Motivation at Work: DBS Bank - Employee Motivation and Rewards

This report analyzes employee motivation strategies at DBS Bank, focusing on rewards, corporate culture, and work-life balance. The bank utilizes flexible work arrangements, rewards, and recognition to enhance employee engagement and performance. DBS Bank fosters a positive work environment by prioritizing employee development, providing competitive benefits, and promoting diversity. The organization invests in its employees by encouraging professional and personal growth and creating an inclusive workplace. The report examines how the bank attracts and retains talent through its corporate culture and commitment to employee empowerment, and how the bank fosters employee engagement through team interactions and a focus on customer service. References to academic sources such as Alvesson (2012), Dbs.com (2017), Eversole et al. (2012), and Svennevig (2012) are included to support the analysis.

Running head: MOTIVATION AT WORK
Motivation at Work
Name of the Student
Name of the University
Author Note

1MOTIVATION AT WORK
Question 1
(a) Rewards
The flexible work arrangements are the strategies used by the DBS bank so that the
employees can balance the demands of multiple domains. The organization recruits the
individuals for their talents. DBS bank imbibes its employees with a sense of purpose, by
providing them with training and encouraging them to aim high. This helps in the high
performance of the organization where the employees are engaged in work. The Bank provides
differentiated employee experiences with learning and development, rewards and recognitions
and a work life balance. The organization identifies the skills and abilities of the employees and
methods to teach and acquire them (Eversole, Venneberg & Crowder, 2012). The organization
allows the employees to interact with the employer to solve the problems efficiently. The
employers maintain the competitive edge of the organization during the development of the skills
to communicate with the people from other culture and background. The organization tries to
improve the day-to-day interactions between the workers. The main priority of the organization
is its continued investment in their employees. The DBS bank is committed to provide a work
environment where each employee develops professionally and personally. The organization
seeks to create an environment and reward the employees, which allows them to thrive due to
their diversity of experience and knowledge (Dbs.com., 2017).
(b) Corporate Culture
The corporate culture of the DBS bank involves the beliefs and behaviors by which the
employees and the management of the organization interact. The organization provides good
work life balance with competitive benefits (Alvesson, 2012). The organization develops the

2MOTIVATION AT WORK
traits of the people they hire. The bank’s People of Purpose volunteer helps to bring value to the
life of the employees, engage the employees and leverage their time and skills to give
meaningful contribution to the community they are working in. The organization continues
investment in their personnel committed to provide for an inclusive work environment where the
employees develop professionally and personally. The company has the ability to attract and
retain the best talent that is required for continued success. The company’s efforts to build a
great workplace have paid off (Dbs.com, 2017). The organization creates the long-lasting
partnership with their employees and customers through flexible work environment and great
team interaction. The employees are enabled to think, act and help the customers by the
employers of the organization (Svennevig, 2012). The company takes pride in manner in which
they perform their business and is recognized for their commitment, innovation and sense of
empowerment. The organization has an inclusive work environment that encompasses work
gender diversity and a multi-cultural and multi-generational workforce.

3MOTIVATION AT WORK
References
Alvesson, M. (2012). Understanding organizational culture. Sage.
Dbs.com. (2017). Sustainability | DBS Bank. Dbs.com. Retrieved 10 August 2017, from
https://www.dbs.com/sustainability/employer-of-choice/diversity-and-equal-opportunity/
default.page
Eversole, B. A., Venneberg, D. L., & Crowder, C. L. (2012). Creating a flexible organizational
culture to attract and retain talented workers across generations. Advances in Developing
Human Resources, 14(4), 607-625.
Svennevig, J. (2012). Interaction in workplace meetings. Discourse studies, 14(1), 3-10.