The Expectancy Theory states that as we predict likely futures we also tend to have expectations about the outcomes. If things are seemingly good, we believe we can ‘make a difference’ and have the motivation to do actions to
An individual when reinforced might exhibit a feeling of pleasure and can be longer or brief, may be avoiding or may escape removing unpleasant feeling, may face their fear when reinforcement is encountered, or maybe a positive. Reinforcement may be positive
A performance-oriented philosophy is followed; no one is guaranteed compensation just for adding another year to organisational service. Instead, pay and incentives are based on performance differences among employees. Employees who perform well get larger compensation increases; those who do not perform satisfactorily receive little or no increase in compensation. Thus, employees who perform satisfactorily should keep up or advance in relation to a broad view of the labour market for their jobs, whereas poor or marginal performers should fall
Reading Assignment #6 1. In order to keep top performers satisfied and productive, Steve Bates argues, there should be a substantial difference in the variable pay or merit- based salary increases that top performers and poor performers receive. Based on available research the increase needed to catch “anybody’s attention” should be a seven percent or eight percent increase in compensation. It also states that anything below that might be welcomed, but will not lead to substantially greater effort on the part of employees to increase business results.
In addition, reinforcement- affect model is where people who like people who reciprocate and or reinforce the same likeness. With the reinforcement affect model it is said that those who are neutral reinforcement associated with reward, it will elicit positive feelings which encourage the formation of the Casey’s relationship. In other word’s the furthering of the likelihood of their relationship developing began after DJ Envy continually pursued his love for Gia and reaching out to her. Also, with the Kindred the family souls, the operant conditioning (definition) occur when Fatin Dantzler was positively reinforced with Aja, offering pleasant stimulus such as phone calls. After talking and getting to know each other, they began dating and eight months later they were
Innovative thinking is what sets individuals apart form one another. The reason is because anyone can work and perform specific tasks but other have the ability to think outside the box and care about the company by thinking of new ways to better the customer service system. These types of employees are the future of every business in the world and should be rewarded for such actions: A system where employees can talk to their managers and request and audience with higher chain of command in order to share their innovative thoughts. When creative ideas and innovative thoughts are received and grasped by the Companies goals then a reward will be presented to the employee. A reward that deserving and exposed to those before that individual in order to provide a clear view that going the extra mile can be rewarding for
References Caza, Arran, Matthew Mccarter W., and Gregory Northcraft B. "Performance Benefits of Reward Choice: A Procedural Justice Perspective." Human Resource Management Journal 25.2 (2015): 184-99. Business Source Premier. Web. 19 Sept. 2016.
For employees, things that aren’t intrinsically interesting requires extrinsic rewards to motivate. Employees can be motivated by extrinsic rewards such as additional monetary compensation, gifts, gift cards, or other monetary rewards. These types of rewards could lead to improved performance and higher motivation. It would also motivate a worker, but only satisfies the person’s lower-level needs. The flip side to this type of motivation stimuli, employees will want the same or better reward to maintain the same level of motivation and performance outcomes.
Apple operates a performance based reward system, adopt “ carrot and stick” policy. Apple offers attractive incentives and rewards to employees by producing results. Employees do not get rewards if they have no results and may even be dismissed. “Hawthorne Effect” The Hawthorne effect is a reactivity which individuals improve their behavior when they aware of being observed 
As per Brickley, the reward system must encourage the employees to stick to the organisation for longer periods as well as increase the motivation and commitment to the company therefore lead to the increase in productivity and profit maximising. [ct. Brickley 2002, pp.172]. On the contrary, Holmes stated that, there are many negative significances lead by reward system if not used properly. Sometimes,
The training set up by performance management empowers staff to understand their strengths and weaknesses, know what job responsibilities they are fit for, and find a company-specific position such as a cleaner, cashier or referee who serves Starbucks in a different role. Reward management The assessment reports will allow Starbucks to reward employees for their performance, so that employees feel that they are valued by Starbucks paid the time and effort is worth it. After giving the reward, employees have a sense of belonging to Starbucks and therefore work more earnestly and the morale of the employees is improved.
Performance Management Performance management according to --- is a function that that embraces activities such as articulated goal setting, uninterrupted progress reassessment, regular communication and feedback, as well as coaching for better performance. Likewise, it involves execution of employee development plans and rewarding accomplishments. In other words, performance management focuses on improving employee performance along with effort via a process that supports employees to get personal and professional fulfilment by a feel of purposeful contribution. In organisations, management is responsible for meeting organisational objectives through the involvement of others; through evaluating the performance of systems and human resources.
Ensuring the reward system that is based on performance and not on tenure. Motivating younger employees to work together with older employees. Incorporating ‘Teamwork’ within organization. In addition, organizations can create an environment where both generation employees can share their ideas and can work as a team.
Next, there are four types of important theories of motivation which includes Maslow`s H Hierarchy of Needs Theory, McGregor’s Theory X and Theory Y, Herzberg’s Two- Factor Theory and McClelland’s Three-Needs Theory. These theories represent the foundation from which contemporary theories grew and still are used by practising managers to explain employee motivation. Motivation is an internal feeling which can be understood by manager because he is only one always close contact with the employees.” Motivation is