“Watson Wyatt” a
global consulting firm, conducted a survey in USA, in the year 2002 among 12750
employees at all levels of job and in all major industry sectors to know about
their attitudes toward their workplace and their employers. It was found in the
survey that recognition is important for workers and they want to listen that
their work followed recognized and appreciated.
Rewards and recognition is something above their salary, it’s an extra appreciation for the work done.
Rewards and recognition is something above their salary, it’s an extra appreciation for the work done.
Agarwal (1998) gave
an explanation to the term reward as something that the organization offers to
the employees in response of the work as well as performance and something
which is desired by the employees.
It’s not just the high achievers who deserve recognition, but anyone who goes above and beyond the call of duty. Reward good examples, and a culture can be created where everyone wants to be a good example. This is also a culture that retains people.
Manager should seek out opportunities to
recognize and appreciate employees informally may be during lunch or tea or
etc. These are moments employees remember (Tiwari, Saxena, 2012).
Silbert (2005)
forwarded the view that reward is important because it has an enduring
impression on employees which, in turn, gives the employees an impression that
they are valued in the organization.
Employees who
feel valued generally reciprocate by offering their loyalty to the company. A
system of continuous reward and recognition culture should be built whether
monitory or non-monitory. A feeling to appreciation motivates the employees to
perform better and in a happier manner. The happier the employees, the happier
the customers. This result into employee growth which makes the employee to
continue in the organisation. The system
of a fair reward system builds a sense of equity among the employees which
motivates them to stay longer in an organisation (Devi 2009).
Reference;
Agarwal, N.C. (1998). “Reward Systems: Emerging Trends and Issues”.
CanadianPsychology, 39(1), 60-70.
Pankaj Tiwari, Karunesh Saxena. 2012. "Human resource
management practices: a comprehensive review".
Rama Devi, V. 2009. “Employee engagement is a two way street":
Human Resource management International digest., Vol. 17 NO. 2, pp. 3-4.
Silbert, L.T. (2005). The effect of Tangible Rewards on Perceived
Organizational Support. Management Sciences.
Tomlinson, A. (2002). High Technology workers want Respect. Survey
Canadian Human Resources Reporter, vol. 15, issue 3, and p.2.
true.rewards and recondition increases motivation and enhance performance.Result of that employee retention also maximize. Therefore organisation goals and objective can also be achieved easily.
ReplyDeleteIts Clearly defined Princy.In a competitive business climate, more business owners are looking at improvements in quality while reducing costs.Meanwhile, a strong economy has resulted in a tight job market. So while small business need to get more from their employees,their employees are looking for more out of them. Employee reward and recognition programs are one method of motivating employees to change work habit and key behaviors to benefit a business.
ReplyDeleteAlso the wrong method of employee recognition can destroy whatever motivation a hard worker may have. There’s only so many times that a manager can say “thank you” before it begins to feel hollow and meaningless. It can become very expensive to recognize employees on a consistent basis. When one team member tends to be recognized more than others on a consistent basis, then employee recognition can cause a divide within a team or organization very quickly. It can create an environment where favoritism is perceived. Organization should also be mindful about the approaches they use and keep a close look about adverse effects it may have on others as well.
ReplyDeleteHi ! I read your blog, it was really interesting. Virtual R&R Corporate Events Celebration themes for workers to appreciate their efforts and creativity to boost the confidence of employee engagement.
ReplyDelete