Job reward Essay Example | Topics and Well Written Essays - 1000 words

Job reward - Essay ExampleResearch suggests that both inborn and inessential rewards are necessary in motivating employees. Traditionally, extrinsic rewards that are educed not from the work itself were considered sufficient. These include salaries, bonuses, perks, benefits, commissions and cash rewards (Thomas). The tall hierarchies and close lapse allowed managers to arrest track of whether the policies are being followed and could either grant or hold back these rewards based on performance. However, workers today prefer self-management rather than close supervision and get motivated from being empowered which gives them a sense of belonging to the organization (Thomas). Hence, intrinsic rewards are largely based on the satisfaction that workers derive from the task at hand (Thomas). Therefore, intrinsic rewards entail greater commitment and initiative on the part of workers who take pride in doing their work. Although the importance of extrinsic rewards is diminishing, they are can by no means be neglected. As per Maslows theory of hierarchy, lower order needs such as abide and job security must first be satisfied before workers become motivated by gameyer order needs such as belonging, self-esteem and self-actualization. Therefore, both intrinsic and extrinsic rewards must be considered in employees job rewards package. Rummassahs major problem in recent years is its high employee turnover and low level of employee morale that has often been reflected in bad attitude towards customers and job switching to competitors companies. Greater insight revealed that Rummassah was paying too comminuted monetary incentives to its best performers and too much to their inefficient workers which led to the latters disillusionment. Most rewards were not customer focused as a force of which even poor performers were getting the same monetary incentives as good performers. Furthermore, rewards focused on length of service or seniority tends to turn earnings into entitlement. Furthermore, insights revealed that part-time employees were not been provided with stock options which made them switch to other jobs, thereby increasing costs for the company. Employees also complained about monotonous work and lack of kind gatherings to break the high pressure and stress during peak periods. Considering that almost 40% of the workforce was expatriates, they could not understand local Arabic language which made them alarming of dealing with customers. Finally, there were complains of long waiting times and lack of coordination amongst the cafe staff by disgruntled customers. In view of the above problems, the organization must implement a rewards program that addresses the above issues. Performance in this case shall be based on the achievement of tasks in the job description as well as relations with other employees. Firstly, good performers shall be recognized through their picture being put up on the companys notice board under the caption Star of the month. The best performer will receive a bonus of AED 300. Furthermore, the name of this employee shall be feature on the companys website. However, research shows that simply praising the employees work through thank you notes has more value than employee of the month awards (Bersin, 2012). Keeping