Increase Work Motivation through Employee Reward Schemes - Essay Example

Increase Work Motivation through Employee Reward Schemes. Discuss Work motivation is an important element within any organization. The employee reward schemes and programs are the best possible mechanisms in place which look after the rights of the employees on a regular basis. This is the reason why employees are looking forward to receiving such employee reward schemes and programs so that their work could be made more effective and productive in the coming days. They can now look forward to receiving the positives and benefits at the hands of the organizations which would essentially make them stand out on top within the domains of any organization. Work motivation has achieved a great deal of significance and there is reason enough to believe such a dictum. It requires tact and planning on the part of the organization because proper capacity building is the need of the hour in the time and age of today (Latham 2007). The organization should incorporate efforts and endeavors to make sure that the employees remain motivated and are consistently encouraged so that success could be achieved over a period of time, and that the goodness comes about with the help and assistance of the top management realms within the organization. These elements are seemingly very significant within the related domains because these ensure that the employees know what is expected of them and how they can manifest their truest basis with the help of the strengths that they have and the potential that is within their folds. This paper will discuss the basis of the employee reward programs and schemes as these pinpoint the significant areas within the work motivation and encouragement realms. Moving ahead, the organizations of today ask their employees to be truthful about their work dealings so that they can become successful and bring success for not only their own selves, but also for the sake of the organization in the long run (Cameron & Pierce 2002). If these employees are not working to good effect for the sake of the business company, then the organization loses out in a very vehement manner, which does not speak well about the organization in essence. This is against the dictum of attaining harmony within the related ranks and should be judged from an angle of growth and productivity – essential pointers for bringing out the best within any organization in the world. The times are changing and so are the ways and means through which organizations are enacting policies and measures to make sure that their employees remain in line with these policies and regulations. The employee reward schemes and programs guarantee that the employees have no issues with their work manifestations. Work must remain supreme because this is needed in the changing competitive times and one can easily think of these discussions within the domains of the organization. Increasing work motivation remains an important part of the entire study because this makes sure that the employees keep on improving and enhancing at their best and look forward to the strengths and the potential ones in the coming times. The strengths must be made stronger because these embody the basis of accomplishment on the part of the organization. The employees should exactly know what is required of them and how they will conduct themselves within the changing times. If they are geared to give in their best, then one can think that success for the sake of the organization will be achieved. If they do not believe in such domains, then there could be serious anomalies. One must understand that the employee reward schemes and programs have a great amount of say within the working dynamics of the employees and if they know beforehand that this will take place, they give in their best. For the sake of the organization, this is always a blessing because organizations of today depend a great deal on the motivation levels of their employees. The top management lays a great amount of importance on how employees see the employee reward schemes and programs and what their viewpoints are in accordance with these schemes and programs (Stajkovic & Luthans 1998). If the organization finds out that these employee reward schemes and programs are not doing any good for the sake of the organization, and that there are many disadvantages and absolutely no positives coming out from the related equation, then this suggests for growing concern within the organization that it must do something different, and carry out activities and tasks which are in line with the changing times (Buchanan & Huczynski 2010). The employee reward schemes and programs have always had a very positive role on the overall working dynamics of the organization and it would not be wrong to state here that organizations achieve a great deal if their employees feel motivated on a consistent basis, and carry out their respective realms without any threats that usually come about in the form of job security and the like. Once work motivation is achieved, next step is to increase the same. Increasing work motivation is deemed as important as it will ensure that the employees are now doing their jobs well and know beforehand what is expected of them from a strategic perspective. These discussions center on the premise of bringing about a positive change – a change which will make sure that the employees remain competitive and challenge one another in a positive way. The aspect of positive jealousy will remain within the thick of things as it harnesses growth and productivity regimes in the long run. Any sound organization would always bank on the philosophy of giving in its best as far as work domains and endeavors are concerned. When an organization knows beforehand that its employees are increasing their work flows and performing at their best, these employee reward schemes and programs come out to best effect (Kohn 1999). One must realize that organizations should always enact measures and policies which will make sure that these organizations have employees which are strategically aligned and look forward to the overall success of not only their own selves but also the entire business domain. Work motivation therefore must always be the number one priority for the sake of the human resources management department – a department that ensures much success and sanity within the related ranks. More than anything else, there is a dire need to realize how these employee reward schemes and programs are being aligned with the work processes and flows that are consistently being checked, aligned and then re-checked. The employee reward schemes and programs always ensure that the employees will have a positive mindset and that they will encounter moments where their motivation increases on an exponential basis. This is deemed as significant because the employee reward schemes and programs are always designed in such a way that there are positive outcomes all the way. These positive outcomes are in the form of the work that they do and how they view these employee reward schemes and programs within the dynamics of their respective career aspirations (Hollyforde & Whiddett 2002). There is a need to understand how these career aspirations shape up the changing times and how career professionals view such employee reward schemes and programs in the long run. The seminars and workshops which take place within the related domains always center on the premise of bringing about a positive link with the employees so that the organizations are geared to look after their needs, wants, desires and aspirations. These needs, wants, desires and aspirations come out in the open with the facilitation of the employee reward schemes and programs which are on offer if seen from a broad perspective. Adding further to the discussion, one must take note of the fact that these employee reward schemes and programs always ensure that the employees think twice before they have a switch in their career or positions across the different organizations or even whilst changing a field of area where they work. These employee reward schemes and programs have a positive say within the organizational dynamics as the focus has always remained on the deliverance of strengths and performance of duties and tasks (Reeve 2005). These employee reward schemes and programs always ensure that the firms have a clear cut perspective in mind and that these organizations are ready and willing to give their best shot, no matter how difficult or trying the circumstances turn out to be. Another thing that must be comprehended here is that the employee reward schemes and programs are sometimes offered to only those employees who have proper working experience for the related organization under their folds (Colquitt, LePine & Wesson 2010). At times, this raises concerns amongst the employees who would like to receive all the employee reward schemes and programs without any barriers or differences whatsoever. In its entirety, this is a very quintessential aspect of understanding the employees and their psyche which gets developed over a period of time. The psyche can also change if the employees know that they will be looked after well even when they are not at their best, and are unable to give in to pressure which is usually a by-product on certain occasions. In the end, it would be sound to state that these employee reward schemes and programs are always based on a sound footing. The reasoning for the same is provided with research and evidence that has already been done. There have been critics of these study regimes but more than anything else, there is a need to decipher the success basis of these employee reward schemes and programs. All said and done, any organization would immensely appreciate the idea of being hailed as the best possible donor of the employee reward schemes and programs because these elements are deemed as very pertinent within the competitive world of business organizations. The industrial concerns as well as the related aspects under the human resources management departments embody that these organizations should give in their best, no matter how tough it becomes for the sake of the organization. Therefore it would be correct to suggest that the employee reward schemes and programs bank on building a solid base – with the employees and their dependents so that they have a positive word of mouth for the sake of the organization and indeed the people who are working under its aegis. In essence, success will only come about when there are concerted efforts on the part of the people who are working to food effect within these organizations, all of which are positively geared and look to bring the best in the long run scheme of things. This alone would ensure success at the end of the day for the organizational settings. Bibliography Buchanan, D & Huczynski, A. (2010). Organizational Behavior (7th ed.). Harlow Pearson Education Limited Cameron, J & Pierce, W. (2002). Rewards and Intrinsic Motivation: Resolving the Controversy. Westport: Bergin & Garvey Colquitt, J., LePine, J & Wesson, M. (2010). Organizational Behavior: Improving Performance and Commitment in the Workplace (2nd ed.) New York: McGraw-Hill Irwin Hollyforde, S & Whiddett, S. (2002). The Motivation Handbook. London: Chartered Institute of Personnel and Development Kohn, A. (1999). Punished by Rewards: The Trouble with Gold Stars, Incentive Plans, A’s, Praise and other Bribes. New York: Houghton Mifflin Company Latham, G. (2007). Work Motivation: History, Theory, Research and Practice. Thousand Oaks, CA: Sage Publications Inc. Reeve, J. (2005). Understanding Motivation and Emotion (4th ed.). Hoboken, NJ: John Wiley & Sons, Inc. Stajkovic, A & Luthans, F. (1998). Self-efficacy and Work-related Performance: A Meta-Analysis. Psychological Bulletin, 124 (2) Read More