organizations
also use the 360-degree feedback which is collected from the different sources. It is important for
determining the pay for promotion of a particular employee.
References
Nelson B., (2008). [online] Available at: < https://www.qualitydigest.com/aug/nelson.html>