Job Design & Reward Systems Influence Motivation
How job design and reward systems can influence motivation
Abstract
Employees are the most valuable asset to organizations. Employee's performance is the main factor in determining the organization's performance and ensuring the organization to run smoothly and successfully. In order to maintain a good employee's performance, an effective performance management is compulsory. The purpose of this study is to examine the relationship between job design, rewarding system, and motivation.
Introduction
Why do we work? It’s the most important question we have to ask ourselves. Most of us will have two answers either “we work because simply we have to” or “we work for money”. If we work because “we have to” so mangers should react with it by setting rewards and parchments for working hours and time to be at work and when to leave and make close supervising to minimizing any opportunity for shun there work. If the answer “we work for money” so managers should react with what satisfies the employees which is creating arrangements between the company and the employee as incentives for achieving targets but there is a question, why do volunteers work better than paid people? This also makes me realize that either we are working because we have to or working for money we have to understand more about personal motivation.
Argumentations
There are two main attributes plays the most important parts in influencing motivation Designing jobs that motivates people & enhancing the belief that desired rewards can be achieved.
JOB DESIGN
Job design is simply trying to put the right employee at the right position where he knows the best.
Motivator – Hygiene Model
What makes an employee satisfied and what makes him dissatisfied. Motivator-Hygiene Model has been created shows the answers for this. Motivator Factors When an employee feels positive about his work this is may be because of taking delegations and if he do well it’s highly appreciated from the company,
Abstract
Employees are the most valuable asset to organizations. Employee's performance is the main factor in determining the organization's performance and ensuring the organization to run smoothly and successfully. In order to maintain a good employee's performance, an effective performance management is compulsory. The purpose of this study is to examine the relationship between job design, rewarding system, and motivation.
Introduction
Why do we work? It’s the most important question we have to ask ourselves. Most of us will have two answers either “we work because simply we have to” or “we work for money”. If we work because “we have to” so mangers should react with it by setting rewards and parchments for working hours and time to be at work and when to leave and make close supervising to minimizing any opportunity for shun there work. If the answer “we work for money” so managers should react with what satisfies the employees which is creating arrangements between the company and the employee as incentives for achieving targets but there is a question, why do volunteers work better than paid people? This also makes me realize that either we are working because we have to or working for money we have to understand more about personal motivation.
Argumentations
There are two main attributes plays the most important parts in influencing motivation Designing jobs that motivates people & enhancing the belief that desired rewards can be achieved.
JOB DESIGN
Job design is simply trying to put the right employee at the right position where he knows the best.
Motivator – Hygiene Model
What makes an employee satisfied and what makes him dissatisfied. Motivator-Hygiene Model has been created shows the answers for this. Motivator Factors When an employee feels positive about his work this is may be because of taking delegations and if he do well it’s highly appreciated from the company,