Warbings case study, Answer - Essay Example

Case Study The recommendations made include employee surveys, performance appraisal, smart objectives, and formal training in objective settings. Employee surveys help the officials to become familiar with the problems and satisfaction level of the employees. The more the satisfaction level, the more is the performance. According to AMO theory, employee surveys will help understand how to enhance employees’ abilities and provide adequate opportunities to them to enhance performance. Performance appraisals create intrinsic and extrinsic employee motivation which is necessary for the employees to enhance their learning and skill sets.

The Intrinsic Motivation theory (Murayama et al. 2010) suggests that motivation comes from within, when an individual wants to perform better for the sake of self-satisfaction. Equity theory of motivation suggests that all employees must be given rewards according to their individual contributions. Equitable distribution of rewards leads to maximized performance. SMART objectives must be designed (Specific, Measurable w/Measurement, Achievable, Relevant, Time-Oriented) through implementation of reward system.

According to Total Rewards theory (TowersWatson 2014): “Employers can better align rewards with employee preferences to … promote specific behaviors and drive higher productivity.”Off-the-job training, on-the-job training, coaching, mentoring, group/lecture training, and computer-based training (CBT), are some of the formal training forms that are meant to increase the proficiencies of employees, so that they help the employers achieve their milestones (Sarwar, Azhar & Akhtar 2011). Koster, Grip, and Fourage (2011) found that, as predicted by human capital theory and social exchange theory, the contribution of employees in general training encouraged job persistence.

ReferencesKoster, F., Grip, A., & Fouarge, D., 2011. Does perceived support in employee development affect personnel turnover? The International Journal of Human Resource Management, vol.22, no.11, pp. 2403-2418. DOI: 10.1080/09585192.2011.584404Murayama, K., Matsumoto, M., Izuma, K., & Matsumoto, K., 2010. Neural basis of the undermining effect of extrinsic reward on intrinsic motivation. Proceedings of the National Academy of Sciences of the United States of America, vol.107, pp.20911-2091.Sarwar, S.

, Azhar, M.S., & Akhtar, N., 2011. Impact of training patterns upon the social relations of employees (a meta analysis). Journal of Management Research, vol.3, no.2, pp. 1-20. DOI: 10.5296/jmr.v3i2.612.TowersWatson., 2014. Why total rewards. Towers Watson. [Online] Available at [Accessed 11 December 2014]