Describe an example in which the organization\'s rewards system was not in align

Question

Describe an example in which the organization's rewards system was not in alignment with organizational goals and objectives; for example: firing employees that make mistakes during the problem solving phase is in direct contrast to an organizational goal of innovation and creative problem solving.

Explain in detail the example. Provide an analysis of the example and a solution that would have helped improve the situation. Your proposed solutions should balance the needs of the reward system while meeting and supporting organizational goals and objectives.

Explanation / Answer

The organizational goal is innovation and creative problem-solving. The employees working in the company should make sure that they have these qualities to meet the demands of the company. The company is facing a problem with the information system they are using. The engineers are not able to identify the bug and fix it. They appoint three highly experienced engineers to work on this project and fix the information system they are using. They have a time period of 2 months and they work hard towards solving this problem but eventually they fail as they cannot identify the root cause of the problem. The company was not happy with the performance and they wanted to fire them because as the senior engineers they were not able to identify the problem. The company might have a performance-based reward system but my proposal for the company would be to talk to the engineers and find out why they couldn't solve the problem. Not everyone in the company will know everything. Firing people just because they couldn't solve one problem does not make any sense and the intention of the company should be to retain experienced employees for their expertise. So the company should identify the gaps in the system instead and see how the employees can fill that gap. The company should provide an opportunity to get trained or even organize training for the employees who are lacking in that skill. Do not judge the employees just based on the current performance because the technology keeps changing. The employees need opportunities to keep themselves updated. So train them first and then ask for performance. This way the people will keep innovating and involve in creative problem solving and also the company can retain talented resources.

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