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Reward Management in Ikea - Literature review Example

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REWARD MANAGEMENT AT IKEA Armstrong and Murlis (2004, p. 4) define reward management as a function of human resource management concerned with formulation and implementation of policies and strategies aimed at rewarding employees consistently, fairly, and equitable according to their value in the company or organization…
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Reward Management in Ikea
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Download file to see previous pages Most organizations use reward management to motivate employees and enhance their productivity thereby contributing to improvement of overall organizational performance. Reward management is further aimed at ensuring internal, as well as external equity. More importantly, it strengthens psychological contract and also for organization to comply with legislation that require organizations to have reward management system (Phil and Cole, 2011, p. 101). Furthermore, reward management provides an organization with a system that enables it to efficiently administer rewards among employees. There are basically two types of rewards: extrinsic rewards and intrinsic rewards. Extrinsic rewards satisfy basic human needs such as security and survival and include raise in pay, better working conditions, and bonuses among others (Wright, 2004, p. 17). Intrinsic rewards aim at satisfying higher human needs such as development and esteem. The vision of IKEA is creation of better everyday life for many people including its employees. Its human resource philosophy is that employees can be more productive and committed when the company is taking care of their needs. Like many Swedish companies, IKEA adopted a paternalistic stance towards the needs of employees and employees themselves that seeks to empower employees (IBS Center for Management Research, 2012). The application of its human resource philosophy is more or less standardized and reward policies are applied to all employees uniformly. Its human resource policies are aimed at making relationships between employees open and strong, and employees are encouraged to excel by taking care and supporting each other. In a nutshell, IKEA’s human resource policies seek to guarantee uniform and high quality standards in order to support its future developmental and business challenges (IBS Center for Management Research 2012). IKEA’s reward management system is designed to reward employees more or less equally and is informed by the need to make relationships between employees open and strong. Equity theory is relevant to IKEA’s reward management system. Armstrong and Stephens (2005, p. 92) note that this theory suggests that employees will be motivated to engage in actions that they perceive that the conditions of the situation are just and fair and which will ultimately benefit them. In addition, this theory holds that a person will be motivated towards organizational goals if they feel that the amount of effort being put forth commensurate the outcomes or the benefits being received (Byron and Khazanchi, 2010, p. 3). Considering that IKEA’s human resource policies are aimed at creating open and strong relationships among employees and empowering them, equity theory are more relevant to their reward management system. This is because it requires that this system regulates equity and help employees to maximize their outcomes as a whole. Looking into IKEA’s human resource policies also shows that the organization is keen to avoid distress among employees which might hamper its efforts towards attaining its goals. Equity theory will therefore be relevant to creating equal relationships among parties in the workplace thus avoiding distress. Equity theory recognizes commonly contributed inputs in organizations to include labor, personal investment, time, dedication, and skill (White and Druker, 2000, p. 81). Application of this ...Download file to see next pagesRead More
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