Motivating Part Time Employees

Margaret Heffernan once said, “For good ideas and true innovation, you need a mix of human interaction, conflict, argument, and debate.” In the article it is debated if there is any benefit in monetary rewards for students. Teachers, and parents alike are always trying to find the best way to reward and inspire there students to do well in school. Matthew G Springer is a professor of Public Policy and Education at Vanderbilt University. He is also the director of the National Center on Performance Incentives. He wrote this article to display his research and studies.

Lastly, they explain the fundamental ideas of the book. Incentives are “means of urging people to do more of a good thing and less of a bad thing.”; according to the authors, they “are the cornerstone of modern life”. Levitt and Dubner also focus the book on the following concepts:

Employers who were required to offer health insurance to part time workers may no longer be required to do so. Because it is expensive for companies to offer health insurance, they may choose to no longer provide this service to their part time employees. Additionally, coverage for full time employees may be reduced to become more expensive due to these changes. This may make it difficult for people who have health insurance through their current employer to find new work, as health insurance may be difficult to find.

Many part-timers are facing a double whammy from President Obama 's health care reform. The law requires large employers offering health insurance to include part-time employees working 30 hours a week or more. But rather than provide health care to more workers, a growing number of employers are cutting back employee hours instead. The result: Not only will these workers earn less money, but they 'll also miss out on health insurance at work.

“Incentives are the cornerstone of modern life”(Levitt and Dubner 12). Levitt and Dubner once mentioned in their book “Freakonomics”. According to Oxford dictionary, incentives are something tends to incite to action or greater effort, as a reward offered for increased productivity (“incentives”). In business field, incentives are something given by

The general argument made by Arianna Prothero in her work, “Does Paying Kids to Do Well Actually Work,” is that incentives may help boost students to come to school and learn so they may earn a further education. More specifically, Arianna believes that financial incentives have a huge impact on students rather than little rewards. She writes “Incentives are also more likely to work for students who need a little improvement to earn a passing grade.” Schools that use incentives have a better chance of teaching more kids as well as more of them learning what they really need to at school; new material.

At this young age, it is recommended that criterion specific rewards be used to motivate Doug and increase the frequency of positive behaviors in the classroom (Curran & the IRIS Center, 2003). Criterion specific rewards are incentives that are customized to individual students and based on what motivates them (Curran & the IRIS Center, 2003). Initially, it is necessary to identify what motivates the student and proceed to utilize that information to create

Drive is a 2009 non-fiction book by Daniel Pink. Pink, a law student and former speech writer for Vice President Al Gore, explores widely accepted social science research, but he also claims it is widely ignored. Throughout the book, Pink compares the evolution of people’s motivation over time to the

Historically, the United States has spent more money on health care than any other country. (Exhibit 1). The Patient Protection and Affordable Care Act (PPACA)has come with major challenges and mandating companies provide health care to part-time workers, will force them to change the way they do business. Business

This tactic helps those parents whose children that may not enjoy their weekly trips to the grocery store. The children now have a fun experience to associate with mommy or daddy grocery store trip. Mini shopping carts are also available for the children to get them involved in the shopping process (Bond, 2012). Another way Trader Joe’s motivates its employees is by providing higher pay and excellent benefits. Their employees make more than the average cashier or manager of any of its competitors (Speizer, 2004). Generous compensation and benefits can help boost employee morale. When employees feel like they are valued and compensated for the work they do they tend to be more loyal. This is better known as an extrinsic reward. These types of rewards lead to employees feeling positively valued (Schermerhorn et al., 2012). Lastly, Trader Joe’s motivates its employees by promoting from within. All managers at some point have been cashiers or floor salespersons. Therefore, Trader Joe’s has created the Trader Joe’s University so employees are able to receive the proper training so they are able to efficiently operate a store one day (Schermerhorn et al., 2012). By promoting from within, employees have advancement opportunities to look forward to.

The trend for hiring more part- time employees does save companies money and provides opportunities for people who want to work. I work for BI-LO in the deli department. After losing the job that I thought would be the one to carry through to retirement, I really didn’t think that getting another “good Job” would be very difficult. I found the looking for a job, during this time in our history was very disheartening and rejection made me feel defeated. Finally, I was able to get a part time job at the Piggly Wiggly working nights in the deli.

Chapter 12 of our textbook is titled “Motivating Employees,” and it encompasses much of what was in Drive. An extrinsic reward is defined as the “payoff, such as money, a person receives from others for performing a particular task.” Extrinsic rewards are what drive the old economy and still influence management techniques within organizations today. These rewards have many benefits but are becoming more and more obsolete in the twenty-first century workforce. The textbook defines intrinsic rewards as the “satisfaction, such as a feeling of accomplishment, a person receives from performing the particular task itself.” Offering only extrinsic rewards is what Pink refers to as “carrots and sticks.” These rewards work well for routine tasks. However, these rewards often stifle creativity (as seen in the candlestick experiment). Modern jobs are increasingly relying on creativity and innovation. Managers can use this knowledge by acknowledging the importance of intrinsic rewards when dealing with employees engaged in more complex

employee to contribute their best and feel valued within the organisation. What are the benefits of motivated staff according to recent researches? • • • Companies could benefit of fewer absences at work Highly motivate employees are deliver higher levels of performance Employees willing contribute more when demand is high. • • Employees stay loyal to their organisation that results low staff turnover Better customer satisfaction- better customer retention Researchers in the past have made valuable discovery about employee relations what is the cause of dissatisfaction and satisfaction at work. Companies that want to

“While Mangers complain about lack of motivation in their workers, they might as well consider the possibility that the reward systems they’ve installed are paying off for the opposite”.

To motivate employees to work towards reaching organizational goals, managers frequently depend on some form of enticement. Beyond monetary compensation, awards and additional types of acknowledgment can be given, and the ability to choose a work schedule is a possibility. A reasonable pay system, which would be an incentive for individuals and groups to achieve organizational goals, is a hardship manager’s face (Jones & George, 2011). Within the company that I work for, every quarter awards are presented to Customer Service Agents who have maintained a 95 percent or above quality score. Monetary awards are given out as well as time off coupons.