Persuasive - Research Paper Example

This initiation process that aims at propagating the achievement of the set goals describes motivation (Nelson & Quick, 2013). There exist various ways in which employees could be motivated, including fair compensation, provision of conducive working environment and use of rewards and incentives. Taking the context of a convenience store where I work as cashier together with other three, I earn a monthly salary that equals that of the other cashiers despite always serving the highest number of customers monthly.

In as much as we appreciate the effort that our supervisor has put forth in taking care of our welfare including provision of medical insurance and free lunch on working days, I feel that more needs to be done to optimally motivate us to serve customers faster, especially during peak times, so as to avoid longer queues which discourage customers. Appreciating the argument by Nelson and Quick (2013) that motivation would take place through a combination of approaches in any given context, it would thus be important for our supervisor to adopt additional strategies in order to make us more motivated to work faster.

In this case, I propose the inclusion of rewards to top performers, monthly, quarterly or semi-annually depending on the availability of resources. Danish and Usman (2010) acknowledge rewarding employee performance as a significant stimulus in sustaining high performance. The law of effects indicates that people would tend to repeat actions that cause them to attain positive rewards. As a cashiers therefore, if the supervisor rewards my all-time high transactions, I would be motivated to maintain the high performance.

This has been referred to as a complement or an external reward. However, this would call for effective appraisal of employees’ performance so as to ensure accurate evaluation of performance. This argument has not only attracted research studies but has also caused scholars to come up with theories that could explain it. Indeed, Victor H. Vroom attributed this phenomenon to the expectancy theory which postulates that people would desire outcomes of performance and behavior that could be considered as rewards of behavior (Nelson & Quick, 2013).

This implies that with employees being aware that their effort would be rewarded by performance and further rewards, they would put greater effort which increases productivity. Of all the motivation approaches, the study of the Pakistani context by Danish and Usman (2010) indicates that rewards have been the most preferred by employees as opposed to other approaches like operating procedures, recognition and the work. As such, it means that this would be the most effective motivation strategy for our cashiers.

Similar observation has been made by Brooks (2012) who acknowledges rewards as the most preferred and thus effective strategy to motivation of employees. The reason for its preference would be the value that employees attach on such rewards which would allow for pursuance. Successful global organizations respect this postulate and as such have adopted reward plans that match their organizational needs (Nelson & Quick, 2013). The limitation of the supervisor adopting this employee motivation strategy in the convenience store, just like in any other organization would be the argument that rewards would increase the organizational expenses.

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