Reward Systems, Motivation, and Performance: A Detailed Report

This report delves into the critical role of reward systems and employee motivation within organizations, exploring their impact on overall performance. Task 1 examines the significance of rewards and recognition schemes, differentiating between monetary and non-monetary incentives, and discussing the effectiveness of recognition programs. It also introduces the balanced scorecard as a tool for evaluating employee performance. Task 2 shifts focus to public health crises, specifically addressing the issue of gun violence in the United States, analyzing arguments for and against stricter gun control measures. Task 3 provides a comparative analysis of the author's personal experience as a Marketing Manager at Tesco in the UK, contrasting Maslow's hierarchy of needs and Herzberg's two-factor theory to understand how these motivational theories can be applied to enhance employee performance and create a positive working environment. The report concludes by highlighting the practical implications of these theories and their relevance in a real-world business setting.

ACADEMIC RESEARCH
& WRITING

TABLE OF CONTENTS
TASK 1............................................................................................................................................3
TASK 2............................................................................................................................................4
TASK 3............................................................................................................................................1
REFERENCES................................................................................................................................2

TASK 1
In the current scenario organizations are seen that there are problems occurs with the
employees in the business. The major problem occurs with the employees is related to the reward
system or recognition schemes. The businesses should motivate to the employees in order to
provide rewards. The rewards and recognition system may be in terms of non monetary and
monetary form. An organization which is either national or international, it has to give rewards
and recognitions to the employees. For this the organizations explore the four elements which are
will be helpful to the organizations in order to solve the problems. The four key elements are
such as skill development, research, incentives or rewards and communication (Burke and
Noumair, 2015). These four key elements are of a performance improvement programme. It
universal in the firms to motivate the employees. From the present report a reader should be able
to know about the reward systems and recognition schemes. He will be able to understand that
why it is necessary to give the rewards and recognitions to the employees of the organization.
From this reader will be able that the reward systems are how become effective and how they
operate and apply in the business entity.
In the businesses there are so many issues with the non monetary reward system and
incentives which provided to the employee for motivating them. The issues are such as with the
payments, because it is not necessary that every financial year firm earn same profit or high
profit. Sometimes the profit can be decreases in comparison to the previous years. Another issue
is that sometimes the employees are may be not more productive after rewarding them. For
rewarding them the company is measure the return on investment (ROI) of the firm. It is a
standard measure and on the basis of this the firm decide and take action that what
implementations has to be done and what the reward systems are to be adopted for employees
(Marqués-Iturria, and et.al., 2015). It indicates and shows that to change the performance of
employees is not easy task as it looks easy. To motivating the employees various strategies and
various plans are used by the business entities which helps to increase productivity as well as
profit level of the firm.
Incentives versus Recognition
Incentives and recognition both are helps to the firm in order to motivate employees.
Incentives is a monetary reward system while recognition is a non monetary reward system.

Incentives is in form of monetary and it gives as per the performance level. It will motivate in
monetary form. While, under the recognition the employees are appreciated and promotion is
given to the employees for motivate them. Incentives is expensive for firm while recognition is
less expensive.
Does recognition really works ?
The recognition schemes will really works because it increases the designation of the
employees. Recognition increases the reputation and authority of the employees at the
workplace. So it will be really affects and works positively at the workplace.
The balanced scorecard
Balanced scorecard is measures performance of the employees. The management
evaluate performance of the employees for rewarding them (Akhter and et.al., 2016). For
measuring performance it uses the balanced scorecard. On the basis of balanced scorecard the
management able to take decisions that appreciation and award is to be given to which employee
of the organization.
TASK 2
As per the views stated by the American Medical Association, on the topic of “ Public Health
Crises” states that to lift the ban on the CDC Gun Violence Research, stated that approximately
30000 women,children and men are dying each year from the gun barrel in the schools,
workplaces, theatres,and other public places. United states is facing the health crises of the gun
violence. AMA of the United States that it is due to the uncontrolled use of the firearms specially
gun, leads to the serious threat of the health of the general public. Also the illegal ownership of
guns creates difficulty in the effective implementation of the law and order in the country
(Dreher and Gassebner, 2013). As the weapons specially the unowned handguns are the main
causes of the the unintentional and intensional deaths of the public. It also leads to the
threatening of the public. The institution AMA supports the stricter enforcement of the laws and
regulations for the backgrounds checking of the handgun purchasers.
There are several reasons for enforcing restrictions and stricter provisions on the gun ownership.
Some of the most important reasons which are to be considered while making legal framework
on the gun ownership are-

·Custody of the guns are not considered safe as they might cause many accidents involving
children, who might suffer injuries while playing with the guns.
·Due to a liberal laws on the purchase of the guns there are chances that many criminals may
purchase the guns and involve in many crimes. This will increase terrorism in the country which
will further cause pain and sufferings for the public.
·As the current legal regulations are not adequate for the prevention of crimes and and threats,
hence there is a strict need for the new and effective legal framework in this respect.
·The key for the effective working in the law and order in the country lies in the informed
citizens rather than the armed citizens. This statement clearly states that an effective law and
order could only prevail when there is a support from the laws framed in that particular respect.
The law and order could be effectively implemented by the more informed and active citizens.
Armed citizens on the contrary would lead to the increase in terrorism in the country. This will
have the long term impact on the growth of the country.
Thus the implementation of the stricter laws relating to the gun control is one of the
inherent issues for the United States needs to address. As the unowned guns are the reason
behind the crimes in US. Hence there is an urgent requirement for the adoption of stricter legal
provisions and laws (Fremeth and Shaver, 2014). However there are also many arguments which
are against the implementation of the stricter provisions related to gun ownership. Some of the
key arguments which are against the opinion of imposing stringent provisions are handguns are
the major weapons used by the citizens for their safety from the criminals. By the imposition of
the strict laws will leave these citizens barehanded in opposed to the criminals and decoits.

TASK 3
In order to compare and contrast of my own experience as a Marketing Manager at Tesco
in UK as two motivational theories are taken into consideration as it helps to motivate the
employees. It has been seen by me that motivation theory helps in getting things done
effectively and efficiently and helps in achieving the goals of the organisation. In context of the
stated organisation, Maslow theory as it based on the belief which involves the basic human
needs which is helpful for my team members. Further, this theory helps in order to motivate my
team members as I consider all the stages of the Maslow theory helps the employees to fulfil the
requirements. It includes different set of needs which involves the physiological, social, safety,
self-actualization and the safety needs.
As a Marketing managers it is helpful for the team members as I provide the
physiological needs in which it includes the food and other this to satisfy the needs and
requirement of the members. However, in the Herzberg theory of motivation as it contains
mainly two factors in order to determine the level of motivation of the employees which are
motivators and hygiene and I prefer the factor of motivators which is more preferable as
compared to the hygiene factors because it provides the appropriate achievement and recognition
to the employees as it produces the job satisfaction and which provide the good working
environment for the workers and it helps in achieving and improve the performance of the
employees which also covers that it also provide an opportunity to do something that is
meaningful at workplace (Ambec and et.al., 2013). Moreover according to my personal work
experience it has been seen that hygience factors are not that much effective as it does not give a
positive motivation but it also provide an appropriate working environment for the employees at
Tesco.
In addition to this, I prefer the us of Maslow hierarchy of needs as it provides safety to
the employees which is very important as the the employees who are working must be safe at
workplace. It also includes the social needs which is beneficial for my team members and the
person is a social being so that they it is required to be accepted by all the people. This helps as
an interaction between the different team members which is helpful for enhancing the motivation
level of employees. Being a marketing manager, it has been evaluated by me that this
motivational theories helps in order to motivate the employees towards their work in the
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company and to enhance their performance in all the sections of the workplace. It also help me
in the improvement of my own work with the help of management theories. It helps to
understand and manage the team members and to encourage them for the different aspects of the
work. Thus, with the help of motivational theories as there is requirement for the employees to
get motivated and enhance the level of performance.
REFERENCES
Burke, W. W. and Noumair, D. A., 2015. Organization development: A process of learning and
changing. FT Press.
Marqués-Iturria, I. and et.al., 2015. Affected connectivity organization of the reward system
structure in obesity. NeuroImage. 111. pp.100-106.
Akhter, N. and et.al., 2016. Impact of Training and Development, Performance Appraisal and
Reward System on Job Satisfaction. International Review of Management and Business
Research. 5(2). p.561.
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Dreher, A. and Gassebner, M., 2013. Greasing the wheels? The impact of regulations and
corruption on firm entry. Public Choice. 155(3-4). pp.413-432.
Ambec, S. and et.al., 2013. The Porter hypothesis at 20: can environmental regulation enhance
innovation and competitiveness?. Review of Environmental Economics and Policy. 7(1).
pp.2-22.
Fremeth, A.R. and Shaver, J.M., 2014. Strategic rationale for responding to extra‐jurisdictional
regulation: Evidence from firm adoption of renewable power in the US. Strategic
Management Journal. 35(5). pp.629-651.
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