Sustainable & Effective Reward & Recognition Program

Added on -2020-02-05

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STUDENT NAME:STUDENT ID:SUBJECT CODE:ASSIGNMENT TITLE: SUMMARY ON MOTIVATIONALPROSPECTS AND GUN RESTRICTION DISCUSSION IN USA
Table of contentsTask 1 The requirements of sustainable and effective reward and recognition programme...........3Task 2 Restrictions on gun ownership in United States..................................................................5Task 3 Comparing and contrasting two motivation theories alongside education life....................7Reference List..................................................................................................................................92
Task 1 The requirements of sustainable and effective reward and recognitionprogrammeOrganizations cannot solve the problem of employee or business partner motivation by throwingsome non-monetary mechanism from above. Such mechanisms failed in the past and as a resultnewer ones were introduced only to achieve the same fate. Instead of improvement, onlyconfusion and worsening of relationship between management and workers were seen. In thisbook, the requirements of sustainable and effective reward and recognition programme will bediscussed. In the context of a corporate or non-profit organization, the principles of theoriesshould be applied to modern organizations so as to achieve expected human motivation. Thefour elements of a performance improvement programme are: research, skills development,communication and incentives. Different types of recognition and reward options need to beknown for specific employee or distributer participant profile. The cultural attitudes of peoplearound the world are pivotal to the success of the mechanisms. At the end of the review, theoperational achievements of the schemes are to be reviewed and, if possible, new ones need to becreated (Wery and Thomson, 2013, p.506). There may be an issue with rewards. Goals maycause impediments due to narrow focus, decreased cooperation and so on. The bigger theorganization is, the worse the cumulative effect will be of not having a sound reward andrecognition programme. The return on investment (ROI) is hard to predict and the employedschemes often do not succeed in achieving the goals. In a report, BI Inc supported by many otherstudies claimed that gift card with monetary value are less effective than tangible items likemerchandise in promoting higher performance. Gift cards, as the report claims, also suggest thewinners to pay as much as 220 percent of the reward in case they redeem. Simply, this does notremain a reward as the workers are paying for themselves.Incentives versus recognition: The common thinking is that incentives are for salespeople andrecognition is for employees. Recognition is given to employees as giving them reward does notseem feasible. Salespeople need it as they do not have any other security options. Incentives actas funds for the future. But these are two sides of the same coin. Rewards promote loyalty andincentives quick and tactical change. Incentive has short-term implications and incentives long-term. Frankly, there should be no incentives without recognition and no recognition withoutincentives.3

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