The Great Reward

This study is theoretically anchored on Herzberg’s Two-Factor Theory which found two factors that influence employee motivation and satisfaction namely motivator factors and hygiene factors. Motivator factors leads to satisfaction and motivation of employees to work harder. It includes enjoying work, feeling recognized and career progression. Hygiene factors leads to dissatisfaction and lack of motivation in the absence of these factors. Examples include salary, benefits, and facilities.…

Effects of using either salaries or wages to enhance employees’ morale are predicted by Maslow’s hierarchy of needs theory. The hierarchy of needs theory postulates that the willingness of an employee to corporate towards attainment of organizational goals depend on the capacity of an organization to meet the employees’ physical and psychological needs (Lee & Robyn, 2016). The most immediate need among employees is physiological items including food, shelter and clothing. The next immediate need…

creating a list of the exercises that one wishes to do. Create a system of rewards and punishments that will force one to want to work-out. For example, if one goes to the gym and works out for an hour or two then they can reward themselves with an hour of television. Another example, would be if they skipped going to the gym, they could punish themselves by adding time to their workout. By sticking to this plan of reward and punishment one may create a behavior in which they actually enjoy…

1. There are several things Cindy could have adjusted that may have worked better. After looking at the results from the Big-5 Personality that each employee submitted, sorting the employees that had similar personalities are more than likely to butt heads by wanting to do the same tasks or not agreeing on everything. With having a broader group of different personalities, the employees are more than likely to talk things out and spread out task evenly to best fits each person. Not…

on the parts of the projects that we had previously lost points on. Motivation Theories Motivation theories played a major role for our group as they helped us perform better than expected, such as Becca and Brennen’s use of the rewards theory on project 2, and at times the neglecting of them hurt us, for example Brennen’s lack of goal setting as project manager on project 3. In addition, Brennen’s subpar performance on project 3 could have been improved by using the positive…

seemed to help decrease my behavior. Since I really wanted my reward of candy at the end of the day I didn’t bit my nails. Positive reinforcement is another way that could have helped for influencing my behavior. When I acknowledged that I was not biting my nails and they were placed in my lap, it would have been effective to reward myself. Instead of looking forward to a reward at the end of the day I would have been looking forward to a reward every time I was taking a test. Not only would it…

in the development, implementation and revision of rewards programs, ensure that employees view the rewards as worth the effort, make sure that employees understand how to earn the rewards, set reasonable and transparent performance standards for rewards, base reward determinations on objective performance data, make sure employees view the reward system as fair, always link rewards to performance, recognize small and large accomplishments, reward teamwork and cooperation, never take a good…

While Operant conditioning is another method of learning that is established on the reaction of an individual or animal in a very mandatory and forced situation. The examples in this method of rewards based learning is getting good grades instead of failing during examinations, for a student who understand the significance and importance of the grading system would work hard and strive to get good grades instead of failing, or employees would work…

employee (11). There are two facets that are crucial to the interest of employees to the work they perform (14). The quality of work itself and benefits or rewards the work offers (14). Interdependence between the quality of work performance and rewards and recognition is pivotal to the success of an organization (). Synergy between the…

This research was conducted to measures job satisfaction contradict to behavior dimensions and the influences. There are issues arises where strategies are used to avoid conflicts. Each individual contribute to an organization with the hope of good returns such as job satisfaction but due to distinct of cultural background, it often became a dissapointment. A combination of two or more individual from different cultural background interact and work as business partners, this defined cross…