Individual Factors Individual factors are also vital to incentivizing employees, especially during times when job security is uncertain. Over two and a half million jobs were lost in 2008 due to downsizing and layoffs, and surveys indicate that it takes at least six months to secure new employment, hence the reason why employees seek companies that empower their workforce Jawahar (2012). Empowerment along with recognition and rewards and career support and growth opportunities are respective of the individual employee. These incentives are based on employee participation and involvement in response to organizational benefits. The common denominator is that the employee has the power to determine to what degree they feel empowered to reap the benefits that the organization offers as it relates to reward programs and career opportunities. Empowerment Huang (2012) expresses that psychological empowerment is associated with four cognitions: meaning, competence, self-determination, and impact. He indicates that psychological empowerment is critical to improving job performance and morale. The first cognition, “Meaning,” provides one with a standard for judging their own workplace goals. The second, “Competence,” refers to the employee’s ability to perform their job successfully. The third, “Cognition,” is self-determination, the autonomy or independence, where one has control over their work behavior or process. Then, lastly, "Impact,” which refers to the influence one has over organizational outcomes. These four components of empowerment create a higher level of trust and organizational commitment leading to increased morale Huang (2012). Recognition and Rewards Salie & Schlechter (2012) site Vroom’s motivational... ... middle of paper ... ...ty; solicit suggestions; conduct employee satisfaction surveys; and establish employee recognition programs. The contributions of the literature in this paper gives ideas from multiple authors on practices that are used in the marketplace to incentivize employees and build morale through organizational and individual factors. These factors point to research that supports programs that are tailored to increase morale and job satisfaction. The strengths within this literature review are articles that define morale and leadership. The literature points to causes and effects of low morale and leadership styles that encourage increase morale. The overall weakness of the literature review is the lack of articles explaining how ethics affect low morale in the workforce. Lastly, what is missing is how employees handle work/life balance and how that may affect morale.
Virtuous actions and ethical dysfunctionality are two topics selected from scholarly articles focusing on ethics in organizations. The two articles focus on the workplace and explore the interactions between employees. This essay will explore these relationships and how each compares and differs as reflected in the two journals.
In Aaron Corwin's "Brimstone and Marmalade," we meet Mathilde, a young girl on the cusp of maturity. Initially fixated on adopting a pony to fit in with her friends, Mathilde’s grandmother makes Mathilde prove that she’s mature enough to own a pony by making her take care of a demon. As a result, Mathilde is humiliated on several occasions, clearly failing to achieve the popularity she sought. Despite her initial reluctance, as the story progresses, she eventually comes to enjoy the demon’s presence, even insisting on getting another one after her previous one died due to exposure to daylight. Ultimately, Mathilde's developing maturity is shown in how she prioritizes her desires over social norms and defies societal expectations, ultimately leading to a newfound confidence and a deeper understanding of
Empowerment is another feature of post bureaucracy. It represents organizations awarding power and authority to those lower in the organizational hierarchy (Knights & Willmott, 2007). To some extent empowerment could be beneficial to a organization because empowerment would allow the workers to work...
Incentive reward engagement offers a win-win situation for the employees and the company. Kelleher believes that incentive is a form of recognition and builds engagement through company’s and employee’s obligations towards a common goal (2014). The company has a “Growth Incentive Scheme” for the production workers. Special monetary incentives are provided should the workers achieve the monthly output target. Through the rewards, employees feel motivated towards their work and thus, contribute towards the company’s
Management spends a huge amount of time to design incentive systems and schemes to motivate their workers and to ensure they work in their best possible manner. Motivating workers by giving them decent pay helps in winning employees heart to make the work done efficiently, significantly and effectively. The most effective way to motivate people to work productively is through individual incentive compensation (Pfeffer, 1998). An attraction of getting more is a powerful incentive to people for high performance. While most people agree that money plays a major role in motivating people, in organizations there is a widespread belief that money may also have some undesirable effects on morale.
Employee compensation and reward systems have undergone a couple of paradigm shifts since inception. Reward systems were traditionally compensation based and focused on the individual or the position (Beam 1995). After a recession in the early 1980's, employers turned to performance based models in an attempt to save money while still rewarding top performers (Applebaum & Shapiro, 1992). Today, the most successful organizations are using a total reward model, a hybrid of the performance based model combined with strategic human resource management planning to create reward systems that both benefit the employee and help organizations realize their operational goals (Chen & Hsieh, 2006).
Lewis, J. (2008, May 19). Improving morale and motivating employees Part One. Hudson Valley Business Journal. p. 11. Retrieved from EBSCOHost.
In addition, empowerment is a factor that can motivate others to enhance their work productivity. Human empowerment leads to the job satisfaction. When management gives an employee the opportunity to work based off of their own standards, this amounts to those in the company, resulting in the job productivity increasing. “An example of a way to motivate employees is the management offering them opportunities for promotions and pay rise negotiations. Studies show that majority of individuals prefer professions that they’ll enjoy, while some end up in their profession due to pressure from society.
The culture of appreciating employees for their hard work and achievements by incentives shows how the organization values their employees. Lincoln believed “Status is of great importance in all human relationships. The greatest incentive that money has, usually, is that is it a symbol of success... The resulting status is the real incentive... Money alone can be an incentive to the miser only. There must be complete honesty and understanding between the hourly worker and management if high efficiency is to be obtained”. This shows how harmoniously the labor and management have to work together to produce
In large organisation, competition is not only in the market for goods and services but also for the quality of employees. As such, a large organization can only become attractive to the most skilled and high quality workers if it has an effective compensation and benefit plan. The key purpose of an effective compensation and benefit system is to provide employees with the right rewards for their work and right behavior in the workplace. Typically, organizational success is determined by the quality of employees an organization has. In turn, the organization can only attract such quality workers and maintain them through effective compensation and benefit
...ht. Hiring the right people and training/developing them into the role of an empowered employee takes time and patience, but the result can be very successful if done correctly. Many companies in very different industries have had great results because of their abilities to motivate and empower their staffs. Although companies may have different ways of going about motivating employees, if they follow their core philosophy to the point, the employees could buy into it as well. As a result, the companies will be more profitable in the end.
It will help improve your work and yourself as a whole. In the Occupational Health journal they described ways to better to motivate themselves because in a lot of professions there is no one by your side to motivate you. Most professions think you need to motivate yourself. The journal said that each employee needed to establish smart goals, which mean specific, measureable, achievable, relevant, and timely. (Occupational Health 2008) Although they used this application for a work place setting, this can be used in your everyday life. Setting goals and using their methods is congruent with devising a strategic plan that I talked about earlier, and the ten empowerment laws will help guide your strategic plan. Having an empowerment mindset can be used everyday. It can be dedicated to your career, personal life, and your
Dwight D. Eisenhower once said, “Motivation is the art of getting people to do what you want them to do because they want to do it.” Studies have found that high employee motivation goes hand in hand with strong organizational performance and profits. Therefore, managers are given the responsibility of finding the right combination of motivational techniques and rewards to satisfy employees’ needs and encourage great work performance. This becomes a bit more challenging as employees’ needs change from one generation to another. Three of the biggest challenges a manager faces in motivating employees today are the economy and threats to job security, technological advances, and company cultures that primarily focus on the bottom line.
Performance management forms a bridge that connects between the employees and the organization. Organization considered performance management as insurance for the both company that employees will attempt to give their best performance at the work site. In return, the organization will fill their obligation to the employees by providing all the necessary tools, resources, training materials, feedback, motivation, appraisals, and rewards systems to assist the employees with being fully successful. Kazlauskaite, Buciuniene, & Turauskas (2012), indicated, “Organizations empowerment was positively related to job satisfaction, and affective commitment” (p.138).
The foundation for effective job performance and compensation system can be traced to effective job analysis process. Fundamentally, a job analysis should consist of a thorough examination of the job 's duties and knowledge, skills, abilities, and qualities that are required in order to be successful in a specific position, upon which appropriate rewards or compensation can be determined. For many perspectives, jobs are usually made up of requirements and rewards, where rewards may be regarded as a major recruitment strategy for motivating potential employees in order to influence them to stay the organization for a longer period as well as enhance their performance. The most common or basic form of rewards which attracts employees is extrinsic