Reward system and needs assessment
...by using employee appraisals and motivational methods. Employers have become increasingly aware of the rich potential for good constructive ideas that exist from the employees on the job experiences. One method for using this is through a suggestion box, which is located in a common area for all employees’ accessibility. Using a suggestion box system allows for improvements in all areas of the organizations and is flexible for readily adaptable kinds of working conditions. Suggestion boxes can be seen as a means of increasing motivation and employee participation (Lasater, A. personal interview, February 14, 2005). Suggestion boxes aim to improve employee attitudes, which lead to values. This is by directing attention to the positive not the negative and progressive aspects of their jobs. This helps to boost employee morale and increase job satisfaction. It can be identified that if an employee is unhappy it reflects on a negative attitude on their performance and others surrounding them. Another method to add value to any reward system is using a performance appraisal system. This method is used as a means of gaining individual performance and identifying developmental needs. Appraisal systems today are becoming part of the management’s custom, where mangers feel it is necessary to appraise and be appraised no matter what. Employees can use a self-rating system and this is a form of appraisal where the employees look at themselves, avoiding any negative feedback. Self-rating is an effective way of trying to get the employee to look at what their roles are of the organization in relation to the organizations missions and goals (www.ecommerce.com). Many organizations that work on the implementation of any reward system find it necessary to adjust their reward systems later down the road. However, several are unaware of the impact of the elements of the employees. For example, every so often management unintentionally reward the wrong employees and penalizes those who should have been additionally should have been rewarded in the beginning. While this reward system is a common knowledge to the employees, management seem to take small note of the situation, the most devastating factor is being that those who are exceptionally rewarded is not in a position to improve their productivity. One way for an organization to increase the motivation is to provide organizational promotion systems. Organizational promotion systems are an essential aspect of any reward strategy, taking into account of not only current performance but also perceived future performance and incorporating developmental issues. However, an effective promotion system encourages personal growth and career aspiration among the employees and generating effective organizational commitment. Because of the importance of this issue, American Education Corporation takes a devoted interest in its reward system and its review for all of the employees. AEC uses a number of rewards for the employees but the best yet is the promotion system. This incorporates organizational emotional factors and motion to motivation (Lasater. A., personal interview, February 14, 2005). “You get more of the behavior you reward. You do not get what you hope for, ask for, wish for or beg for. You get what you reward”, says Michael Boeuf (Boeuf, 2003, p. 31). The greatest management principle is that the things that are rewarded are done. When the employees do hit the target and meet the standards set for them, management should reward them immediately. Management should never stall for the reward or have to even to think about it. By doing this, employees are directly connected to the reward with their behavior and maintain higher performance. Management who fail to reward the right behavior will most likely obtain the wrong results from the employees. Great managers create heroes in each role, and when managers create this type of environment it is very valued and is likely to create motivation. Organizations create a wide array for pay within each role of the organization. They also create overlapping levels of pay to encourage employees to assess their strengths before moving to the next step within the organization (Rerdam, 2003). A reward system that makes the vision for any organization and allows for the expectations of the organization is made in accordance to the values and goals of the organization. One way to motivate employees is a strategic alignment system, which is a careful way to reward the values, vision and mission of the organization. For example, if you reward according to your vision of the organization then the reward is meaningful and will be more likely to continue in the future. The next is practicability, which is to reward the behavior that is under the employees' control. Practice what you preach, is the best way to practice any reward system. One of the main reasons for the failure by the employees or lack of motivation is because of the missions...