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Q – Please read the discussion Attached and prepare a Reply to this discussion post with comments that further and advance the discussion topic.
The reply needs to be substantial and constructive in nature. it should add to the content of the post.
Please provide the references you used.
According to Aguinis, H. (2023), it is crucial to align performance management with
incentive systems to enhance business performance. This entails creating compensation plans that
accurately define successful performance and the critical factors that contribute to it. Research has
shown that companies that acknowledge and reward exceptional performance are more likely to
attract and retain high-performing employees, which is vital for gaining a competitive edge in the
talent market. Well-designed compensation plans can be robust in motivating employees to
achieve company goals. By offering individual incentives, these plans encourage employees to
modify their behavior and improve their performance. For example, a company seeking to enhance
customer satisfaction may introduce a compensation plan that rewards employees for boosting
satisfaction. However, some departments may still rely on traditional pay structures that do not
link rewards to performance, putting workers under a compensation plan at an advantage over their
peers. Studies indicate that individual pay incentives can boost productivity by up to 30%. It is
crucial to remember that success is not always guaranteed. Employees need various skills and
qualities and a supportive work environment that fosters optimal performance.
According to Indeed (2022), various reward systems exist to compensate workers for their
hard work, offering financial, non-financial, or emotional recognition. Rewards can take on
intrinsic or extrinsic forms, with extrinsic rewards coming from an external source, such as an
employer. These rewards are often tied to the worker’s output and manifest as bonuses, corporate
vehicles, loyalty programs, or tangible items. In contrast, intrinsic rewards are intangible benefits
that stem from employee satisfaction upon completing a task. This sense of fulfillment may come
from meeting a deadline, receiving praise for a job well done, or successfully finishing a project
on time. While different organizations may have unique reward programs, the overarching goal is
to motivate workers individually or in groups and boost their productivity. Workers may receive
incentives beyond their salary when they hit a performance goal. Companies typically use
attainable, fair, and clearly defined benchmarks to award rewards.
According to Smith, O. (2021), regularly reviewing and updating your company’s mission
statement is crucial to ensure that your principles align with employees’ benefits. As your
organization evolves, its values may shift, making it vital that your mission statement accurately
reflects your current standing. It’s important to regularly update and redefine the company’s image
to keep up with these changes. In addition, it’s essential to periodically evaluate the awards and
benefits to ensure that they align with the organization’s beliefs. This involves collaborating with
various businesses to create impartial, inclusive, and accessible benefits for all. It’s not enough to
update your company’s mission; you must ensure that your rewards and bonuses align with your
values. Also, determining which actions align with your company’s mission and values is essential.
While business values are important, your actions and decisions ultimately matter most. If your
actions and values don’t align, you risk sending mixed messages to your clients, employees, and
potential investors.
In any organization, a fair system for rewards is vital. The inclusion of fairness is an
essential element in any reward and recognition strategy, and it is crucial to weave it into your
company culture and procedures. According to Employee Rewards & Recognition (2021), to
achieve equity in reward distribution, specific measures must be taken, including helping
employees understand the benchmark, clearly outlining the actions and perceived value of rewards,
establishing a consistent protocol, ensuring equal treatment, and leveraging a platform for rewards
and recognition.
References
•
Aguinis, H. (2023). Performance management (5th ed.). Chicago Business Press.
ISBN: 978-1-948426-48-0
•
Employee Rewards & Recognition (2021). Achieve Fairness in Reward Management
With These 5 Steps.
•
Indeed
(2022). What
are
reward
systems?
(With
benefits
and
examples).
•
Smith, O. (2021). Three ways to align rewards and benefits with company purpose. Reba
Group
Ltd.
company-purpose.html
incentive systems to enhance business performance. This entails creating compensation plans that
accurately define successful performance and the critical factors that contribute to it. Research has
shown that companies that acknowledge and reward exceptional performance are more likely to
attract and retain high-performing employees, which is vital for gaining a competitive edge in the
talent market. Well-designed compensation plans can be robust in motivating employees to
achieve company goals. By offering individual incentives, these plans encourage employees to
modify their behavior and improve their performance. For example, a company seeking to enhance
customer satisfaction may introduce a compensation plan that rewards employees for boosting
satisfaction. However, some departments may still rely on traditional pay structures that do not
link rewards to performance, putting workers under a compensation plan at an advantage over their
peers. Studies indicate that individual pay incentives can boost productivity by up to 30%. It is
crucial to remember that success is not always guaranteed. Employees need various skills and
qualities and a supportive work environment that fosters optimal performance.
According to Indeed (2022), various reward systems exist to compensate workers for their
hard work, offering financial, non-financial, or emotional recognition. Rewards can take on
intrinsic or extrinsic forms, with extrinsic rewards coming from an external source, such as an
employer. These rewards are often tied to the worker’s output and manifest as bonuses, corporate
vehicles, loyalty programs, or tangible items. In contrast, intrinsic rewards are intangible benefits
that stem from employee satisfaction upon completing a task. This sense of fulfillment may come
from meeting a deadline, receiving praise for a job well done, or successfully finishing a project
on time. While different organizations may have unique reward programs, the overarching goal is
to motivate workers individually or in groups and boost their productivity. Workers may receive
incentives beyond their salary when they hit a performance goal. Companies typically use
attainable, fair, and clearly defined benchmarks to award rewards.
According to Smith, O. (2021), regularly reviewing and updating your company’s mission
statement is crucial to ensure that your principles align with employees’ benefits. As your
organization evolves, its values may shift, making it vital that your mission statement accurately
reflects your current standing. It’s important to regularly update and redefine the company’s image
to keep up with these changes. In addition, it’s essential to periodically evaluate the awards and
benefits to ensure that they align with the organization’s beliefs. This involves collaborating with
various businesses to create impartial, inclusive, and accessible benefits for all. It’s not enough to
update your company’s mission; you must ensure that your rewards and bonuses align with your
values. Also, determining which actions align with your company’s mission and values is essential.
While business values are important, your actions and decisions ultimately matter most. If your
actions and values don’t align, you risk sending mixed messages to your clients, employees, and
potential investors.
In any organization, a fair system for rewards is vital. The inclusion of fairness is an
essential element in any reward and recognition strategy, and it is crucial to weave it into your
company culture and procedures. According to Employee Rewards & Recognition (2021), to
achieve equity in reward distribution, specific measures must be taken, including helping
employees understand the benchmark, clearly outlining the actions and perceived value of rewards,
establishing a consistent protocol, ensuring equal treatment, and leveraging a platform for rewards
and recognition.
References
•
Aguinis, H. (2023). Performance management (5th ed.). Chicago Business Press.
ISBN: 978-1-948426-48-0
•
Employee Rewards & Recognition (2021). Achieve Fairness in Reward Management
With These 5 Steps.
•
Indeed
(2022). What
are
reward
systems?
(With
benefits
and
examples).
•
Smith, O. (2021). Three ways to align rewards and benefits with company purpose. Reba
Group
Ltd.
company-purpose.html
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