Critical Report: ASDA's Uniform Reward Policy and Management

This critical report provides a detailed analysis of ASDA's uniform reward policy, examining its impact on employee motivation and organizational success. The report begins with an introduction to critical reports and defines the scope of the analysis, focusing on ASDA as a leading supermarket in the UK. It assesses the effectiveness of uniform reward systems, considering both positive and negative implications for employee performance and commitment. The report then delves into the forces impacting reward management within ASDA, including internal factors like organizational culture and external factors such as changes in the labor market and technological advancements. These forces are evaluated within ethical and legal frameworks, emphasizing the importance of fair and non-discriminatory practices. Finally, the report offers strategic recommendations to improve ASDA's reward management system, suggesting ways to enhance employee benefits, recognition programs, and overall work culture to boost employee satisfaction and organizational profitability. The conclusion summarizes the findings and emphasizes the significance of a well-designed reward policy for achieving organizational goals and fostering a strong workforce.

CRITICAL REPORT

Table of Contents
INTRODUCTION...........................................................................................................................3
TASK ..............................................................................................................................................3
Analysing and assessing uniform reward policy.........................................................................3
Assessment of forces impacting on reward management?..........................................................4
Recommendations for improving the reward management in organization................................5
CONCLUSION................................................................................................................................6
REFERENCES................................................................................................................................7

INTRODUCTION
Critical report is defined as detailed commentary or study that is based on a specific topic
or subject. It includes a lot of information that provide details to a person related to a subject that
has been covered in critical report. The current assignment will be based on ASDA, which falls
under the category of leading supermarkets in the United Kingdom. The study will specify the
argument in favour or against a uniform reward policy for chosen company context. It will also
define the critically assessment of forces that can have a major impact on managing rewards in
the firm within legal and ethical framework. Lastly, the report will also justify strategic
suggestions on firm that aid improve reward management system.
TASK
Analysing and assessing uniform reward policy.
There are several forms of approaches and techniques in the corporate world utilize, for
purpose of rewarding employees. According to, Yin and Wang, (2021) a uniform reward policy
in the organizations plays significant role in the context of motivating staff members and
boosting their morale to perform productively in the workplace. In the workplace when
management implements any reward policy and practice, it may put direct impact on staff
motivation and performance. It may drive their attention toward achieving target aims and
objectives, which is quite essential for organizational as well as candidates success and growth.
On the other hand, Alharbi and Javed, (2021) stated that reward policy put direct impact
on employees in form of making them capable to make achievable commitment that they achieve
by applying different effective techniques. Reward policy is the key source or resource that
administration in the workplace may prefer to use, in order to retain and acquire new candidates,
who may support to reach desire outcomes. It is considered as the most essential aspect that find
in the companies and utilized by the high authority because of several reasons.
In the view of, Acheampong, (2021) an effective reward system in the companies enable
management to make assure that their skilled and talented candidates can form a meaningful and
beneficial bond with ventures. This relation or bond may provide organizations unpredictable
advantages that they may utilize in the future, for purpose of gaining competitive advantages in
bulk.
Mulligan and et.al., (2022) defines that reward policy affect the way an organization take
decision and also the initiatives that employees take in the workplace into practical manner that

in return provide some specify outcomes, whether they are negative or positive. In the retail
industry, varied companies utilize a specific reward system or policy that they implement.
Assessment of forces impacting on reward management?
External and internal forces impact the process of managing rewards in the ASDA within
ethical and legal framework. Organizational culture is the best example of internal force that
may put positive impact on managing reward in the supermarket (Madhani, 2021). It may enable
individual candidates to grow rapidly and gain growth opportunities, either related to personal or
professional. In the ASDA, when management create culture to motivate individual person in
form of adopting reward strategy, then they may take pleasure of retaining and acquiring new
skilled people. It is one of the best and effective approach that management may take into their
consideration for purpose of managing rewards that is important for them to manage in ethical
and legal way (PHAM THI and et.al, 2021). It may enable them to consider some legal terms
that allow, to conduct ethical practices in form of rewarding candidates on the basis of their
commitment and effectiveness, instead of discriminative basis. When a culture is positive it may
affect positively upon managing reward and initiatives that leader or manager take in the context
of same. It may drive the concentration of individuals toward rewarding people for what they did
and achieve while performing in the ASDA.
Changes in the labour market, is the best example of external force that affect reward
management in chosen supermarket within legal and ethical concepts. It may put negative impact
on reward management system in the ASDA, in term of putting a lot of pressure upon
management to make possible change (Alzaabi and Ghani, 2021). This action may enable them
to retain people and make their reward management system effective, more than last few years or
months. Any form of change in the labour market directly affect organizational planning and
implementation in regard to reward, which is quite challenging for them to manage appropriately
and systematically.
Emerging needs of employees and their expectations according to hard-working
performance may also put direct impact on managing reward in ASDA in positive manner. As it
affect management decisions and drive their concentration toward making some modifications in
existing practices that help to motivate employees. While, it may affect negatively in form of
putting a lot of pressure and increase stress level of administration that decrease their

effectiveness and efficiency for short term period. It is important for manager and leaders, to
consider employees needs and expectations as well as requirements.
Technology factor or force also affect process of managing reward in the company,
positively. Advancement of technologies enable them to use the best system or software that help
to analyse staff performance and allow developing reward strategy accordingly (Kim, Wang and
Boon, 2021). Managers and leaders may use technologies according to their task need and then
manage the reward with additional features utilization such as number of aims that a candidate
achieve and in which manner.
Recommendations for improving the reward management in organization
After measuring the effective system in workplace it is important to consider the rewards'
management in which appropriately awarding employee will introduce to various benefits. Most
of the reward procedures varies upon the circumstances of individual and such rewards include
in following ways such as compensation, recognition, appreciation, perks and benefits. The top
performer individual provide various ways to save the organization in production cost which
would be beneficial and outstanding recognition among peers. In terms of profitability ASDA
should maintain the strategy of providing the benefits to employee which leads to their efficient
working that would cause benefits and build productive employee as well. The gift card option is
reward provided by company where they can get the discount on the purchase, and such benefit
motivates them to work more efficiently. Rewards work as incentive to employee and this
influences the working ability as well as positively impact their performance. The sources of
motivation are employee benefits which keep them engaged in the work culture and enhance the
job satisfaction as well. Also, it can be said that the rewarding tangible results such as sales goals
and customer retentions are straightforward or something for which the top performers strive.
Such as recognition rewards for some small adjustments like time management, team
collaboration, etc motivates the average performer to improve.
The powerful working culture is important with many significant aspects as it contributes
to organization profits. ASDA should improve their reward policy as with the gift card facility so
it will provide more opportunity to employee for working much better. In similar way the
employee turnover will also improve and reflect positively towards company image. Apart from
this they must focus on the several negatives aspect and bring the change which would be
beneficial for employee, the more positive work culture creates the profitable outcomes and help

to maintain the good reputations. Also, ASDA can provide better rewards opportunity for
employee by which they will work more efficiently and boost the morale. For leading towards
the positive outcomes the employee should be provided with raising their concerns for any kind
of issues they are dealing with. Such response keep them engaged with their work and it creates
efficiency and productivity of employee. In similar manner employee behaviour reflect to the
working environment in the organization and more the improved the culture will add value the
company image. For the performance of employee ASDA should provide each employee various
rewards depending upon the suitability which could be compensation, perks, recognitions and
other rewards. Whereas the current rewards are being provided to employee will not get the
attention from all workforce as it provide service in terms of discount which would be beneficial
for them while making their purchase, where everyone would not be suitable for taking such
advantages. Thus, it can be said that more rewards possibility to employee will beneficial for
company to work in better terms and it will enhance the profitability and such behaviour will
reduce the employee turnover as well.
CONCLUSION
From above study, it has been concluded that uniform reward policy plays significant role
in the context of organizational growth and success in the business world. It has enabled
management to boost the morale and confidence level of employees, which enable them to build
wide and strong workforce. Furthermore, by summing up above discussion, it has been
summarized that by following and considering the strategic recommendations, along with
recognition of each force, management had achieved target aims and objectives. It has conducted
ethical and legal practices that provided competitive advantages in form of building strong team
of candidates.

REFERENCES
Books and Journals
Acheampong, N. A. A., 2021. Reward preferences of the youngest generation: Attracting,
recruiting, and retaining generation Z into public sector organizations. Compensation &
Benefits Review. 53(2). pp.75-97.
Alharbi, K. K. and Javed, U., 2021. IMPACT OF REWARD SYSTEMS ON EMPLOYEE
MOTIVATION AMONG EMPLOYEES IN PRIVATE SECTORS IN JEDDAH.
PalArch's Journal of Archaeology of Egypt/Egyptology. 18(14). pp.677-687.
Alzaabi, A. A. Y. A. and Ghani, A. B. B. H. A., 2021. Do job performance mediates between e-
learning training program and organizational performance: a case of Dubai police force.
International Journal of Entrepreneurship. 25. pp.1-18.
Kim, S., Wang, Y. and Boon, C., 2021. Sixty years of research on technology and human
resource management: Looking back and looking forward. Human Resource
Management. 60(1). pp.229-247.
Madhani, P. M., 2021. Building a customer-focused culture with rewards alignment: a cross-
sectional analysis. International Journal of Electronic Customer Relationship
Management. 13(1). pp.45-80.
Mulligan, K and et.al., 2022. What do nonprofit hospitals reward? An examination of CEO
compensation in nonprofit hospitals. PloS one. 17(3). p.e0264712.
PHAM THI, T. D and et.al, 2021. The Influence of Organizational Culture on Employees'
Satisfaction and Commitment in SMEs: A Case Study in Vietnam. The Journal of Asian
Finance, Economics and Business. 8(5). pp.1031-1038.
Yin, M. and Wang, Y. X., 2021. Optimal uniform ope and model-based offline reinforcement
learning in time-homogeneous, reward-free and task-agnostic settings. Advances in
neural information processing systems. 34.

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