Bonuses Can Backfire

Discuttion, meetings, questions, if you have a question or don’t really understand whats going you should always ask and make sure you understand everything fully, that all emplyers etc know exactly what they

Make sure you are able to get appropriate feedback so that both parties are working towards the same goal and know what each other expect.

After taking the Big Five Personality Assessment, I was able to decode certain aspects of my personality and analyze whether different strengths and weaknesses. One strength I found was me openness to experience. Being open to others and their ideas has broadened my horizons. I have found that I have so much to learn from others. Whether their ideas are positive or negative, they provide feedback which overall has increased my communication skills. This is a recent strength for me. With prior companies, change was delivered as bad news, we were not taught to work with our peers but rather compete. With my new company I am experiencing the opposite side of the spectrum. I am encouraged to communicate with anyone needed, regardless of

Support and communicate. Inform others what is going on, involve to talk about the job, to ask questions about the job and how much they understand it.

Promote an open door policy where the workers know they can come to me with whatever problem or issue they may have. Have regular feedback meetings and this would lead in to discussions on where they are going or would like to go.

* Talk to employees 1 on 1 get to know them see what they feel can be improved, get their input and

Make introductions. Show appreciation for the whole person; go beyond their role and responsibilities. Add tidbits that are unique to the individual. Use the language of belonging: “This is Sara — she is part of our research team.” The word our really adds the feeling of

     The next step is “smile.” I actually tried doing this more often after reading the book. I smiled at every person I walked by on my way home from class one day. I received a few confused looks of “do I know you?” But for the most part, people greeted me with a smile in return. I’m not ashamed to say, it made my day.

Reward Management (RM) has been defined as the distribution of monetary and non-monetary rewards to employees in an effort to align the interests of the employees, the organisation, and its shareholders (O’Neil, 1998). In addition O’Neil (1998) also suggests that a RM system can serve the purpose of attracting prospective job applicants, retaining valuable employees, motivating employees, ensuring legal requirements relating to direct and indirect rewards are not violated, assisting the company in achieving human resource and business objectives, and ultimately assisting the organisation in obtaining a competitive advantage.

In this case analysis we shall be examining the unintended contradictory results that reward systems bring about and recommendations in solving the issues highlighted

Break the ice with new colleagues or with your boss when you start a new job.

Reward and recognition programs must connect the needs and expectations of the workforce with the company’s overall goals and strategies. A program that reinforces important company values and goals will encourage employees to act in line with such goals and emphasize the importance of achieving these goals. Alternatively, rewards which do not connect with organizational goals may convey a misleading message and encourage employees to act in a manner that does not facilitate the

Recognize & Reward Employees . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .

• Maintain your credibility by ensuring consistently that there is no gap between what you say and what you do. Its called the “Keep Your Promises” law!

Being rewarded and recognised for their work or contribution is what keeps an employee motivated to work towards achieving the organisational as well as personal goals. When the employees is motivated by rewards, they will have job satisfaction consequently increasing the productivity of the organisation. It necessitates the need of managers to pay more attention in understanding their employees and come up with suitable types of reward systems for the organisation so that the employees are intrinsically and extrinsically motivated all the time. The hypotheses that I put forward here is to support this statement that effective reward management is critical to