Will someone please answer this ASAP! Another school of thought to assist compan

Question

Will someone please answer this ASAP! Another school of thought to assist companies and employees in compliance with the codes of conduct if to offer rewards actually work? According to research by the Harvard Business Review, they suggest that rewards succeed at securing temporary compliance, but when it comes to producing lasting change in attitudes and behavior, rewards are striking ineffective. The article asserts that once the rewards run out, people revert to their old behaviors.

How do you feel about these statement? How would you overcome these challenges?

Explanation / Answer

The above statement could be regarded as a very narrowed statement regarding the reward system in any Organization. This statement shall only hold true if the rewards conferred by such an Organization are all monetary-based. Monetary incentives, although highly boost the morale of the employees, has the tendency to enslave the employees with its greed for power or materialistic pleasure. On the other side, majority of the workers in the United States are satisfied with their jobs because the concept of ‘job satisfaction’ has received a positive response from the employers’ side. The employers are more concerned with job satisfaction because in this era of intense competition in the industry, the only way to keep the efficient employees intact to your Organization is by keep them satisfied at all times.

The employers are willing to engage their employees through various definite programs within the Organization in the United States, without actually introducing the monetary incentives into the picture. Beside the employers being keen on designing such monetary and financial incentives that are responsible for increasing the levels of happiness among the employees, they are also willing to give the employees an opportunity to take up activities that deal with the social concerns or issues of the community, thereby enabling the employees to inadvertently play their part in the society in a more benefitting way. Moreover, the employers keep the arrangements in the Organization more flexible thereby enabling the employees to manage the work-life aspect in a healthier way. The Employers in the US also help in designing the career path of their employees. They entertain even the candidates from the other countries, especially for their knowledge outsourcing activities, with fairly good compensation packages which otherwise these migrants are unable to earn in their home countries. In this way, one can account for the high job satisfaction level of their employees.

The world being very competitive in nature, the trend of keeping the employees satisfied, shall continue to rise even in the days ahead because that is the only way to retain the employees and encourage them to be productive at all times. These, can in turn act as the steps to overcome the challenges that mere monetary reward system can face in an Organization. It is to be always noted that job satisfaction with non-monetary rewards are always enduring in nature.

The story of Ritz-Carlton is one of the classic examples in this regard, that it is not the monetary incentives that necessarily help build a culture of trust and commitment in an Organization. Employees, being an invaluable asset to any Organization, need to be recognized for their good performances and their commitment towards the Organization is ought to respected. This in turn motivates them to walk an extra mile willingly without actually having the Management interfere in the process.

Related Questions

Navigate

• Browse (All)
• Browse W
• Subjects

Integrity-first tutoring: explanations and feedback only — we do not complete graded work. Learn more.