Report On Reward Preferences, Motivational Concepts And Theories, And Organizational Evaluation

Importance of Human Resource Management in Organizations

The management of organizations is done by the people. The management is also done through the people. If there is no people, existence of organizations is broken down. Therefore, the people who form human resources for the company can either break or strengthen the organization. This depends with their level for commitment, cooperation and even contribution (Fayol, 2016). The creativity of human resource department can lead to higher output for the company. Creativity can be achieved through prediction processes, invention of ideas, envisioning and concept development. Organizations need to have different types of human resources so as to provide the utility value for each and every physical assets. This is because the worthiness of physical assets has a great dependence on the people’s quality. The flexibility of the organization also depends on the people rather than the technical factors. Therefore, effective exploitation of human assets is a very complex task. This is because it needs foresight plus strategic consideration which is great. For example, hiring qualified employees who match their profession brings higher production to the company. However, for this to happen, there should be closer coordination plus better understanding in between the employer and employees. Most of the organizations are very large hence there is no close contact between top management and employees. Therefore, in a situation like that, the human resource managers act as the link between top most management and employees (Daft, Marcic, 2016).  An exploration will be conducted showing the rewards that motivates one as an employee, the reason behind why one should understand the recompenses are motivational.

There are various traditional plus non-traditional rewards which are employed in an organization towards realizing and meeting its objectives. This starts with the reward program. This is done through assessments of the employees. This assessments are measured so as to enable providing of the outcomes which influence the reward of the company’s efforts. Employee satisfaction assessments plus focus groups aid in in driving the reward process and even improve the employee retention. One of the strategy employed in reward process is that of strategic solution. This helps in solving most of the issues within the organization. The strategy also helps in the identification of marketing initiatives and also employee recognition. Through identification of employee weakness, the issue is solved and standard qualities of the organization are met. Therefore, the strategic review procedure becomes the core business exercise in the organization (Jacobs, Weiner, Bunger, 2014). The other reward is that of life insurance. This is given to the employee who is permanently employed in the organization. The insurance helps the employee even after retirement. The other reward is that of private medical insurance. The insurance allows an employee to seek medication in any private medical facility. Most private medical facilities offer quality services hence therefore visiting the facility will enable the employee to receive quality services (Lyons, Akroyd, 2014). Pension contribution is also another benefit. The organization deducts some amount of money from the employee salary. This will be given after retirement. The money can be given on a monthly purposes. The other advantage is that of financial incentives. The incentives such as childcare support will be given to the employee. Workplace benefits can also be offered. A good example is the access to the food that is healthy and access of the sports facilities (Larkin, 2014).

Reward Preferences

There are various motivational theories which are applied in workplaces. One of the theory is that of Hawthorne effect.  This is goes in line with productivity. The theory looks into detail the physical situations of the employee in the workplace. For instance it advocates for good lighting system. It also advocates for breaks and shifts within the workplaces. This acts as the key motivator for the performance within the organization. The theory states that employees become productive on the basis of observation rather than the changes within the physical working areas. If the employee knows that someone is somewhere watching over him or her, the productivity of that particular employee increases (Herzberg, 2010). The other theory is that of Expectancy. The theory suggests that the employee performs based on the expectations of their results. The main elements of for the theory are valence, expectancy and the instrumentality. Therefore, employees work hard towards a certain achievement if they believe at the end there is a reward. Most of the managers set tone for the achievements plus rewards with the employee acknowledgement contests based on the employees value. A good example for this is getting the parking spot of the company for being the best employee of the month or of the year (Pousa, C., & Mathieu, A. 2010).   

Some organizations use various means to meet the personal motivation. A good example of the organization is that of National Disaster Management. The organization has done its best towards motivating its employees through many ways. That is why the organization has succeeded greatly in its day to day activities in the world. One of the ways the organization uses for motivational purposes is appreciation. The organization engages in individual recognition and group recognition. For individual recognition, the manager recognizes the employee through their website, sends them an appreciation email and post the achievement of the employee on bulletin board. On the side of group appreciation, the organization holds meetings to recognize those who have worked well in their departments. The employees are also sent emails of recognition on the weekly basis. This helps them to know their effort is bearing fruits within the organization. The organization also rewards the employees so as to motivate them. The employees are rewarded through monetary plus non-monetary means. On the monetary side, the employees are offered free lunch or even dinner. Their cars are also offered sponsorship for washing. On top of that, some are given tanks that are full of the serve gas. The employees are also motivated by being offered tickets to go to popular and exciting sporting events. On the non-monetary rewards, the employees are given a chance of working from their homes. Some days they are allowed not to come in official wear. They are also offered the vacation day (Wojtaszek, 2016).

Lastly, the employees have to be motivated so that they can be productive. This is the work of the human resource department. Without employees the activities cannot run smoothly within the organization.

References

Daft, R. L., & Marcic, D. (2016). Understanding management. Nelson Education.

Fayol, H. (2016). General and industrial management. Ravenio Books.

Herzberg, F. (2010). One more time. How Do You Motivate Employees, 4.

Jacobs, S. R., Weiner, B. J., & Bunger, A. C. (2014). Context matters: measuring implementation climate among individuals and groups. Implementation Science, 9(1), 46.

Lyons, F. W., & Akroyd, D. (2014). The impact of human capital and selected job rewards on community college faculty job satisfaction. Community College Journal of Research and Practice, 38(2-3), 194-207.

Larkin, I. (2014). The cost of high-powered incentives: Employee gaming in enterprise software sales. Journal of Labor Economics, 32(2), 199-227.

Pousa, C., & Mathieu, A. (2010). Sales managers’ motivation to coach salespeople: An exploration using expectancy theory.

Wojtaszek, H. (2016). Selected aspects of innovative motivation. World Scientific News, (44), 1-12.